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Wells Fargo's DEI report aims to model respect for its customers.

Diversity Annual Report Examples From Fortune 500 Companies

Published on August 25, 2022

Successful companies recognize the impact of strong diversity, equity and inclusion practices. Yet few companies in the Fortune 500 publish annual reports dedicated to DEI practices. 

Women and racial minority groups make up nearly 70% of the workforce, and this inclusion in the workplace will only increase with time. For businesses to be successful, employees of all levels should reflect the diversity of the communities they serve. The vast experiences and perspectives of diverse workforces drive innovative solutions to the myriad challenges faced by our communities.

Why DEI Reporting Is Important

Diversity is increasingly gaining recognition for its role in corporate social responsibility. DEI marketing is a common feature of corporate website About Us pages. This format allows for video and other storytelling techniques and more specific framing as part of career development or corporate culture. Some companies memorialize their DEI data in annual reports or environmental, social and governance reports, or link to Equal Employment Opportunity EEO-1 compliance forms. 

Only 79 Fortune 500 companies–about 1 in 6–publish annual DEI reports marking their progress. By archiving their activities in print or PDF form, they hold themselves out for comparison across time as well as within their industry. A dedicated annual report is a sign of ongoing commitment and a recognition that the pursuit of equity is always a work in progress.

DEI disclosures and transparency are invaluable in positioning a business as a diversity champion. Statements should reflect a commitment to DEI while also highlighting how inclusive workplace practices reflect corporate purpose. Simply stating that DEI matters is not enough. 

By earning and displaying DEI awards, companies prove that they not only value diversity but also have made strides worthy of recognition. Some notable ranking metrics for DEI achievement are DiversityInc’s Top 50 Companies for Diversity, Human Rights Campaign Foundation’s Corporate Equality Index and the Disability Equality Index’s Best Places to Work for Disability Inclusion.

Employee resource groups and business resource groups within a company are other excellent tools for boosting DEI and creating a culture of inclusion and belonging. These affinity groups connect employees who share social identities, increase employee engagement and influence corporate leaders’ approach to DEI.

In a world that is becoming increasingly diverse, businesses must adapt and implement DEI strategies to recruit and retain talent. Purpose Brand is a branding, public relations and digital marketing agency with a DEI competency. We provide DEI internal and external communications such as PR, content marketing, messaging maps and activation programs, as well as the underlying creative that educates and showcases a company’s efforts in a compelling way.

As experts in purpose-driven marketing communications, we encourage clients to think critically about inclusive workplace practices and consider implementing the diversity best practices outlined in DEI reports. 

Best DEI Reports Show Workplace Diversity Benefits

To make DEI statements compelling and relevant, Fortune 500 companies show the benefits of diversity in the workplace, supplier diversity and equity advocacy. DEI reporting describes the impact of specific initiatives on talent recruitment and retention, operational and product innovation, corporate culture and community engagement. Data reporting provides a framework for measuring gender and race representation among directors, executives, vice presidents and directors, managers and line employees.

Here are the Fortune 500 companies that publish DEI reports, with links to their current reports. Follow the links below to learn more about their approach to DEI, their DEI statements, the recognitions they have received and how they have implemented affinity groups and other employee resources.

