Become one of the world’s most inclusive companies, with diversity well ahead of industry benchmarks
Cultivate diversity, equity and inclusion (DEI) through Employee Resource Group-centric activities
Regularly assess DEI progress versus benchmark data
Frequently communicate about DEI initiatives and progress
Our diversity, equity and inclusion strategy is based on three key pillars – representation, understanding and support. From senior executives to early career employees, we’re working to improve representation across all of our diverse groups. This will involve changes to how we manage talent internally and our approaches to external recruiting.
The growth of the new DuPont will be driven by innovation. Innovation is created through ideas. The more perspectives we have around the table, the more ideas we can generate. That makes diversity and inclusion central to DuPont’s success as a company. Our high-performing culture and support for diverse communities and viewpoints helps us to attract the best talent in the market. But attracting diverse talent is only the beginning, because if people don't feel encouraged to bring their whole selves to work and contribute their best each day, they won’t stay.
DuPont strives to create an environment where everyone feels welcome and supported—that is the only way our employees will feel empowered to be creative and focused enough to develop the essential innovations that enable the world to thrive. This is why in 2019, we signed on to the Catalyst CEO Champions for Change, pledging to advance more women, particularly women of color, into senior leadership positions and onto our board. We also signed the CEO Action for Diversity & Inclusion pledge, which commits our leaders to take measurable action in advancing diversity and inclusion in the workplace.
We are also honored to be part of the 2019 Bloomberg Gender-Equality Index (GEI). Companies are only included in the index if they demonstrate a commitment to supporting gender equality through policy development, representation, and transparency. The 2019 GEI included firms from 10 sectors headquartered across 36 countries and regions. Collectively, these firms have a combined market capitalization of $9 trillion USD and employ more than 15 million people — including 7 million women — around the world.
We also want to understand the factors that enable or hinder inclusion in the company. Only when we understand where we are succeeding, or failing, can we define the appropriate interventions for improvement. We do this using survey data, interviews, focus groups, and feedback from our Employee Resource Groups (ERGs). This research will help us establish metrics for tracking progress.
Align 100% of our innovation portfolio to meaningfully advance the UN SDGs and create value for our customers
Integrate circular economy principles into our business models considering lifecycle impacts in the markets we serve.
Design 100% of our products and processes using sustainability criteria including the principles of green chemistry.
Reduce greenhouse gas (GHGs) emissions 30%, including sourcing 60% of electricity from renewable energy by 2030, and deliver carbon neutral operations by 2050.
Implement holistic water strategies across all facilities, prioritizing manufacturing plants and communities in high-risk watersheds; and enable millions of people access to clean water through leadership in advancing water technology and enacting strategic partnerships.
Create a workplace where employees report high levels of well-being and fulfillment.
Improve over 100 million lives through targeted social impact programs.