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As we advance our social justice, diversity, equity, and inclusion initiatives, we are committed to: • Accelerating representation globally across all dimensions of diversity, with a focus in our U.S. workforce on people who are Black/African American and/or Hispanic/Latino • Systematically reviewing and adjusting our practices for fairness and equity • Training and developing all 3M leaders in racial inclusion advocacy • Using our advocacy to support inclusive communities and workplaces globally.
Feature stories Who we are How we work What we create About report 70 3M 2021 Sustainability Report | #improvinglives
Our actions.
Every day, we work to assure that the 3M workforce is representative of the people with whom we do business. This entails strengthening 3M’s reputation as a great place for everyone to work and focusing on: • Seeking and attracting diverse and qualified candidates globally • Building our global pipeline of diverse candidates.
Beyond our day-to-day efforts to support diversity in 2020, we also actively promoted initiatives to engage our people, attract the best talent, and create a work environment where everyone feels safe and included.
Creating an Equity & Community organization to support lasting change.
In 2020, 3M created a new Equity & Community organization to support our goals and commitments to progress equity in our workplaces, business practices, and communities globally. As we advance our social justice and equity initiatives with urgency, we know systemic change requires resources and long-term dedication.
For more information, see our feature story, Listen, understand, and act: committing to an ambitious social justice agenda.
3M’s first-ever Diversity, Equity & Inclusion Report.
For the first time, we’ve issued a Diversity, Equity, & Inclusion Report for 2020. We want to celebrate some of our accomplishments and be more transparent about the diversity of our workforce and what the future holds at 3M. The report includes our response to the George Floyd tragedy, detailed data showing 3M’s workforce representation and pay equity progress, and our efforts to measure and increase a sense of belonging at 3M. The report includes new goals and standards we will hold ourselves accountable to.
Pay equity progress.
We seek to assure that employees of different genders are paid the same for similar job responsibilities and that our practices are creating gender pay equity across the globe. 3M has achieved pay equity within 90% of our global employee population, and we continue to make progress toward enterprise pay equity. An analysis of our largest countries — comparing national average raw pay gap data between men and women to 3M’s compensation data — showed our raw pay differences are below external benchmarks. Fourteen of the 17 largest countries analyzed show an adjusted gender wage gap of 1% or less.
We are pleased to share we have achieved 100% pay equity in the United States for women and for racial/ethnic groups and will continue our work to increase or maintain pay equity and transparency across the globe.
For more details, read the 3M 2020 Diversity, Equity & Inclusion Report.
Raising awareness inside of 3M.
As we work to do more to improve diversity, equity, and inclusion, we start by taking actions in our company.
CEO Inclusion Council 3M’s CEO Inclusion Council, created in fall 2018, focuses on action planning for diversity, equity, and inclusion initiatives. With 3M Chief Executive Officer Mike Roman as the chair, the CEO Inclusion Council consists of global senior leaders and Employee Resource Network (ERN) leaders.
Since its creation, the CEO Inclusion Council has spearheaded 3M’s commitments to the United Nations Women’s Empowerment Principles and LGBTI Standards of Conduct for Business, sponsored Allies to Advocates training at the 2020 Leadership Conference, conducted a listening session following the death of George Floyd, and led foundational work for the recent roll-out of the inclusive leadership feedback tool, which helps supervisors gather perspectives and increase their skills related to inclusion.
The CEO Inclusion Council met quarterly throughout 2020. During each meeting, leaders from at least two ERNs shared a presentation focused on their accomplishments over the last six months, their priorities and strategic plan, and suggestions on ways to improve.
The purpose is to elevate current inclusion challenges impacting the specific ERN or broader organization and then have a group discussion.
“Progress requires us all to stand up as advocates for racial inclusion and social justice,” says 3M CEO Mike Roman. “3M will bring our science, our innovation, our volunteerism, and our business rigor to these challenges. I stand shoulder to shoulder with everyone who wants to make a difference and commit our expertise, experience, and energy to improving our society one community at a time.” “Progress requires us all to stand up as advocates for racial inclusion and social justice.”
Mike Roman Chief Executive Officer.
Feature stories Who we are How we work What we create About report 71 3M 2021 Sustainability Report | #improvinglives
Global Inclusion Index.