Workers profiled in lab, construction, office and home environments.
3M’s DEI report is subtitled “Powered by Purpose.”
  • 3M: As a purpose-driven company addressing global challenges and improving lives with science and innovation, 3M values the diverse experiences, perspectives and mindsets that a diverse workforce brings to the table, and believes that “equity and inclusion are the key to unlocking the true power of that diversity.” In its DEI goals, 3M aims to double the presence of underrepresented groups across its workforce, from entry-level positions to management positions, by 2030.
  • Abbott Laboratories: Abbott Laboratories believes “advancing diversity is critical because we know varied perspectives inspire new ways to address challenges,” contributing to its purpose to advance health and well-being for all people. In its approach to DEI, Abbott is dedicated to creating a culture of DEI in the workplace, increasing representation of marginalized and diverse groups, advancing societal equity, driving improvement and reflecting on its accomplishments while focusing on its goals.
  • Adobe: As a vision-driven company, Adobe believes “that when people feel respected and included they can be more creative, innovative, and successful.” To accomplish this mission of inclusion, Adobe’s DEI strategy focuses on four eye areas: pipeline, employees, candidates, and industry. Through partnering with nonprofits, recruiting and hiring practices, supporting employees, and partnering with diverse suppliers, Adobe made great strides toward its DEI goals in 2021.
  • Alphabet: Embedding diversity into its corporate culture is part of Alphabet CEO Sundar Pichai’s efforts to create “a more helpful Google for everyone.” In its 2021 DEI report, Google reflects on five insights it realized in relation to hiring changes, retention efforts, systemic approaches to racial equity, focus on people with disabilities and the universal need for well-being solutions.
  • American Express: As a values-driven company, American Express is “committed to making sure our colleagues are as diverse as our customers and communities,” as diverse perspectives are essential for a successful business. American Express’ DEI approach focuses on Culture, Leadership, Colleagues, Customers and Communities, creating goals, programs and commitments in each of these areas.
  • AmerisourceBergen: “As a company with a passion for continuous improvement,” AmerisourceBergen understands the value of a diverse and inclusive workforce and the positive business outcomes and impact that result from fostering that diversity. AmerisourceBergen’s goal of “fostering a global workplace that values all cultural, experiential, and philosophical perspectives” is supported by its four commitments to people, progress, culture and community.
  • Amgen: As a mission-driven company dedicated to transforming and advancing the fields of science and biotechnology, Amgen values the innovation that stems from inclusion and believes “our differences lead to better science.” Amgen’s commitment to DEI and belonging is reflected in its data-driven accountability approach, openly publishing its gender and ethnic diversity data.
  • Ameren: As a company that serves with passion, Ameren dedicates itself to build a diverse workforce culture where diversity is leveraged to put the best solutions into practice. To support this mission, Ameren focuses on forming diverse partnerships, educating and developing employees, and reinventing its workforce strategy. Ameren has also hosted leadership and supplier summits dedicated to bolstering DEI, and has been recognized by the Human Rights Campaign Foundation as a Best Place to Work for LGBTQ Equality.
The cover text of AT&T's DEI report.features the phrase Loud & Clear.
The cover text of AT&T’s DEI report.features the phrase Loud & Clear.
  • AT&T: As a value-driven company, AT&T is “committed to ensuring our workplace is inclusive and that we recruit, retain and advance people with a wide diversity of backgrounds and perspectives.” To achieve greater equity and build a workforce that reflects the world, AT&T’s Together by Design outlook focuses on its employees, communities, customers and suppliers.
  • Bank of New York Mellon: As a purpose-led company, Bank of New York Mellon “strives to be the best” and knows that the unique perspectives of diverse employees help them be the best. BNY Mellon’s DEI strategy is guided by this purpose along with its four values: Passion for Excellence, Integrity, Strength in Diversity and Courage to Lead.
  • Becton Dickinson: As a purpose-driven company dedicated to advancing global health and well-being, Becton Dickinson is dedicated to furthering DEI “to drive innovation, to better understand patient and customer needs, and to make BD the best possible place for all people to work.” To accomplish this purpose, Becton Dickinson is dedicated to its values, leadership commitments and mindset.
