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Local communities and customers Inequitable opportunities to succeed in science, technology, engineering, and math (STEM); skilled trades occupations.
Assess community partnerships to assure we are providing support to underrepresented populations, so they have equal opportunity for success in STEM and skilled trade employment areas; see the Communities section for additional information * Risks as per human rights (safe and healthy workplace, respectful workplace, workplace security, work hours and wages, freedom of association, child labor, forced labor, or recruitment fees to obtain employment, and human trafficking)
In our view, human rights due diligence requires a holistic approach. We assess our own business as well as those who are acting on our behalf.
How we work 110 111 3M 2020 Sustainability Report #improvinglives Human rights
Global Handbook
3M employees, including all supervisors, managers, and other leaders, are responsible for knowing and following the ethical, legal, and policy requirements that apply to their jobs and for reporting any suspected violations of law or the Code of Conduct. Executives and managers are accountable for creating an inclusive workplace environment that encourages asking questions and raising concerns.
For additional details on our employee processes, see the Diversity and inclusion and Employee programs sections.
Assuring human rights through training.
We provide training globally to assure that all 3M employees comply with the law, 3M’s Code of Conduct, supporting policies, standards, and procedures, including Human Rights.
In addition to offering online training, the Ethics & Compliance Department — in close collaboration with 3M Legal Affairs, local compliance partners, Finance, and Human Resources — provides frequent, tailored, in-person training opportunities to businesses, subsidiaries, staff groups, and third parties. Some of this training occurs as part of an annual schedule, and some training occurs as requested or when deemed appropriate.
Each manager and supervisor is required to assure that those who report to them complete mandatory compliance training and Code of Conduct certification as identified in 3M’s Code of Conduct Global Handbook. See the Corporate Code of Conduct section for more information.
Employees are assigned courses based on their job function, country location, production/non-production status, and supervisor/non-supervisor and management-level status. Email notifications are sent to the employee’s or their supervisor’s 3M email address informing them of their course requirements and their timeline for completion. The new employee courses are due within 60 days of assignment.
If an employee does not have a 3M email address in the HR system, it is the responsibility of their supervisor (or designated trainer) to inform them of their course requirements. The email notifications include a course announcement and up to three reminders.
An annual training plan is established each year based on an assessment of internal and external factors to prioritize topics and timing of deployment. Online courses are offered in 22 languages.
Training for 3M employees on the Supplier Responsibility Code processes and tools includes a self-check exercise and final quiz to understand the effectiveness of the training. Training is provided when there have been significant changes to the Supplier Responsibility Code, process, or tools.
Supplier Responsibility Code training and information for suppliers reside on the 3M Supplier Direct website. Supplier Responsibility Code information is sent to suppliers prior to conducting an assessment to assure awareness of expectations — which are also addressed during supplier status review meetings.
No matter our job title, we are all leaders when it comes to ethics and integrity.
How we work 112 113 3M 2020 Sustainability Report #improvinglives Human rights , which is available.
As stated in the Code of Conduct have a respectful workplace. recognizes the right of employees to with the 3M Code of Conduct, which and assuring human rights aligns Within 3M, our approach to managing.
Within our own business commitments: must meet these important comes to ethics and integrity, and we •
Cooperate with investigations retaliation •
Report any known or suspected retaliation •
Do not engage in workplace local law unless prohibited to do so by the law or our Code of Conduct •
Report suspected violations of and certifications on time •
Complete compliance courses of ethics environment and a strong culture •
Foster a positive, inclusive work forth in our Code of Conduct •
Know and follow the guidance set job title, we are all leaders when it doing the right thing. No matter our 3M’s success depends on each of us.
Conduct and do business the 3M Way.
expected to follow the Code of standard than the law, we are.
If the.
Code of Conduct sets a higher are held to the same high standards. in 25 languages, all 3M employees
Others acting on 3M’s behalf.