In 2017, 3M created the Global Inclusion Index, based on employee survey data, to measure how included employees feel in the workplace. We use results from the survey to guide inclusion action plans across our organization. We regularly re-survey employees to measure progress and identify additional opportunities. U.S. and global inclusion teams are activated to help fortify our culture of inclusion and drive improvement in their individual organizations’ Inclusion Index results.
Inclusive leadership feedback.
In 2020, led by efforts from the CEO Inclusion Council, we launched an inclusive leadership feedback tool. This tool allows direct reports, peers, or colleagues to give feedback on a supervisor’s inclusive behaviors in three areas: operating with transparency, seeking diverse perspectives, and empowering others to participate fully. All supervisors with direct reports were expected to initiate the tool and use the feedback to guide their development plan going forward. Advancing our employees’ capabilities as inclusive leaders is both an expectation of our culture and our approach to performance.
3M Global Inclusion Day 2020.
Leaders spoke about what’s next for diversity, equity, and inclusion at 3M. Our newly appointed director of social justice strategy and initiatives joined the African American Network (AAN) and Latino Resource Network (LRN) chairs on a panel to discuss driving positive change through solidarity and intersectionality. Several other global leaders engaged in a separate panel discussion on creating safe spaces for social justice conversations and advocacy around the world.
Annual Women’s Leadership Summit.
For the 2020 Twin Cities Women’s Leadership Summit, CEO Mike Roman spoke with 3M employee and 3M Women’s Leadership Forum (WLF) member Lacey Smith about 2020’s challenges and how 3M is supporting its employees during the uncertain times of a global pandemic.
International Women’s Day.
In March, thousands of 3M employees celebrated International Women’s Day around the world. The focus in 2020 was on equal rights for an equal future. At 3M headquarters, the 3M WLF and Diversity & Inclusion Team hosted an interactive event that empowered employees to become advocates for equality and inclusion in their daily lives. Globally, over 1,000 3M employees joined live or virtual events at their location.
Sharing pronouns.
To support the ways in which employees choose to express their gender identities, 3M enables them to share their pronouns in their personal profiles and email signatures. We encourage employees to check their colleagues’ email signatures to assure they refer to each other in their preferred way, and we provided lanyard pins for employees to wear, if desired, to indicate their pronoun preference.
Domestic partner benefits.
We offer benefits for eligible opposite-sex and same-sex domestic partners of employees, as well as their eligible dependents. 3M partners with fertility benefits provider Progyny to provide a comprehensive and inclusive fertility benefit for every unique path to parenthood. The benefit applies to employees and their partners who are covered by an eligible 3M medical plan. The benefit is inclusive of single parents and LGBTQI+ individuals and couples.
For more information on employee benefits, see the Employee programs section.
More than 8.5K employees from around the world participated in our virtual Global Inclusion Day event on November 5, 2020.
Feature stories Who we are How we work What we create About report 72 3M 2021 Sustainability Report | #improvinglives
Raising awareness outside of 3M.
Diversity, equity, and inclusion are core to 3M’s values, which extend beyond our company to our communities. We are bringing more voices to the table, creating an environment where those voices are heard and valued, and innovating in meaningful ways to meet the needs of our diverse consumers and markets.
United Nations Standards: support of women and LGBTI community 3M supports the United Nations Women’s Empowerment Principles and the United Nations LGBTI Standards of Conduct for Business. These United Nations standards recognize that more must be done to achieve equal treatment for women and individuals who identify as lesbian, gay, bisexual, transgender, and intersex (LGBTI) around the globe — and that companies play an important role in advancing equity. 3M is committed to having processes, policies, and programs in place that promote equality and safety, prevent harassment and discrimination, and advance women and LGBTQI+ individuals in the workplace and the community.
In February 2020, Denise Rutherford, 3M senior vice president of Corporate Affairs, participated in the UN’s International Day of Women and Girls in Science. She took part in a panel discussion entitled “Equality in Science, Technology and Innovation: Global Trends and Challenges.”
In September 2020, John Banovetz, 3M chief technology officer, participated in a “Women in Innovation” panel discussion sponsored by the United Nations Women for Peace. His remarks highlighted 3M’s efforts to increase diversity and foster an inclusive culture. He also spoke about the importance of men as advocates.
Catalyst CEO Champions for Change.