  • Biogen: Biogen is “committed to building on our culture of inclusion and belonging that reflects the communities where we operate and the patients who we serve.” In its DEI strategy, Biogen is committed to transparency, as well as building awareness and capability, building a diverse workforce across all levels of the business, improving health outcomes and promoting economic empowerment.
  • BlackRock: As a purpose-driven company, BlackRock is “committed to DEI across every level of our firm and within every region and country where we operate.” This commitment drives BlackRock’s DEI approach, which focuses on attracting and retaining diverse talent, serving a role for its clients and making a positive social impact in its communities.
  • Blackstone: Blackstone is committed to DEI, believing that “a diverse and inclusive workforce makes us better investors and a better firm.” In its DEI Commitment, Blackstone has four priorities: Recruiting Diverse Talent, Creating Value through Responsible Investing, Retention and Engagement and Giving Back.
  • Bristol-Myers Squibb: Bristol-Myers Squibb strives to “create an agile and responsive work environment where the diverse experiences and perspectives of all our employees help to drive innovation and transformative business results.” To address these goals, Bristol-Myers Squibb’s DEI strategy prioritizes four principles: Bending the curve on representation, Accelerating momentum with Business Resource Groups, Shaping a culture of inclusion, and driving external relationships with purpose.
  • Boeing: As a purpose-driven company, Boeing takes “meaningful steps to advance an open and respectful environment where everyone feels welcome not just at Boeing, but also in the surrounding communities where we live.” Boeing’s DEI aspirations include: increasing Black representation rate by 20%, closing representation gaps, achieving parity in retention rates, advancing mutual respect, eliminating significant differences in experience between teammates of different backgrounds and reporting diversity metrics and progress.
  • Cardinal Health: As a company “committed to building a diverse workforce and an inclusive workplace that values the unique perspectives and contributions of all of our employees,” Cardinal Health understands that DEI progress requires a strong foundation and consistent hard work. In its DEI approach, Cardinal Health prioritizes goal setting, combatting racial and social injustice, leadership development, considering employee perspectives, pay equity, supplier diversity and mental health.
Caterpillar's report charts gender and racial representation.
Caterpillar’s report charts gender and racial representation.
  • Caterpillar: Caterpillar is “committed to continue working to ensure our workplace is diverse and representative of the many customers we serve around the globe and that each person is respected, seen, heard and valued.” To build a more inclusive and diverse workforce, Caterpillar’s DEI Framework consists of five pillars: Business Impact, Leadership Behavior and Accountability, Workplace Culture, Workplace Composition and Global Community Impact.
  • Centene: As an innovation-driven company, Centene Corp. embraces and respects “the range of experiences and viewpoints that our employees bring to work every day” and the value those experiences have in driving progress. Centene’s DEI framework is driven by leader advocacy and commitment, focusing on talent, community engagement, supplier diversity and stakeholder collaboration. Progress in these areas are tracked against benchmarks and performance metrics to hold Centene accountable for its progress.
  • CF Industries Holdings: As a company dedicated to sustainably fueling the world, CF Industries values DEI and the positive impact that results from having a variety of perspectives and experiences in the workplace. CF Industries’ business approach is guided by its Core Values, DEI strategy, and goals for the future. By doing it right, doing it well, executing as a team, and taking a long-term view, CF Industries makes sustainable progress in its DEI journey. CF Industries’ DEI strategy focuses on representation, education and skill development and belonging, guiding its progress and processes as well as shaping its goals.
  • Citigroup: The financial services company recognizes “unique individuals, collaborative teams and inclusive leaders have far-reaching impact and are the engines of new ideas,” driving Citigroup’s progress. Its top DEI priorities include leading with transparency, extending accountability, and fostering inclusion and allyship.
  • Colgate-Palmolive: As a values-driven company, Colgate-Palmolive is committed to DEI, believing “that creating an organization of diverse perspectives will enable even more innovation and better decision making in order to accelerate business growth.” As part of its DEI strategy, Colgate-Palmolive has three ambitions: foster a corporate culture of belonging, increase diverse representation company-wide and advocate for diversity and underserved communities. To support these ambitions, Colgate-Palmolive focuses on four pillars of action: people, community, supplier diversity and communication.
