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Dr. Kevin Qiu, R&D General Manager of Health Care Business Group in China, honored for his regular involvement in 3M volunteer opportunities, such as visiting classrooms to perform engaging STEM demonstrations for students. |
Big hearts, matched. |
As part of the 3M Foundation Volunteer Match program, 3M Foundation donates money to eligible nonprofit organizations when a 3M employee or retiree volunteers 25 hours or more per calendar year. |
and in 2019, Volunteer Match Grants supported 1,064 unique schools and/ or nonprofit organizations throughout the United States. |
Giving that starts at home 3M Foundation’s Community Giving Campaign has increased its matching amount to help employees support the organizations they are passionate about. 3M’s program now matches up to $500 per employee gift. With a maximum of $500 in corporate support per employee, the Community Giving Campaign invested more than $3.58 million in current donations and 2019 pledges. When including the 3M Foundation match, this equals more than $6.14 million in donations to help solve our communities’ greatest needs. |
Through the Sichuan University Volunteer Group, Kevin also spent two months in a village where he organized writing and STEM education activities for children, helped coordinate best practice sharing among farmers from two villages, and raised donations for families affected by an earthquake. |
$9.13. |
Since 2000, 3M Foundation has donated million in 3M Volunteer Match dollars. |
Alessandra Passos Bassotelli Cauduro, Project Engineer in Brazil, honored for her fundraising and volunteer work with the Lar Pequeno Paraiso elementary school. In addition, Alessandra helps with Instituto 3M (3M Brazil’s nonprofit organization) donation campaigns that provide school supplies, toys, and clothing for local children. |
2019 giving by focus area cash In-kind Total Volunteer hours. |
Community $15,000,000 $14,300,000 $29,300,000 273,000. |
Education $14,900,000 $26,500,000 $41,400,000 – |
Environment $2,460,000 $127,000 $2,590,000 – |
Total $32,400,000 $40,900,000 $73,300,000 273,000 2019 global giving by region cash In-kind Total Volunteer hours. |
Asia Pacific $1,640,000 $1,550,000 $3,200,000 16,900. |
Europe, Middle East, Africa $420,000 $34,000 $454,000 8,450. |
Latin America $2,150,000 $744,000 $2,900,000 10,400. |
Canada $706,000 $538,000 $1,240,000 1,170. |
United States $24,100,000 $33,400,000 $57,600,000 216,000. |
OUS, region not defined $3,350,000 $4,560,000 $7,920,000 20,800. |
Total $32,400,000 $40,900,000 $73,300,000 273,000. |
Values presented in this table represent the most current values, in $USD, but are still subject to change. Totals may vary due to rounding. Volunteer hours include employees and retirees. |
Who we are 66 67 3M 2020 Sustainability Report #improvinglives Communities |
Empowering local communities 3M United States sites have their own 3M Foundation budgets as well as the authority to determine local community needs and set priorities. 3M Nevada, in Missouri, used 3M Foundation grants, in collaboration with community donors, to create an outdoor learning space for the local community to enjoy. |
As is the case every year, the most requested product donation in 2019 was for our respirators, with over 1.6 million donated to disaster relief efforts. 3M Foundation provided support through cash and product donations valued at $4.53 million through our strategic disaster relief partners — American Red Cross, Direct Relief, GlobalGiving, and MAP International. |
While 3M’s and 3M Foundation’s international and United States giving efforts share a common philosophy, our support for international programs stands out in two ways: • Support for international programs originating in the United States is conducted through intermediary organizations based in the United States that have a global reach • Subsidiaries have local community engagement programs focused on social concerns specific to their sites. |
Our international approach is evolving to expand our reach and build local ownership. Our goal is to increase international cash giving (comprising 3M and 3M Foundation cash investments as well as subsidiary cash investments) to 25% of total cash giving by the end of 2020. |
In 2020, 3M Foundation’s Community Giving Match will double from $500 to $1,000 per employee. |
The company has expanded its Science for Community goals with a new commitment: provide 300,000 work hours of skills-based volunteerism by 3M employees to improve lives and help solve society’s toughest challenges. To reach 300,000 hours, the company is expanding 3M Impact, its skillsbased service program where employees lend their business skills, experience, and energy to make a difference in global communities, while also developing leadership, problem-solving, and interpersonal communication skills. |
Throughout 2020, 3M will add depth and direction to the Strategic Sustainability Framework, including Science for Community. |
Get updates on 3M’s Strategic Sustainability Framework. |