As part of the Catalyst CEO Champions for Change initiative, 3M CEO Mike Roman is one of more than 70 CEOs and industry leaders who have made a personal pledge to advance more women into all levels of leadership in their organizations. The goal is to accelerate change and achieve gender equity in the workplace, with the understanding that progress for women is progress for everyone. It’s part of 3M’s ongoing commitment to building a diverse and inclusive work culture.
Human Rights Campaign: supporting equality for LGBTQI+ people.
At 3M, we believe in fair treatment, access, and opportunity for all individuals, and we are committed to advocating for human rights and removing barriers to social justice and equality. That’s why in 2020, 3M signed on to the Human Rights Campaign (HRC) Business Coalition for the Equality Act in the United States.
As part of the HRC Business Coalition for the Equality Act, leading U.S. employers state their support for federal legislation that would provide the same basic protections to LGBTQI people that are provided to other protected groups under federal law. The participating companies operate in all 50 states and employ more than 12.1 million people across the United States.
3M sponsored the HRC’s Unite for Equality Live, a free-of-charge virtual event open to all and dedicated to advancing the HRC’s mission for full equality.
The HRC is the largest LGBTQI advocacy group in the United States. The organization focuses on protecting and expanding rights for LGBTQI individuals, most notably advocating for marriage equality, anti-discrimination and hate crimes legislation, and HIV/AIDS advocacy, as well as supporting resources for LGBTQI individuals.
Martin Luther King Jr. Day.
In January 2020, 3M was the lead sponsor of the 34th Annual State of Minnesota Martin Luther King Jr. Day Celebration held in St. Paul, Minnesota. Hosted by Minnesota Governor Tim Walz and Lieutenant Governor Peggy Flanagan, the theme was “For Our Children.” Remi Kent, global chief marketing officer, 3M Consumer Business Group, was one of the keynote speakers. The event was attended by Rebecca Lucero, human rights commissioner for Minnesota, and Senators Tina Smith and Amy Klobuchar both made video appearances. The event was attended by hundreds of community members, students, and busloads of 3M employees.
At 3M, we believe in fair treatment, access, and opportunity for all individuals.
Feature stories Who we are How we work What we create About report 73 3M 2021 Sustainability Report | #improvinglives
Strategies to increase diversity pipeline in R&D 3M is always seeking innovative ways to further advance diverse representation in our R&D pipeline.
3M R.I.S.E. (Raising Influence in Science and Engineering) Conference 3M hosted a three-day virtual event, primarily intended to introduce emerging female and/or underrepresented science and engineering graduate students to the wide range of rewarding careers in research and development at 3M, one of the world’s most recognized innovation companies. The application-only event kicked off with remarks and an overview by CEO Mike Roman and Chief Technology Officer John Banovetz.
GEM Consortium.
The mission of The National GEM Consortium is to enhance the value of the nation’s human capital by increasing the participation of underrepresented groups (Black/African Americans, Native Americans, and Hispanic/Latino) at the master’s and doctoral levels in engineering and science. 3M is one of GEM’s corporate partners and, in 2020, provided $125,000 to the organization. Greg Anderson, retired vice president of 3M’s Corporate Research Lab, serves on the GEM Board of Directors.
R&D internships.
The R&D internship program allows innovative undergraduate and graduate students — majoring in a broad range of science and engineering fields from an accredited institute — the opportunity to work with senior scientists on projects that have real-world applicability. Each intern has access to 3M’s technological platforms, state-of-the-art scientific capabilities, and a world-renowned scientific community.
Employee Resource Networks (ERNs) foster inclusion 3M’s ERNs are nine employee groups designed to nurture leadership skills and collaboration across cultures, lifestyles, and genders through events and activities as they align with their mission. Open to all employees, these organizations help 3M recruit, engage, and retain diverse talent and work with our businesses to provide relevant customer insights that can expand our marketplace reach. Learn more by visiting 3M’s ERNs and the 3M 2020 Diversity, Equity, and Inclusion Report.
ERN Community Champions.
Our ERNs have designated Community Champions who lead collaborative community outreach for each group. These individuals identify nonprofits that address major social disparities affecting their respective communities; participate in local 3M Impact projects to support underrepresented and under-resourced youth, families, and veterans; and support skills-based volunteer interactions to increase student exposure to STEM, business careers, and skilled trades. In partnership with 3M Foundation, the ERNs seek to drive equitable societal outcomes.
ERN member development opportunities.