  • Consolidated Edison: Consolidated Edison strives “to have a diverse workforce because it makes Con Edison stronger and helps us lead the industry on every level.” Consolidated Edison’s two-prong Corporate DEI Action Plan focuses on both data-driven change and culture transformation, prioritizing four key areas of focus: Advancing DEI Through Learning, Fostering a Diverse, Equitable and Inclusive Environment, Connecting DEI Throughout the Company, and Communicating and Engaging.
  • Corning: Corning is “committed to providing an inclusive environment where all employees can thrive.” In its DEI Strategy, Corning places emphasis on its seven values: quality, integrity, performance, leadership, innovation, independence, and the individual.
The CVS Health annual report sets images in profile within the CVS heart logo.
The CVS Health annual report sets images in profile within the CVS heart logo.
  • CVS Health: CVS works “hard to develop a diverse workforce and provide a workplace that empowers all of our colleagues.” To accomplish this feat, CVS employs a strategic diversity management approach to DEI. In their five-year, $600 million investment plan enacted in 2020, CVS focuses on mentoring diverse employees, promoting inclusion through training and programs, partnering with diverse suppliers, providing employment and training opportunities to the underserved, combating racial health inequities in healthcare, and leveraging its platform as a Fortune 500 Company to shape public policy.
  • Delta Air Lines: Delta Air Lines is committed to “actively seek diversity, boldly pursue equity, and consciously promote inclusion to create a sense of belonging for all people.” In its DEI progress report, Delta outlines its commitments to advancing justice and diversity: building a company that reflects and represents our world, innovating its talent strategy to promote diversity, addressing inequity, creating opportunities for marginalized and underrepresented people, increasing company-wide inclusion training and supporting and collaborating with Black-owned businesses.
  • Discover Financial Services: As a company that wants to be, and make the world, a better place, Discover Financial Services strives to uphold its North Star Goals of diversity, equity, inclusion, and external impact. By increasing diversity in technology and throughout all levels of the company, advocating and providing opportunities for employees, and working with diverse businesses, Discover Financial makes great strides in its DEI strategy.
  • eBay: As an online marketplace that serves diverse buyers and sellers, eBay emphasizes the importance of diversity among its employees to best meet the needs of users. eBay’s four strategic DEI objectives are to increase representation, cultivate a sense of belonging, engage our communities and allies, and build inclusive technology.
  • Edison International: As a future-minded energy company, Edison International knows “that when we integrate DEI across our business, we are best-positioned to accelerate a clean energy future.” To advance a workplace culture of DEI, Edison International connects employees through ERGs and BRGs, provides DEI training, gathers employee feedback, supports Black talent, promotes internal candidates, advances STEM education, and supports communities.
  • Exelon: As a purpose-driven company dedicated to sustainability, Exelon finds strength in increasing DEI. Its five strategic DEI Goals (Diverse and Inclusive Workforce, Inclusive Workplace, Diverse Suppliers, Community Relationships and Leader in DEI) aid in achieving Exelon’s vision of a future fueled by “reliable, clean and affordable energy.”
  • Expedia Group: As a company “guided by an inclusive purpose – to strengthen connections, broaden horizons and bridge divides,” Expedia focuses on creating an inclusive environment and connecting people to diverse cultures and experiences. Expedia’s DEI strategy focuses on three key priorities: Shift Mindsets, Build Skillsets, and Redesign Tools. By taking a “progress not perfection” approach, Expedia works to accomplish its goals of supporting employees, empowering travelers, enabling partners and strengthening communities.
ExxonMobil's Investing in People report features a man and woman preparing a presentation.
ExxonMobil’s Investing in People report features a man and woman preparing a presentation.
  • ExxonMobil: As a company that values and understands the competitive advantage of diversity, ExxonMobil focuses on building an inclusive and diverse workforce while focusing on individuals promoting personal development. ExxonMobil drives this progress by focusing on its goals to be a place to thrive, attract skilled talent, assist employees in unlocking their full potential, develop future leaders and utilize diversity. The report also reflects on the energy company’s achievements in expanding employee benefits, increasing diverse talent throughout the workplace, increasing minority representation among executives and amplifying mentorship programs.
