Young child riding on her fathers back.

Diversity, equity, and inclusion

Our approach

  • We know that a diverse, global workforce — people with different experiences, racial and ethnic backgrounds, ages, gender identities, sexual orientations, abilities, personalities, styles, and ways of thinking — help us better understand the needs of 3M customers, suppliers, and community partners around the world.

    Equity and inclusion are the key to unlocking the true power of that diversity. We aspire to be an enterprise where people are respected for who they are, and everyone feels a sense of belonging — both within and outside of our walls. Our stakeholders look to 3M as a leader in influencing the change we want and need in our communities.


Progress toward goals

  • Icon of a person becoming two symbolizing doubling.
    From 32.6% to 44.5% towards our goal of 65.2% to:

    Double the pipeline of diverse talent in management globally to build a diverse workforce by 20301

  • Icon of two people side by side.
    From 8.1% to 8.6% towards our goal of 16.2% to:

    Double the representation of Black/African American and Hispanic/Latino employees in the U.S2

  • Icon of the equality symbol.
    100% of our goal to:

    Maintain or achieve 100% pay equity globally2

  1. In 2021, 3M updated the goal maturity date to 2030 from 2025. See 3M's 2021 Diversity, Equity & Inclusion Report (PDF, 2.23 MB) for more details.
  2. Established in 2020 to drive trend and trajectory progress over time. 2020 is the baseline measurement year.

Key actions in 2021
  • REAL Allyship

    We launched our REAL (Reflect, Empathize, Act, and Learn) Allyship Learning Guide and e-Module Training to empower our employees to reflect, share, listen, and grow together.

  • Enhanced recruitment

    We have been advancing our recruitment strategy and processes to find top talent that reflects the diversity of our customers, suppliers, and channel partners.
     

    • 3M launched Work Your Way, a flexible approach that allows our non-production employees to determine the time, place, and manner in which to accomplish their work.
    • We are reinforcing our partnerships with Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs) to strengthen our employment brand among diverse and highly skilled talent.
    • To elevate the candidate experience, we launched our digital assistant, Max, who automates the interview scheduling process in a quick and easy fashion – reducing cumbersome back-and-forth scheduling and delays in the hiring process.
  • Champions for equitable change

    We shared stories of change champions and highlighted what they are doing in partnership with 3M to create greater equity in our workplace, communities, and in our business practices. For example, the Community Coalition amplifies diverse voices and perspectives, advising 3M on how to equitably disburse a $50 million investment to address equity gaps in the community. The coalition helped identify five areas within the community where 3M could make a difference through strategic investments and volunteerism — STEM equity, access to health care, transportation safety, education, and housing. We also ran Racial Inclusion Advocacy sessions, which were just one of the many ways 3M chose to respond to the growing call for action by kickstarting dialogue on building safe spaces for team members to share their experiences and have an open dialogue with one another about race and racism.


Learn more


Covershot of the current 3M Diversity, Equity and Inclusion report.

Learn more in 3M's 2021 Diversity, Equity & Inclusion Report

View 2021 Diversity, Equity & Inclusion Report