Beruflich Dokumente
Kultur Dokumente
DIVERSITY&
INCLUSION
2015 STRATEGY
Planning for
the Future
Acquire and retain
highlycompetent
and diversetalent
to meet the
needs of the
next generation
customers
Leadership Messages
12
Inclusive Environment
20
Business Integration
30
Advocate inclusive
behaviors to
develop and
engage diverse
talent
Business Integration
Table of Contents
4
Inclusive
Leadership
MISSION
We will embed and inspire diversity and
inclusion across the organization
WA L M A R T A R O U N D T H E W O R L D
As of January 31, 2015
Canada
Market entry: 1994
Units: 394
United States
Market entry: 1962
Units: 5,163
United Kingdom
Market entry: 1999
Units: 592
Mexico
Market entry: 1991
Units: 2,290
Japan
Market entry: 2002
Units: 431
China
Market entry: 1996
Units: 411
Guatemala
Market entry: 2005
Units: 217
El Salvador
Market entry: 2005
Units: 89
Nicaragua
Market entry: 2005
Units: 86
Costa Rica
Market entry: 2005
Units: 217
Honduras
Market entry: 2005
Units: 81
Brazil
Market entry: 1995
Units: 557
Chile
Market entry: 2009
Units: 404
Argentina
Market entry: 1995
Units: 105
VISION
Walmart will unleash the power of diversity and inclusion to strengthen customer
relevance, build talent capacity, and drive innovation for business solutions
India
Market entry: 2009
Units: 20
Africa
Market entry: 2011
Units: 396
Doug McMillon
President and CEO,
Wal-Mart Stores, Inc.
As I think about the year ahead, two of the words that are on my mind are
opportunity and inclusion. There is a very real and meaningful debate happening
around the world these days around opportunity. People everywhere want a fair shot
in life, and they want to see a path up for themselves and their families. Walmart has a
role to play here. We offer jobs at all levels, training and advancement opportunities,
and the chance to reach the middle class and beyond. Walmart should be a place
where anyone can grow, advance, and exceed their own expectations.
In addition to a path up, we owe our associates a work environment that is inclusive of all people. We want to make sure that the very best
talent is drawn to Walmart and that all of our associates feel valued and respected here. We will continue to build a diverse and inclusive
company that allows all associates regardless of gender, race, sexual orientation, disability or other characteristics to bring their
whole selves to work so they can contribute at their best.
We can make a difference in peoples lives if we have the right individual and collective attitudes and the willingness to take action. Im so
proud of the progress weve made. And together, we will make this company even better.
Thanks for your interest in our business. Please share your views with us on how we can be doing more.
Sincerely,
Doug
Sharon Orlopp
To me, diversity is like the ingredients to a recipe. To make a good dish, you need to have different
ingredients that work together. At Walmart, we want people who come from different places, think in
different ways, and look and act differently from one another. Inclusion is how we mix those ingredients
together its the environment that we create, the real culture of the company. Inclusion is grounded in
respect for the individual and requires us to value and recognize the contribution of every associate.
Greg Foran
WOMEN
AFRICAN AMERICAN
H I S PA N I C
ASIAN
784,000 279,000
185,000 48,000
As of January 31, 2015
WOMEN REPRESENTATION
U.S.
Total Workforce
57%
Management
42%
Corporate
Officers
32%
40%
Management
30%
Corporate
Officers
22%
A diverse workforce
Walmart associates reflect the diversity of the communities we serve. We
are a company of full- and part-time associates from a variety of ethnicities,
orientations, backgrounds, experiences and styles. Our associates think
globally and serve locally. Around the world, Walmart continues to attract,
seek and hire diverse talent, as well as foster a diverse and inclusive culture
and talent pipeline within Walmart.
WOMEN
50%
51%
53%
2012
2013
2014
45%
49%
51%
PEOPLE OF COLOR
Heather Brice
K E E P I N G O U R M I L I TA R Y FA M I LY P R O M I S E
10
Taeko Nirasawa
D I V E R S I F Y I N G T H E I N T E R N AT I O N A L
LEGAL PIPELINE
E M B R AC E D F O R W H O I A M
11
PAY
Average
FULL-TIME
Average
9
$10
Our starting
wage is now
IN FEB 2016,
current U.S.
associates will
earn
Minimum
STARTING
OR HIGHER
wage in 2015
SCHEDULING
Starting in 2016 Walmart will be one
of the first retailers to offer some
associates
FIXED
SCHEDULES
hourly wage
will be
10
AN HOUR
OR MORE
PART-TIME
wage
will be
13
PER HR
PER HR
PER HR
2.5
WEEKS
in advance
each week
VIEW OPEN
SHIFTS
in thier store to build a
schedule that meets
thier needs
Kristin Oliver
BENEFITS
HEALTH
CARE
Benefits start at $22 per
pay period for qualified
associates
WE OFFER
PAID
SICK LEAVE
today and we are looking at ways
to provide a time-off program
that better meets associates
needs. This includes eliminating
the one-day wait period* for sick
leave early next year.