  • FedEx: FedEx acknowledges the “many benefits for businesses that make diversity a priority and promote inclusion,” but more importantly, the logistics company embraces DEI because “it’s simply the right thing to do.” Its DEI strategy reflects this, placing emphasis on FedEx’s story, people, education and engagement and communities, customers, and suppliers.
  • FirstEnergy: FirstEnergy considers DEI a Core Value that helps the company “better understand and serve our customers, improve operational performance, spark innovation and provide a rewarding, equitable and inclusive work experience for all employees.” With a long-term approach to DEI, FirstEnergy hopes to create a workforce more representative of the communities it serves, build a culture of inclusion in the workforce, and advance economic inclusion. Its greatest long-term goal is to achieve a 30% increase in the number of racially and ethnically diverse employees and leaders at FirstEnergy by 2025.
  • Gap: At Gap, the idea “that we all deserve to belong, and on our own terms, is core to who we are as a company and how we make decisions.” This commitment to fostering belonging is reflected in Gap’s DEI strategy, which is supported by three strategic pillars: Employee Belonging, Customer Belonging and Community Belonging.
  • General Electric: As a value-driven company, GE is committed “to fostering an inclusive culture, where everyone feels empowered to do their best work because they feel accepted, respected, and that they belong.” By focusing on transparency, accountability, and community, GE makes sustainable progress toward greater representation and diversity. Its 2021 diversity report includes workforce representation data, employee resource groups and DEI recognitions.
  • General Motors: CEO Mary Barra aims for GM to be the “most inclusive company in the world” and hopes all other companies share this aspiration. By viewing DEI as a strength and leveraging differences to fuel innovation, GM earns recognition for being one of the most diverse automotive companies worldwide. The automaker values customers, excellence, and relationships to fuel its DEI mission. Seven behavioral principles guide its efforts: think customer, innovate now, look ahead, one team, be bold, it’s on me, and win with integrity.
  • Goldman Sachs Group: Goldman Sachs Group is “committed to making progress toward racial equity, advancing gender equality, and increasing representation at every level of our firm.” This commitment is reflected in its four DEI priorities: Ensure accountability for progress, Foster an inclusive environment, Maximize the potential of talent and Diversify hiring.
  • HCA Healthcare: HCA Healthcare is “dedicated to ensuring equitable access to high-quality care for our patients, fostering a diverse and inclusive workplace for our colleagues, and cultivating and sustaining relationships with suppliers and community partners that broaden our reach and deepen our understanding in the communities we serve.” To do so, HCA Healthcare focuses on ensuring accountability, its patients, its colleagues, suppliers, boards, and the community.
Stripes in various blue tints mark the IBM report’s cover.
  • IBM: As a leader in corporate diversity and inclusion, IBM believes that “when we incorporate diversity into our business, we create better innovations and outcomes.” As part of its’ DEI strategy, IBM focuses on three concrete measures to increase workforce diversity: Increasing Accountability, Investing in Skills and Championing Policies. Furthermore, it is committed to advocacy, allyship, employee experience and accountability as channels of DEI progress.
  • Ingredion: Ingredion believes that DEI extends beyond belonging, serving “as a path to growth and capability development.” Its DEI strategy is guided by its commitments, programs and progress and upheld by three strategic pillars: diverse talent, inclusive culture and community partnership.
  • Intel: As a purpose-driven brand dedicated to creating an inclusive workplace, Intel believes “diversity and inclusion are instrumental in driving innovation and delivering strong business growth.” Intel’s DEI approach is supported by three areas of focus: for people and industries, for communities and for the world.
  • Intuit: Driven by its “Stronger Together” value, Intuit is committed to creating a diverse environment so that employees can unlock their full potential and deliver the best results for customers. Intuit’s DEI strategy aligns with its True North Goals, which focus on Employees, Customers, and Communities. By increasing representation, empowerment and opportunity for its employees, creating equitable products and services for its customers, and supporting communities, Intuit makes progress in its action toward equity.
  • Johnson & Johnson: As a mission-driven company dedicated to make DEI its “way of doing business,” Johnson & Johnson is constantly evolving its DEI strategy. Its current strategy is upheld by four core pillars: diverse workforce, equitable access and outcomes, culture of inclusion and innovation and growth.