Upholding 3M’s Code of Conduct and values is the responsibility of everyone acting on 3M’s behalf. Multiple processes are in place to assure 3M’s principles are being upheld by these parties. Case in point: our approach to health and safety.
Under our Workplace Environmental, Health, and Safety Principle, 3M’s Code of Conduct requires 3M employees to select and retain suppliers, contractors, or outsourced manufacturers and service providers who comply with all applicable laws and regulations and meet 3M’s environmental, health, and safety values. In addition, at 3M sites, all visitors, suppliers, contingent workers, and contractors are held to the same safety and health requirements as 3M employees.
See the Health and safety section for additional information on this assessment process.
Our suppliers.
At 3M, we recognize the choices we make for our material and service providers must also reflect our values. We want our suppliers to share our commitment to maintaining compliant, responsible, and sustainable operations and practices. In addition to full compliance with all applicable labor and human resource laws, we expect our suppliers to be committed to upholding the human rights of workers and to treating them with dignity and respect as understood by the international community. This applies to all workers, including temporary, migrant, student, contingent, and direct employees.
These expectations are laid out in the 3M Supplier Responsibility Code and support our Science for Circular goal to drive supply chain Sustainability through targeted raw material traceability and supplier performance assurance.
For details on our risk-based supplier assessment process, see the Suppliers section.
Government relations.
Under our Be Fair Principle, 3M is committed to being a responsible company with uncompromising integrity in all dealings with local, state/ provincial, and national governments and with their prime contractors and subcontractors around the world. In all our activities with governments, we carefully follow all applicable laws, rules, and regulations.
Before entering into any government contract, or any agreement related to a government customer, 3M employees must consult 3M’s Government Contract Compliance Department or their business group’s assigned legal counsel.
Human trafficking and forced laborrelated provisions are also included in 3M’s government contract flowdown requirements for suppliers. In the United States, the government has adopted a regulation (Federal Acquisitions Regulation 52.222-50) prohibiting human trafficking, including slavery, servitude, forced and compulsory labor, and coercion to induce a commercial sex act or to procure the same — all of which result in the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.
3M has implemented processes to assure compliance with the U.S. Federal Acquisitions Regulation, including a Human Trafficking Prevention Standard.
For more information, see the Doing Business with Government Agencies and Contractors Principle.
Acquisitions, mergers, and divestitures 3M regularly pursues the sale and purchase of business interests. For each business that may be acquired or divested, human rights issues are prioritized and addressed relative to risk and compliance during the acquisition integration or divestiture process.
Additional information can be found in our Respectful Workplace Principle and the Environmental management section.
Partnering with local communities and customers.
Under our Be Respectful Principle, 3M’s core values include treating each other and our stakeholders with respect and respecting our social and physical environment.
As part of 3M’s Vision, we work to imagine a world where every life is improved. The power is in partnership. As a global corporation, we believe that we have a significant responsibility to society in general, and especially to the communities in which we live and work.
We have created a robust, stakeholderdriven approach to Sustainability materiality that includes human rights. Our materiality assessments and stakeholder engagements are vital components of our company’s strategy and reporting. Details of our materiality assessment can be found in the 3M Value Model section. Our Sustainability goals and Strategic Sustainability Framework were developed from the materiality assessment.
For additional information on our stakeholder engagements, see the 3M Value Model section.
In 2020 and beyond, we are looking at ways to recognize business opportunities that help the company grow while addressing societal issues. We cut across industries and interests to collaborate with suppliers, customers, and communities by working together to build a more resilient world. We have a unique opportunity to apply our passion and collaboration abilities to help the world prosper. This includes collaborating to continuously improve our duediligence management system, identify and address salient human rights issues within our sphere of influence, and stay aligned with internationally accepted frameworks, such as the United Nations Guiding Principles.
Looking forward.
As a global corporation, we believe that we have a significant responsibility to society in general, and especially to the communities in which we live and work.