401(K)
Associates can begin
contributing on their 1st
day. Walmart will match
401(K) contributions up to
6% after 1 year on the job
12
I N C LU S I V E E N V I R O N M E N T
I choose Walmart because this is a place where I matter, where
I am supported and encouraged to be me.
When I think of inclusion inclusion is a real call to action, and it causes you
to actively listen to your associates, your members, your customers and make sure that were reflective of
whos shopping our units. Inclusion is critical to our success. It will help us maximize our business, but at the
same time, it makes us better as a company.
Today we really operate in a very complex and diverse global environment. And inclusive leaders are
those who are able to drive performance and innovation while managing change. And while youre
managing that change, its about the relationships and the talent that you build around it.
It also means really being adaptable. Again, its about listening and really managing the
workplace of the future. We need to create a culture thats not only diverse but can leverage
the differences in our people. Its critical to who we want to be in the future.
Rosalind G. Brewer
300,000 200,000
associates have been
with the company for
10 or more years
About seventy-five
percent of our store
management started as
hourly associates
In 2014
75%
13
Gisel Ruiz
16%
16%
2002
15%
2014
0%
5%
10%
15%
Fortune 500
32%
20%
25%
Walmart
30%
35%
14
I N C LU S I V E E N V I R O N M E N T
15
On the U.S. National Day of Prayer in May 2014, the Global Office
of Diversity hosted an interfaith summit that highlighted the
importance of inclusion of associates from all creeds, faiths
and beliefs. The Summit featured a keynote speaker and panel
discussion, providing an opportunity for associates to share their
diverse religious backgrounds and how faith can often intersect
the workplace. The Summit has spawned continuous discussion
regarding inclusion of associates of all beliefs and faiths, including
continued conversation about the increased visibility and acceptance
of agnostic/atheist associates at Walmart.
73,552
Women represent
54%
of the mentored
associates
TOTAL NUMBER OF
ASSOCIATES MENTORED
239,613
People of color
represent
35%
of the mentored
associates
16
I N C LU S I V E E N V I R O N M E N T
Doug McMillon
Indra Nooyi
At Walmart, we are committed to celebrating, developing and lifting up women around the
world both within the company and in the communities we serve. To that end, we created
the Global Womens Development Series (GWDS), a series of events that took place in spring
founded on the following principles:
Aida Alvarez
Fawn Germer
Katty Kay
Geena Davis
Champion opportunities for women to grow and thrive across the globe
Academy Award-winning
actor, advocate and
Founder, Geena Davis Institute
on Gender in Media
17
18
I N C LU S I V E E N V I R O N M E N T
A S S O C I AT E
RESOURCE
GROUPS
2015 will mark ten years since the
formation of the Associate Resource
Groups (ARGs) at Walmart. Over the
last decade, U.S. ARGs have enriched
cultural awareness, increased
engagement in the local diverse
communities and created a greater
sense of community and connection
among diverse associates at Walmart.
19
20
B U S I N E S S I N T E G R AT I O N
I choose Walmart because, with the strength of 2 million, serving
260 customers each week, I get the opportunity to make a
difference every day.
David Cheesewright
Workforce
57%
International Women
Management
41%
21
Amandeep Kaur
Amandeep Kaur always had dreams beyond her small village in India. Even as a child,
she wanted to break social norms. She didnt want to marry at a young age and become
dependent on a husband. She wanted to learn skills to become self-reliant.
The Walmart training center in Amritsar opened the doors for Amandeep to do just that. After
finding a pamphlet for the center, she learned that as a trainee she would receive a full scholarship
to learn retail and wholesale skills, as well as the chance of a job at the conclusion of the program.
22
B U S I N E S S I N T E G R AT I O N
SOURCING
(amounts in billions)
$3.33
$3.75
$4.16
$5.08
$4.49
Since 2011, Walmart has sourced $11.24 billion in products and services
from WOBs, including $4.16 billion in FYE15.
FY13
FY14
FY15
FY16
FY17
23
TRAINING
The Walmart Foundation and Walmart have committed to train one
million women around the world in agriculture, manufacturing and
retail trade in emerging markets. We believe that elevating women not
only strengthens their families and communities, but also improves the
health of supply chains and promotes economic growth. By the end of
FYE15, the Walmart Foundation and Walmart contributed funding to
train 540,102 women globally.