  • Jones Financial (Edward Jones): As a purpose-driven company, Jones Financial strives to positively impact every client, colleague and community with which it interacts, believing it is “responsible for creating a place of belonging.” With a focus on inclusion, Jones Financial strives to be more equitable in hiring and promotional practices, to foster continuous DEI learning and to create a place of belonging that positively impacts employees.
Kellogg DEI report: Features: A place at the table for everyone. Cartoon images of men and women in work dress.2021.
Kellogg DEI report displays cartoon images of men and women in work dress.
  • Kellogg: As a company that incorporates the strength of diversity into its business strategy, Kellogg believes that there should be “a place at the table for everyone.” In its DEI strategy, Kellogg focuses on diversity in the workplace, marketplace and community, as well as supplier diversity.
  • L3Harris Technologies: As a vision-driven company, L3Harris Technologies strives to “create frameworks and solutions that enable an engaged and inclusive work environment so that all employees feel valued and respected and recognize their unique, positive impact to the business.” Its’ DEI approach reflects this philosophy, focusing on employee experience, engagement, and satisfaction, building a diverse talent pipeline and implementing Employee Resources Groups that contribute to this mission of workplace inclusion.
  • Lockheed Martin: Lockheed Martin believes “that all employees should have a safe and inclusive work environment – one in which everyone is treated fairly, with the highest standards of professionalism, ethical conduct and full compliance with the law.” This belief is reflected in its Core Values: Do What’s Right, Respect Others and Perform with Excellence. Lockheed Martin’s Customer Mission of Innovation, Affordability and Reliability is strongly tied to its mission of inclusion.
  • Lowe’s: As a company committed to DEI at its foundation, Lowe’s strives “to be an employer of choice by creating a workplace that brings out the best in our associates, our customers and the communities we serve.” Lowe’s people-driven DEI strategy focuses on understanding associates’ needs, investing in talent, fostering culture and engaging diverse suppliers. These efforts are reflected in Lowe’s diversity data and award recognition.
  • Marriott International: As a purpose-driven company, Marriott International is dedicated to DEI as a core value.
  • Massachusetts Mutual Life Insurance: Driven by its values and the aspiration to do what’s right, Massachusetts Mutual Life Insurance seeks and values “diverse backgrounds, experiences, and perspectives to create a culture of inclusion and belonging at our company, to best serve our customers, to create value for our business partners, and to support our communities.” Its DEI approach focuses on education, accountability and transparency.
Creating limited possibilities for all, text over colored blocks.
Mastercard’s DEI report cover places text over colored blocks.
  • Mastercard: Mastercard “believes in an equitable world,” one in which marginalized workers are represented across all levels of the organization, workers earn equal pay for equal work and everyone in the workforce feels a sense of belonging and can unlock their full potential. To achieve this goal of equity, Mastercard has two DEI areas of focus, Inclusion education and awareness and guaranteeing all employees can achieve greater opportunity.
  • McDonald’s: As a values-driven company, McDonald’s considers inclusion one of its biggest responsibilities, committing itself “to actively fostering an inclusive environment, where diversity is embraced as an advantage.” McDonald’s global DEI strategy is upheld by three pillars: Represent diverse communities, Accelerate inclusion and belonging and Dismantle economic barriers.
  • Merck: At Merck, “diversity and inclusion are not just words – they are the reason we are able to deliver on our purpose.” As Merck approaches its DEI commitment, it focuses on three priorities: Gender, Culture and ethnicity and Inclusion.
  • Meta: As a social platform striving “to bring the world closer together, diversity is a must-have for Meta.” Facebook’s parent company envisions a three-dimensional internet space in the metaverse that is inclusive and accessible. Meta collaborates with diverse companies, developers, experts and policymakers to bring its dreams to fruition.
  • Micron Technology: As a high-achieving, values-driven company, Micron Technology understands that increasing DEI is not only a good business practice but also a good people practice. Micron’s DEI approach is driven by six commitments: Increasing representation of underrepresented and marginalized groups, pay parity and inclusive benefits, building a culture of inclusion, racial and LGBTQ+ equality, connecting with diverse financial institutions and partnering with diverse suppliers.
Microsoft's Global Diversity & Inclusion Report cover features eight workplace profiles
Microsoft’s Global Diversity & Inclusion Report cover features eight workplace profiles.
