Our People
Success at 3M is driven by the power of our people. We seek and celebrate diversity and put into practice allyship and belonging in everyday actions that foster inclusion for 3Mers everywhere.
Historically, 3M had focused on recruiting university talent primarily, however, we realized this segment accounted for only 18% of our overall hiring needs. That meant that 82% of our hiring needs fell within the experienced talent segment. As a result, we changed our approach to talent in 2022 to ensure we were investing our time and resources at the right schools – with the right talent – to deliver against our enterprise priorities. We added several Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs) to our mix of school partners.
To help with our experienced talent needs, we were more intentional about the partners we worked with in 2022. We partnered closely with organizations that would provide 3M access to diverse talent and differential development opportunities for 3Mers. We partnered with organizations like National Black MBA Association (NBMBAA), Society of Hispanic Professional Engineers (SHPE), The Executive Leadership Council (ELC) and Association of Latino Professionals for America (ALPFA). We leveraged their collective expertise, relationships and reach to further our diversity ambitions.
These changes are helping us move the needle as we seek to double our global diverse representation in management by 2030. We moved from 44.5% in 2021 to 45.1% in 2022, and we look forward to continuing to make progress in 2023.
Our Global Diversity Index measures the percentage of 3M management that is diverse across a wide spectrum of dimensions, including gender, nationality, race/ethnicity, disability, U.S. military veterans and LGBTQI+. Our goal is to double our global diverse representation in management by 2030.
In the U.S., we aim to increase the number of 3Mers from underrepresented groups, which we identify at 3M as Hispanic/Latino and Black/African American populations. Our goals are to:
- Double the representation of underrepresented groups from entry-level through management in our U.S. workforce
- Double the representation of underrepresented groups in management positions in our U.S. workforce
3M is committed to making meaningful and sustainable progress towards gender equality. We offer dedicated programs that equip managers to support their teams and employees to practice allyship and create a culture of belonging.
Job level analysis: a look at progress in our global gender representation and U.S. race/ethnicity representation
| Board of Directors | 2021 | 2022 | Change |
|---|---|---|---|
| Men (global) | 66.7% | 63.6% |  |
| Women (global) | 33.3% | 36.4% |  |
| White | 83.3% | 72.7% | |
| Asian | 0.0% | 0.0% | |
| Hispanic/Latino | 0.0% | 0.0% | |
| Black/African American | 16.7% | 27.3% | |
| American Indian/Alaska Native | 0.0% | 0.0% | |
| Native Hawaiian/other Pacific Islander | 0.0% | 0.0% | |
| Two or more races | 0.0% | 0.0% |
| Corporate Operating Committee | 2021 | 2022 | Change |
|---|---|---|---|
| Men (global) | 75.0% | 81.8% | |
| Women (global) | 25.0% | 18.2% | |
| White | 58.3% | 63.6% | |
| Asian | 25.0% | 18.2% | |
| Hispanic/Latino | 16.7% | 18.2% | |
| Black/African American | 0.0% | 0.0% | |
| American Indian/Alaska Native | 0.0% | 0.0% | |
| Native Hawaiian/other Pacific Islander | 0.0% | 0.0% | |
| Two or more races | 0.0% | 0.0% |
| Vice Presidents and above | 2021 | 2022 | Change |
|---|---|---|---|
| Men (global) | 71.1% | 69.6% | |
| Women (global) | 28.9% | 30.4% | |
| White | 74.0% | 73.3% | |
| Asian | 10.6% | 9.8% | |
| Hispanic/Latino | 7.4% | 7.8% | |
| Black/African American | 4.5% | 5.1% | |
| American Indian/Alaska Native | 0.0% | 0.0% | |
| Native Hawaiian/other Pacific Islander | 0.0% | 0.0% | |
| Two or more races | 0.6% | 0.7% | |
| Managers and Directors | 2021 | 2022 | Change |
|---|---|---|---|
| Men (global) | 69.5% | 67.7% | |
| Women (global) | 30.5% | 32.3% | |
| White | 84.3% | 83.5% | |
| Asian | 8.0% | 8.3% | |
| Hispanic/Latino | 3.8% | 4.0% | |
| Black/African American | 2.4% | 2.5% | |
| American Indian/Alaska Native | 0.4% | 0.4% | |
| Native Hawaiian/other Pacific Islander | 0.05% | 0.0% | |
| Two or more races | 0.8% | 0.9% | |
| Individual Contributors | 2021 | 2022 | Change |
|---|---|---|---|
| Men (global) | 57.9% | 59.4% | |
| Women (global) | 42.1% | 40.6% | |
| White | 81.2% | 80.5% | |
| Asian | 6.9% | 6.8% | |
| Hispanic/Latino | 5.6% | 5.9% | |
| Black/African American | 4.1% | 4.3% | |
| American Indian/Alaska Native | 0.4% | 0.4% | |
| Native Hawaiian/other Pacific Islander | 0.2% | 0.2% | |
| Two or more races | 1.5% | 1.6% | |
*In the U.S. and in many other countries, we provide our employees the opportunity to confidentially self-disclose information such as disability, veteran status, sexual orientation, gender identity and race/ethnicity.
