Our Employee Data

Our employee data provides valuable insight into our performance and progress. As our data changes over time, our goals and strategy will evolve to address gaps and capture emerging opportunities. Our goals are aspirational, and we recognize that they are challenging yet achievable with intent and rigor.

Our current colleague-focused aspirational goals:

  1. Achieve 34% to 36% representation of non-frontline global female professionals by 2025. Achieved 29.6% as of December 31, 2021.
  2. Increase the headcount of Black, Latinx and Asian employees by 45% to 55% across our non-frontline, U.S.-based employee population (using January 1, 2021, as our baseline). At the end of 2021, we increased our non-frontline headcount of Black employees by 12.8%, Latinx employees by 9.0% and Asian employees by 8.4%.
  3. Achieve total global employee resource network and DE&I capability-building participation of 50% by 2025. As of December 2021, we had achieved 32.6% of this goal.

The data that follows does not include all employees who joined our company through recent acquisitions. Our numbers could vary in future reports as we continue finalizing various integrations of new employees into our human resource systems, as employees continue to provide or update their self-identification status, and more.

As we develop future DE&I reports, we also will share new employee details, such as turnover, representation by more employee levels and other disclosures.

Employee Designations

Frontline and select support employees encompass a wide range of critical operational roles. These include plant and manufacturing employees, store employees, custodial employees, clerks, assistants, customer service representatives, electricians, technicians, drivers, color matchers, among others.

Non-frontline employees cover a variety of roles, including chemists, engineers, corporate function employees, managers, directors, executives, among others.

Management team comprises employees who are vice presidents and above.

“+1.2 points”

2021 Global Non-Frontline Female Representation Change
(As of December 31, 2021)

2021 U.S. Employee Race and Ethnicity Representation (As of December. 31, 2021)
“Other” category includes employees who are two or more races, Native Hawaiian or Pacific Islander and Native American or Native Alaskan.
2021 Total Global Gender Representation (As of December 31, 2021)
2021 U.S. Non-Frontline Black, Latinx and Asian Employee Headcount Changes (As of December 31, 2021)
2021 Total Global Generational Overview (As of December 31, 2021)
Silent Generation = 0.03%

U.S. EEO-1 Reporting

While we do not use the Federal Employer Information Report EEO-1 to guide our progress, we wanted to provide our 2020 U.S. EEO-1 report. We plan to file our 2021 EEO-1 report in 2022 as instructed by the U.S. Equal Employment Opportunity Commission. We will include links to our 2021 report and, if available, our 2022 report in our next DE&I Report.