Since the launch of the Womens Economic Empowerment initiative,
weve been committed to supporting opportunity for women through
our charitable giving. By the end of FYE15, the Walmart Foundation
and our international business contributed $110 million in grants
and donations to support womens economic empowerment, and we
exceeded our goal two years ahead of schedule. A significant portion
of these grants have covered workforce and farmer training around the
world, putting us in a position to meet our commitment of training 1
million women by the end of 2016.
24
B U S I N E S S I N T E G R AT I O N
Supplier diversity
At Walmart, we believe were at our best when we promote
diversity across our supply chain. For us, supplier diversity
means delivering better products and a broader selection to the
communities we serve. Through our supplier diversity efforts,
were committed to creating economic growth and sustainable
communities by:
IN 2014
SPENT WITH DIVERSE SUPPLIERS
$13.5 Billion
$10.4 Billion
$3.1 Billion
$4.16 Billion
Advise, advocate and advance dialogue between diverse businesses and the internal
stakeholders that will help our customers save money and live better
Create the opportunity for suppliers to present their products to our buyers
Engage our buyers to leverage the insights, innovation and expertise of diverse suppliers
CO L L A B O R AT I O N
We support and collaborate with leading organizations that advocate on behalf of diversityowned businesses. These partnerships include:
DIRECT SPENDING
SECOND-TIER SPENDING
WEConnect International
25
Giving
Associate philanthropy
United Way
American Diabetes Association
American Heart Association
Feeding America
EarthShare
$1.47 Billion
$1.14 Billion
GLOBAL IN-KIND GIVING
$320 Million
1.5 Million
26
B U S I N E S S I N T E G R AT I O N
27
28
B U S I N E S S I N T E G R AT I O N
Global stories
CHINA
MEXICO
29
CANADA
CHILE
UK
Leading on Gender Equality
30
2 0 1 4 U . S . E E O - 1 D ATA
Executive/Senior Level Officials and Managers: Individuals who plan, direct and
formulate policies, set strategy and provide the overall direction of enterprises/
organizations for the development and delivery of products or services, within the
parameters approved by boards of directors or other governing bodies. Residing in the
highest levels of organizations, these executives plan, direct or coordinate activities
with the support of subordinate executives and staff managers.
First/Mid Level Officials and Managers: Individuals who serve as managers, other
than those who serve as Executive/ Senior Level Officials and Managers, including
those who oversee and direct the delivery of products, services or functions at group,
regional or divisional levels of organizations. These managers receive directions from
the Executive/Senior Level management and typically lead major business units. They
implement policies, programs and directives of executive/senior management through
subordinate managers and within the parameters set by Executive/Senior Level
management.
Laborers and Helpers (unskilled): Handlers, equipment cleaners, helpers and other
workers in manual occupations which generally require no special training and who
perform elementary duties that may be learned in a few days and require the application
of little or no independent judgment. Farm workers (laborers) are placed here, as well as
farming, forestry and fishing occupations not elsewhere covered.
The charts compare Walmarts workforce to nationwide EEO-1 figures and to a composite
of the retail trade sector. (The retail trade sector comprises establishments engaged
in retailing merchandise and rendering services incidental to the sale of merchandise).
Although these are not exact comparisons (because Walmarts business is like no other in
the world), they do give a picture of how Walmarts commitment to workforce diversity is
being shown company-wide.
*Our 2014 EEO-1 data refleacts a snapshot as of 08/08/2014.