We find it critical to gather as a company throughout the year to create space for learning and development within our equity journey. In 2022, two of our yearly marquee events, Equity in Action Week and Global Inclusion Day, brought together 3Mers from every area and business group to prioritize belonging. Through keynote speakers and insights from 3M leaders, 3Mers across the globe learned about promoting equity in our workplaces and communities and building connections in our hybrid world. But the learning doesn’t stop when the event ends. After Global Inclusion Day, we equipped our supervisors with toolkits to host team belonging sessions and learn how to foster belonging every day of the year. And the Global Day of Service, part of Equity in Action Week, called 3Mers everywhere to volunteer in their local communities – and over 20 countries participated.
This year, REAL (Reflect Empathize Act Learn) Allyship training was included as part of our all-employee Learning Tracks – a multifaceted, required course for all 3Mers that promotes continual learning in our fast-changing world. Over 70,000 employees interacted with this module. The impact of adding REAL Allyship into Learning Tracks goes beyond the individual growth we see in our employees – it underscores that allyship and inclusion are core tenants of 3M culture.
In addition, we continued to host Allyship session all over the world and trained 135 allyship session facilitators to reach over 5,000 more employees. Yvonne Houle, Director, IT Service Management Delivery, said these sessions have been “a worthwhile investment of my time during this busy year, and I come away reenergized after connecting with my colleagues in such a meaningful way.” A robust plan is in place to reach more employees in 2023.
Another tenant of the allyship model is our Employee Resource Networks (ERNs). To help our ERNs grow and become thought leaders within our company, we hosted the inaugural ERN and Inclusion Leadership Conference in November 2022, where our ERN chairs and Inclusion Champions were able to hear from potential partners across 3M that can amplify their important work, as well as several of our top leaders, including our CEO Mike Roman. “I came back to work yesterday with a renewed sense of belonging and excitement for more than just ERNs, but my job as a whole!” said Nicki Pauley, of our Military Support Network. “I can’t wait to continue these conversations and continue to ally to bring a strong ERN group to 3M in 2023.” With the knowledge our ERN leaders gained, we know their impact will be even stronger in the years to come.
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3M’s global pay philosophy, principles and consistent implementation produce fair and equitable pay for our employees. We analyze gender pay equity globally by comparing employees in the same job category, job grade and location. We do the same analysis in the United States for minorities, aggregated as a group, versus non-minorities. We maintained 100 percent gender pay equity in all global regions (USAC, LATAM, EMEA, ASIA) and racial/ethnic groups in the U.S.
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Each year, we survey our employees through our Global Inclusion Index to gauge how well our people feel included. We use the data to help guide our corporate actions to continually progress our work in fostering a culture of belonging. In 2022, 74% of 3Mers reported feeling included. While we saw a 1% decline in our Inclusion Index in 2022, we are confident in our ability to maintain and build on our culture in 2023 and beyond.