How we work 114 115 3M 2020 Sustainability Report #improvinglives Human rights
Our commitment 3M provides competitive marketbased pay and comprehensive benefits. In addition to a professional work environment that promotes innovation and rewards performance, 3M’s total compensation for employees includes a variety of components that support sustainable employment and the ability to build a strong financial future.
We pay for performance 3M is a pay-for-performance company. In addition to earning a base salary, eligible employees are compensated for their contributions to the company’s growth, profitability, and other goals. This compensation falls into one of two categories: shortterm cash incentives and long-term equity incentives in the form of annual restricted stock units (RSUs), stock options, and/or performance-based awards. In certain circumstances (e.g., for purposes of hiring or retaining key talent), we offer grants of restricted stock units.
As detailed in the 3M Board of Directors’ Compensation Committee Charter, all incentive compensation and all aspects of executive compensation are reviewed regularly by the Compensation Committee, which is comprised solely of independent non-employee directors.
The committee, along with its independent compensation consultant, assesses the design of and risks associated with incentive compensation, recommending changes when appropriate. Any recommendations related to compensation for 3M’s CEO are subject to ratification by all of the independent members of the Board of Directors.
The Compensation Committee reviews stakeholder proposals relating to executive compensation matters and recommends to the Board the company’s response to such proposals.
3M executives are also eligible to participate in deferred-compensation plans that enable them to save for retirement or for other reasons, and they receive certain other benefits, such as financial planning services.
including all of the named executive officers.
3M’s 2020 Notice of Annual Meeting and Proxy Statement provides additional details on the named executive officers’ compensation.
Director compensation philosophy and elements.
The Nominating and Governance Committee annually receives reports on the status of the Board’s compensation in relation to other large U.S. companies and is responsible for recommending to the Board changes in compensation for nonemployee directors. In developing its recommendations, the committee is guided by the following goals: • Compensation should fairly pay directors for work required in a company of 3M’s size and scope • A significant portion of the total compensation should be paid in stock to align directors’ interests with the long-term interests of stockholders • The structure of the compensation should be simple and transparent.
Annually, at the request of the Nominating and Governance Committee, Frederic W. Cook & Co., Inc. conducts a survey of director compensation at other large U.S. companies and provides expert advisory support to the committee on the compensation of non-employee directors.
Compensation Equitable pay for everyone, everywhere.
Everyone is a leader.
Compensation for 3M employees is tied to their job descriptions as well as how they perform in their jobs. This holds true for general leadership responsibilities as well as performance related to Sustainability issues. 3M Leadership Behaviors establish expectations and ways everyone can demonstrate and meet those expectations through their actions and interactions.
The six behaviors of effective leaders at 3M include the following:
To foster 3M’s culture of innovation, we expect our leaders to create an environment that allows and challenges all employees to seek out new ideas and process improvements that drive success. Our “Innovate” Leadership Behavior includes an expectation to support 3M’s Sustainability goals.
Ratings of achievement against measurable targets impact the award values for those employees who are eligible for incentive compensation. For those employees eligible to receive long-term incentive compensation, ratings of Leadership Behaviors impact their long-term incentive grant values.
Earn up to your true potential.
All employees have the opportunity to grow through challenging work and be rewarded for their efforts. Our employee performance review process directly connects to an individual’s compensation. The intent of the process is to align individual goals and performance with business objectives and outcomes, creating a win-win situation for the employee and the company. In addition, the process helps identify and develop leaders to meet 3M’s ongoing talent needs.
Additional information on 3M’s employee development and compensation can be found in the Employee programs section and at 3M.com.
100.
Approximately executives were eligible for these benefits in 2019.
Play to win.
Foster collaboration and teamwork.
Innovate.
Prioritize and execute.
Develop others and self.
Act with integrity and transparency.
How we work 116 117 3M 2020 Sustainability Report #improvinglives Compensation
Our actions.
Delivering on the promise of fair and equitable pay 3M’s industry-leading formula for compensation helps provide equitable pay for all employees. We factor in performance accelerators based on an annual performance review, and the Leadership Behaviors discussed in our commitment.