  • Microsoft: As a purpose-driven company, Microsoft strives to “empower every person and every organization on the planet to achieve more.” This goal is underscored in its DEI work and commitment to creating a welcoming environment in which employees can be themselves and excel. While Microsoft has made progress, it remains fiercely committed to its data-focused approach to accelerating the pace of change and seeking out opportunities to make a positive impact.
  • Morgan Stanley: Morgan Stanley believes that “a corporate culture in which everyone feels they belong is fundamental to our role as a global leader constantly striving for excellence in all that we do.” To advance this sense of belonging, Morgan Stanley’s DEI Strategy focuses on its workforce, society and marketplace, and is guided by its core values: Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back.
  • New York Life Insurance: As a mission-driven company, New York Life Insurance is “committed to attracting and retaining a diverse pool of talented employees and financial professionals.” Its holistic DEI approach goes beyond numbers to focus on fostering an inclusive workplace and driving diversity.
  • Omnicom Group: Omnicom Group is invested in “recruiting, developing and retaining a diverse, world-class workforce that reflects our global community” and the innovation and creativity that results from these diverse perspectives. In its DEI action plan, Omnicom Group is dedicated to four tenets (culture, collaboration, clients and community) and eight actions (expand and empower the OPEN Leadership Team, attract and recruit candidates, development, retention, engage clients, community support, mandatory training and internal communications and accountability).
  • PepsiCo: PepsiCo is “on a journey from awareness to commitment to action.” As PepsiCo evolves its DEI strategy to facilitate action, it focuses on being a space for people to be themselves, for business partners to progress, and for communities to thrive.
  • PPG Industries: As a purpose-driven company, PPG Industries has “a duty to improve the future of work and support historically excluded perspectives.” In its data-driven DEI strategy, PPG focuses on its colleagues, customers and suppliers and communities, and is committed to accountability and transparency in its DEI disclosures.
  • Procter & Gamble: Procter & Gamble aspires “to create a company and world where equality and inclusion are achievable for all.” As part of its holistic DEI aspiration, Procter & Gamble focuses on four key areas of impact: employees, brands, partners, and communities.
  • PVH: As a value-driven company that values the strength of its people, PVH strives “to create an inclusive workplace environment where every individual is valued, and every voice is heard.” To accomplish its DEI mission, PVH implements four Levers for Change: Awareness, Promotion and Advocacy, Compensation and Belonging.
  • Public Service Enterprise Group: As a company that values and leverages diversity for both the benefit of its employees and the communities it serves, Public Service Enterprise Group (PSEG) considers DEI one of its Core Commitments. Through focusing on supporting DEI both in the workforce and in PSEG’s communities, PSEG is dedicated to developing a diverse workforce, creating meaningful memberships and partnerships, advancing pay parity, creating a culture of inclusion, and investing in communities.
Squares suggest color samples in the Sherwin-Williams report. Text reads, We stand together.
Squares suggest color samples in the Sherwin-Williams report.
  • Sherwin-Williams: At Sherwin-Williams, “fostering an inclusive culture is a moral and business imperative,” and employees’ differences are celebrated and valued for their impact on positive business outcomes. To increase workforce diversity and foster inclusion, Sherwin-Williams’ DEI strategy is driven by four building blocks: progress talent, develop and engage talent, fill the talent pipeline and educate and communicate the business case for DEI.
  • Southern: Southern Company is driven by a commitment to equity, particularly “to promote an actively anti-racist culture and to ensure that all groups are well-represented, included and fairly treated within all levels of the organization.” In its DEI reporting, Southern Company focuses on Talent, Community and Social Justice, Work Environment, Political Engagement and Supplier Diversity.
  • Southwest Airlines: Southwest Airlines values differences and believes that “by fostering a Culture that embraces and utilizes our diversity, we create competitive advantages in Teamwork and innovation that contribute to our overall success.” As part of its DEI commitment, Southwestern Airlines set four focus areas to guide its efforts: Talent, Culture & Values, Brand, Reputation, Social Topics and Communication & Reporting.
  • Tesla: As a mission-driven company dedicated to sustainable energy, Tesla is “proud to employ people of all backgrounds who possess the talent, energy and focus to accelerate our vision forward.” In its DEI strategy, Tesla focuses on four guiding principles: Providing transparency, Integrating accountability, Focusing on sustainable solutions and Sharing knowledge.