To address crowdsourced feedback from our ERN members around professional development, 3M’s Diversity & Inclusion Team partnered with the Learning & Development Team to design a progressive development plan that aligns to the goals of our ERNs, Diversity & Inclusion Team, and the company. The ERN members use corporate learning tools and resources to create activation plans and accountability. This development journey is based on a growth mindset and will equip the ERNs to influence, lead, and build mentor, sponsor, and ally relationships across our four business groups.
Leadership development days.
The African American Network (AAN), Latino Resource Network (LRN), and Asians and Asian-Americans Coming Together for Innovation and Opportunity Network (A3CTION) held virtual leadership development days in 2020.
Allies to Advocates training.
Allies to Advocates workshops were facilitated for over 1,500 global participants in 2020, including ERN members with their executive sponsors, as well as business groups and staff groups. The workshops help participants examine their individual actions and ways to move beyond allyship to become advocates for diversity within 3M and beyond to combat racial, gender, and other injustices and inequities.
Feature stories Who we are How we work What we create About report 74 3M 2021 Sustainability Report | #improvinglives
90-day ERN executive mentor program.
To raise awareness of intersectionality, ERN members were selected and paired with 33 3M vice presidents to participate in a 90-day mentor program. Sponsored by WLF, this program was built to promote a growth mindset, psychological safety, and create new habits for the ERN mentees. The mentor program was facilitated by an external firm that provided guidance for success and created the pairings.
ERN support of social justice and intersectionality.
Intersectionality is defined as the interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage. In 2020, 3M’s ERNs worked together and with other groups to address and take steps toward social justice and intersectionality.
Virtual event hosted by CEO Mike Roman and co-sponsored by AAN, LRN, and WLF to address the death of George Floyd and share resources to take action.
As people grieved the tragic loss of George Floyd, over 5,000 members of our 3M community came together on June 4, 2020, for a panel discussion about the impact of his death and our next steps to combat systemic inequity and racism against Black/African American individuals.
“We agree now is not the time to undertake studies. Now is the time to act,” said 3M CEO Mike Roman. Following a minute of silence in memory of George Floyd, Ann Anaya, 3M’s chief diversity officer, invited several 3M leaders and ERN chairs to speak about their responses to the death and share their plans for creating change. Roman said that he is leading the effort with the 3M CEO Inclusion Council and also by engaging with CEOs of other large companies.
3M Foundation Social Justice Fund.
Following the death of George Floyd in Minneapolis, 3M Foundation established a Social Justice Fund of $1 million. The Foundation worked with a key group of 3M stakeholders, including ERN leaders, to assess local nonprofit organizations with a focus on legal justice, racial equity, and healing. The team ultimately selected four organizations to receive the grant funds in support of their crucial work. ERNs will continue to be involved in the selection process for $1 million annually in grant funding. See the Communities section for more information.
The Trevor Project.
In addition to continued collaboration and conversation with the African American Network (AAN), 3M Pride fundraised as a community for The Trevor Project — an organization that provides confidential support for Black youth mental health — representing the intersectionality of the LGBTQI+ and Black/African American communities.
Celebrating personal identity.
Intersectionality was one of 3M Pride’s themes in 2020, exploring the idea that we must recognize and celebrate that our personal identity is the culmination of many experiences and identities, both seen and unseen. For the first time ever, 3M flew the Pride flag at its global headquarters in St. Paul, Minnesota, during Pride Week in the Twin Cities from June 24 through June 30, 2020.
Translating letters to support student-sponsor connections across the Americas.
Common Hope, a nonprofit organization dedicated to using education to fight poverty in Guatemala, relies on volunteers to help translate thousands of letters a year between students in Guatemala and their sponsors, who are located in the United States. In July, 3M’s LRN partnered with Common Hope for the single largest translation event in the nonprofit’s history — 500 letters translated from Spanish to English in just one week. Additionally, members from all 3M ERNs participated in a Walk for Hope challenge that raised money to help support children in Guatemala. On 3M World Volunteer Day, September 23, 2020, 3M employees all around the world translated an additional 500 letters.
Support for our military community 3M strives to be the premier employer for the military community, with paid leave benefits that reflect our commitment to veterans and the mission of the Military Support Network (MSN). The MSN provides active support and outreach, professional development, and focused veteran hiring services to current 3M military veterans, their families, and other military members seeking to join 3M.
For more information on employee benefits, see the Employee programs section.
In total, 435 3M employees translated 1.6K+ letters in 2020.