Our People
We believe diverse perspectives are a competitive advantage for our company and the innovations we bring to life. We are committed to making a positive impact by investing in our people, our communities and our business practices to advance diversity and inclusion.
Who we are, today.
Global Diverse Representation as of June 2024
Global Gender Representation as of June 30, 2024
Job level analysis:
Global gender representation and US race/ethnicity representation as of June 2024
| Board of Directors | 2024 |
|---|---|
| Men | 66.7% |
| Women | 33.3% |
| White | 58.3% |
| Asian | 16.7% |
| Hispanic/Latino | 8.3% |
| Black/African American | 16.7% |
| American Indian/Alaskan | 0.0% |
| Hawaiian/Pacific Islander | 0.0% |
| 2 or more Races | 0.0% |
| Corporate Operating Committee | 2024 |
|---|---|
| Men | 63.6% |
| Women | 36.4% |
| White | 72.7% |
| Asian | 9.1% |
| Hispanic/Latino | 9.1% |
| Black/African American | 0.0% |
| American Indian/Alaskan | 0.0% |
| Hawaiian/Pacific Islander | 0.0% |
| 2 or more Races | 0.0% |
| Vice Presidents and above | 2024 |
|---|---|
| Men | 69.1% |
| Women | 30.9% |
| White | 76.0% |
| Asian | 7.0% |
| Hispanic/Latino | 7.4% |
| Black/African American | 4.6% |
| American Indian/Alaskan | 0.0% |
| Hawaiian/Pacific Islander | 0.0% |
| 2 or more Races | 0.8% |
| Managers and Directors | 2024 |
|---|---|
| Men | 70.7% |
| Women | 29.3% |
| White | 82.5% |
| Asian | 9.3% |
| Hispanic/Latino | 3.7% |
| Black/African American | 2.3% |
| American Indian/Alaskan | 0.5% |
| Hawaiian/Pacific Islander | 0.03% |
| 2 or more Races | 0.9% |
| Individual Contributors | 2024 |
|---|---|
| Men | 59.8% |
| Women | 40.2% |
| White | 82.9% |
| Asian | 6.2% |
| Hispanic/Latino | 4.6% |
| Black/African American | 4.0% |
| American Indian/Alaskan | 0.5% |
| Hawaiian/Pacific Islander | 0.1% |
| 2 or more Races | 1.5% |
We are powered by inclusion because we understand that every unique viewpoint is another lens to seek and find solutions to our customers’ toughest challenges.
Every day, 3Mers help create a culture of inclusion and belonging in many ways across the organization, especially through our global Employee Resource Networks and company-wide Inclusion Councils, which are available to all employees.
| Employee Resource Networks Our 8 Employee Resource Networks (ERN) are voluntary communities driven by 3Mers, for 3Mers. Open to all employees, our ERNs are voluntary, employee-led groups that represent unique cultures, backgrounds and experiences. They embody inclusion and belonging and provide rich engagement, development and community service experiences for our teams. |
Inclusion Councils At 3M, we have established Inclusion Councils that advance inclusion and belonging across all geographic areas and throughout our businesses and functions. Led by an Inclusion Champion and empowered by volunteers, each of these councils support global advancement of D&I by enabling activation of programs that are relevant to the needs of their local communities. |
CEO Inclusion Council
Formed in 2018, the CEO Inclusion Council brings leaders from each Employee Resource Network, our Global Inclusion Champions, and the Corporate Operating Committee together. Chaired by our CEO Bill Brown, each member is empowered to elevate the voices of our diverse 3M communities around the world and work collectively to promote inclusion and diversity efforts at 3M. |
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3M’s global pay philosophy, principles and consistent implementation produce fair pay for our employees. We analyze gender pay equity globally by comparing employees in the same job category, job grade and location. In 2023 we maintained 100 percent gender pay equity in all global regions (USAC, LATAM, EMEA, ASIA) and we are committed to continuing these efforts.
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Each year, we survey our employees through our Global Inclusion Index to gauge how well our people of all demographic groups feel included. We use the data to help guide our corporate actions to continually progress our work in fostering a culture of belonging. In 2023, 71% of 3Mers reported feeling included. While we consider this to be a strength, we are confident in our ability to continue to build our culture of inclusion.