  • Travelers: As a mission-driven company dedicated to addressing the challenges its industry faces, Travelers recognizes the advantage presented by hiring and supporting diverse talent and is “committed to not only increasing diversity in our hiring at all levels but also fostering an inclusive environment where all employees can develop and thrive.” Travelers’ DEI Approach focuses on leveraging diverse talent, aiming to foster inclusion, provide education and development opportunities to underserved and underrepresented employees, increase workforce diversity and employ diverse talent and create future opportunities by investing in and exploring diverse markets.
  • Uber Technologies: For Uber Technologies, increasing DEI “is at the core of the company’s strategy, and commitment to it starts at the top.” Its DEI strategy focuses on long term-systemic changes, upholding commitments to racial equality and diversity and transparently reporting its workforce diversity data.
  • VF Corporation: VF Corporation’s people-focused culture and dedication to fostering a more diverse workplace guides its DEI strategy. By focusing on three strategic pillars (Associate and VF Culture, Brand and Consumer and Society and Movements), VF Corporation increases inclusion and belonging, creates connections, and powers movements that serve its purpose.
The Walmart report imagines a multiracial street scene at Walton's 5 and 10 cent store.
The Walmart report imagines a multiracial street scene at Walton’s five and dime.
  • Walmart: Through intentional action, Walmart seeks to create an inclusive workplace, “one where associates with unique identities, styles, experiences, abilities and perspectives are understood, supported and championed by their leaders.” To achieve this vision, Walmart has established four guiding principles to enact and sustain positive change throughout the enterprise: Accountability, data-driven decisions, objectivity and transparency. By publishing an annual DEI report, Walmart is transparent in its approach to DEI, sharing objective data and diversity numbers to track its progress and highlight where more progress must be made. To support its employees of all ages, races, genders, and sexual orientations, Walmart maintains eight employee resource groups.
  • Warner Bros. Discovery: As a company dedicated to sharing stories, Warner Bros. Discovery understands that “equity and inclusion are vital for our storytellers and, as so much research has shown, also necessary for our business’ growth.” Its DEI strategy is upheld by the workforce, content, programs and communities.
  • Waste Management: As a mission-driven company striving to be more sustainable, Waste Management embraces and cultivates “respect, trust, open communications and diversity of thought and people.” Its Values (DEI, customers, safety and environment) and DEI approach can be simply put as “Do the Right Thing. The Right Way.” By increasing DEI awareness, supporting diverse suppliers and supporting minority and marginalized employees, Waste Management hopes to achieve its 2025 goals of achieving representative racial and ethnic diversity throughout its workforce and being an industry leader in female representation throughout its workforce.
  • Wayfair: At Wayfair, “there is no vision without variety, and there is no success without the celebration of our individual strengths.” Wayfair’s approach to DEI is rooted in this sentiment, guided by three themes: driving progress with data, applying an inclusive lens, and building a culture of learning.
  • Wells Fargo: As a global company with a diverse customer base, Wells Fargo is “committed to advancing diversity, equity and inclusion by helping ensure that all people across our workforce, our communities, and our supply chain feel valued and respected.” By increasing representation, recruiting and retaining a diverse workforce, reaching customers and sustaining and growing diverse suppliers, Wells Fargo hopes to better represent the diverse communities it serves.
  • Williams: As a culture-based company, Williams believes that DEI is not just a program, “but a foundational culture – based on real people – running through every facet of our business.” To further DEI in the workforce, Williams adopts an approach of “widening the gate.” By tracking and reporting representation, hiring, promotions, and voluntary turnover, Williams comprehends its progress and sets realistic goals for workplace demographics, workplace inclusion, sustainability and accountability and community partnership.
  • Xcel Energy: As a value-driven company, Xcel Energy recognizes “the importance of having a diverse workforce that reflects the communities we serve.” To further DEI in the workplace, Xcel Energy focuses on building a diverse workforce, ensuring an inclusive workplace, business resource groups, supplier diversity programs, and community leadership.

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