31
Administrative
Support Workers
Craft Workers
Laborers
and Helpers
83.21%
36.90%
51.16%
59.42%
15.14%
36.97%
31.61%
52.81%
42.08%
Operatives
71.71%
49.95%
50.59%
53.38%
42.96%
52.22%
Technicians
Professionals
23.77%
4.96%
14.07%
7.25%
Sales Workers
46.32%
38.76%
30.92%
First/Mid-Level
Officials and
Managers
45.59%
53.85%
Executives/Senior
Level Officials and
Managers
74.64%
71.69%
69.45%
53.69%
Total
31.25%
29.16%
56.46%
59.09%
47.82%
Walmart 2014
32
2 0 1 4 U . S . E E O - 1 D ATA
2013 EEO-1 Composite
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
34.45%
41.67%
41.66%
51.71%
43.01%
47.48%
55.13%
35.12%
38.72%
Operatives
32.52%
31.89%
30.67%
Technicians
Professionals
41.21%
34.27%
32.70%
Craft Workers
28.29%
26.43%
29.36%
25.37%
21.66%
22.17%
First/Mid-Level
Officials and
Managers
29.56%
43.04%
38.74%
Executives/Senior
Level Officials and
Managers
36.00%
41.28%
41.02%
34.09%
Total
12.69%
12.19%
40.44%
39.22%
35.88%
33
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
13.45%
21.23%
17.86%
23.83%
21.13%
20.15%
19.05%
15.68%
15.02%
Operatives
10.89%
13.44%
7.45%
Technicians
Professionals
17.47%
16.14%
12.42%
Craft Workers
5.53%
7.53%
13.87%
9.37%
6.99%
8.32%
First/Mid-Level
Officials and
Managers
8.83%
22.74%
18.94%
Executives/Senior
Level Officials and
Managers
16.71%
21.56%
18.41%
14.00%
Total
2.67%
2.89%
20.57%
17.06%
14.12%
34
2 0 1 4 U . S . E E O - 1 D ATA
2013 EEO-1 Composite
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
12.14%
14.55%
16.96%
20.09%
17.36%
20.33%
29.81%
14.52%
17.85%
Operatives
12.24%
9.74%
4.14%
Technicians
Professionals
17.60%
13.26%
14.68%
Craft Workers
5.13%
5.61%
10.16%
9.21%
7.25%
7.25%
First/Mid-Level
Officials and
Managers
16.06%
13.49%
13.21%
Executives/Senior
Level Officials and
Managers
12.59%
12.89%
15.04%
13.31%
Total
4.13%
3.67%
13.12%
14.54%
13.58%
35
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
5.96%
3.02%
3.67%
4.50%
1.51%
3.95%
3.88%
2.33%
3.53%
Operatives
6.83%
6.56%
16.39%
Technicians
Professionals
4.26%
1.62%
3.02%
Craft Workers
15.50%
11.49%
2.60%
4.65%
5.92%
5.76%
First/Mid-Level
Officials and
Managers
2.77%
2.88%
3.21%
Executives/Senior
Level Officials and
Managers
4.07%
3.48%
4.38%
3.83%
Total
4.73%
4.57%
3.40%
4.59%
5.88%
36
2 0 1 4 U . S . E E O - 1 D ATA
2013 EEO-1 Composite
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
0.35%
0.44%
0.55%
0.59%
0.37%
0.51%
0.57%
0.34%
0.44%
Operatives
0.49%
0.43%
0.30%
Technicians
Professionals
0.41%
0.39%
0.37%
Craft Workers
0.28%
0.34%
0.39%
0.34%
0.26%
0.21%
First/Mid-Level
Officials and
Managers
0.34%
0.69%
0.57%
Executives/Senior
Level Officials and
Managers
0.46%
0.46%
0.47%
0.41%
Total
0.15%
0.18%
0.49%
0.47%
0.42%
37
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
0.91%
0.93%
0.76%
0.63%
0.80%
0.73%
0.61%
0.94%
0.66%
Operatives
0.72%
0.55%
0.79%
Technicians
Professionals
0.65%
1.14%
0.80%
Craft Workers
0.33%
0.38%
0.91%
0.55%
0.37%
0.21%
First/Mid-Level
Officials and
Managers
0.85%
1.20%
0.93%
Executives/Senior
Level Officials and
Managers
0.55%
1.04%
0.79%
0.65%
Total
0.17%
0.27%
1.04%
0.77%
0.55%
38
2 0 1 4 U . S . E E O - 1 D ATA
2013 EEO-1 Composite
Sales Workers
Administrative
Support Workers
Laborers
and Helpers
1.65%
1.49%
1.85%
2.06%
1.85%
1.80%
1.22%
1.31%
1.21%
Operatives
1.35%
1.17%
1.60%
Technicians
Professionals
0.83%
1.72%
1.42%
Craft Workers
1.53%
1.08%
1.43%
1.25%
0.86%
0.43%
First/Mid-Level
Officials and
Managers
0.71%
2.03%
1.87%
Executives/Senior
Level Officials and
Managers
1.62%
1.84%
1.92%
1.89%
Total
0.84%
0.61%
1.81%
1.79%
1.33%
39
Susan Chambers
Our successes in diversity and inclusion help us better deliver our customer
promise: save people money so they can live better. With shared purpose,
we make a difference in the company and the lives of our customers, and are
building a better tomorrow in the communities we serve. I feel so fortunate
to work for a company that truly values the perspectives, styles and unique
experiences of each associate, and provides limitless opportunities for growth
and advancement. While I am so proud of the progress we have made for the
past decade, I know we have work to do to achieve our ambition making
Walmart the best place to work for everyone.
Again, thank you for taking a moment to read a bit of our diversity and
inclusion story. It is one of my favorites to share. Your ongoing support
contributes to our success along this journey. For that, I appreciate you. I look
forward to your continuous feedback in the future it helps make us better.
Sincerely,
Susan