Become one of the world’s most inclusive companies, with diversity well ahead of industry benchmarks
Cultivating DE&I through activities centered around our Employee Resource Groups (ERGs) and DE&I Champions network
Initiating a robust DE&I metrics dashboard to track progress against our integrated DE&I strategy
Increasing the frequency of employee engagement around topics of respect and equity, and communicating about DE&I initiatives and progress
Attracting diverse talent is only one of our objectives, because if people don’t feel encouraged to bring their whole selves to work and contribute their best each day, they won’t stay. Our DE&I strategy is based on three key pillars—representation, understanding, and support—and a belief that we need diversity of people and thought at all levels of our organization.
From senior executives to early career employees, we’re working to improve representation across all of our diverse groups. This involves further advancing our internal talent management strategy for historically underrepresented populations and our approaches to external recruiting.
In June 2020, we furthered our commitment to DE&I by appointing a Vice President of DE&I and a global DE&I team to advance DuPont's global DE&I programs and initiatives which will, in turn, help fuel innovation that leads to business success. We also pledged $10 million over the next 10 years to advance efforts to improve equality and address racial issues.
The summer of 2020 brought to light the shared impacts associated with a lack of representation, understanding, and support for minority communities. As protests erupted around the world in response to racial injustice, we were compelled to accelerate the deployment of our DE&I strategy to meet the needs of our global communities.
The DuPont Corporate Black Employee Network partnered with global corporate leadership to establish our Racism & Equity Response Framework. The framework aims to ensure that DE&I is further embedded into the strategy of our Human Resources function with a focus on learning and development, talent management practices, metrics and analytics, and global community impact. Under this framework, businesses, functions and regional teams cascaded racism and equity learning and sharing sessions, pivoted to diversity-balanced recruiting, and leveraged community relationships to develop and evolve initiatives that target disadvantaged and historically underrepresented communities.
Within our businesses, HR and site leaders created new DE&I programming and expanded upon existing initiatives. These programs provide employees with opportunities to connect and contribute in a meaningful way, and inspire them to live up to their full potential.
Learn more about how we manage DE&I and our employee groups and initiatives in the 2021 GRI Index.
In 2020, we were all forced to reckon with the realities of racial injustice and discrimination in our communities, causing many of us to reflect on our own attitudes and beliefs. Wanting to be part of the global solution, our businesses all did their part to advance respect, equity and inclusion.
Our Water and Protection (W&P) business created the Ignite mentorship program to help us build a diverse pipeline of talent by developing female leaders.
Read more stories about how DuPont is accelerating diversity, equity and inclusion in our Stories Hub...