Enhancing community vibrancy 3M and 3M Foundation enhance the vibrancy of our communities by assuring access to basic needs, preparing youth for lifelong success, increasing access to diverse arts opportunities, and contributing to global humanitarian relief efforts. |
Go-power for NGOs 3M worked with the National Association for the Exchange of Industrial Resources (NAEIR) to provide needed materials and supplies to a multitude of nonprofit organizations, from hospitals to schools to shelters. In addition to streamlining 3M’s excess product donations process, NAEIR is a 3M strategic partner, administering the 3M Supplies for Community Partners and the 3M Supplies for Schools product donation programs in 3M communities across the United States. |
Responding to natural disasters. |
In 2019, 3M and 3M Foundation responded to natural disasters around the world, including: • Flooding activities in the South, Midwest, and Southeast United States, as well as in South Asia/ Nepal and Mozambique • Communities in Congo and Rwanda impacted by an Ebola outbreak • Massive wildfires in California. |
A walking trail includes pedestrian bridges and spillway development with signage. The project also includes ADA-compliant fishing docks, floating wetlands, and a butterfly garden. See the Site spotlight stories for additional examples. |
For information on how 3M products help build sustainable communities, visit the Our customers and Our products sections. |
Looking forward. |
Who we are 68 69 3M 2020 Sustainability Report #improvinglives Communities |
Our commitment. |
To become the most inclusive enterprise we can be, 3M focuses on engaging all our employees and on attracting top talent around the world. Diversity and inclusion are the foundation of our Value Model. Our Value Model comprises the actions we take that make us unique among companies and differentiate us in our marketplace. |
We know that a diverse, global workforce — people with different experience, ethnicity, age, gender, sexual orientation, personalities, styles, and ways of thinking — helps us relate more closely to the needs of all 3M customers, suppliers, and channel partners around the world. |
Equally important, we know that inclusion is the key to unlocking the power of diversity. An inclusive culture supports and appreciates differences and provides fair and equal opportunities for everyone — a culture of belonging where people are respected for being exactly who they are. |
Inclusion leads to engagement, which in turn fosters the collaboration, creativity, and innovation that drive long-term growth for 3M as well as for our people and our teams. |
Above all, fostering a culture that supports diversity and inclusion is the right thing to do. Diversity and inclusion are about creating intellectual and emotional oxygen so all people can flourish and feel comfortable to collaborate, agree, disagree, and respectfully exchange, learn, and create. |
Our Code of Conduct lays out what it means to be a 3M employee and includes the 3M Respectful Workforce Principle: |
Be Respectful: We strive to have a work environment that reflects and values the best in all of us, where we treat each other respectfully and professionally, and where individual differences are valued. |
3M’s Respectful Workplace Principle states that “everyone is entitled to respectful treatment in the 3M workplace. Being respectful means being treated honestly and professionally, and valuing each person’s unique talents, background, and perspectives. A respectful workplace is free from unlawful discrimination and harassment, but it involves more than compliance with the law. It is a work environment that is free of inappropriate or unprofessional behavior and consistent with 3M’s ethics and values — a place where all employees can do their best and are free to report workplace concerns without fear of retaliation or reprisal.” |
To foster this kind of workplace, we follow our Equal Employment Opportunity (EEO) policies, which prohibit all forms of discrimination or harassment against applicants, employees, vendors, contractors, or customers on the basis of race, color, creed, religion, sex, national origin, age, disability, veteran’s status, pregnancy, genetic information, sexual orientation, marital status, citizenship status, status with regard to public assistance, gender identity/expression, or any other reason prohibited by law. |
Employee diversity and inclusion A thriving, diverse, inclusive culture. |
Our affirmative action policies and programs are designed to assure equal opportunities for qualified minorities, women, covered veterans, and individuals with disabilities and also to provide reasonable accommodations to individuals with disabilities. |
Increasing diversity in every region in which we operate is a core part of our Sustainability strategy. Doubling our diverse talent in management positions will ultimately help build a diverse pipeline for executive leadership as well. We recognize that definitions of diversity vary among different countries and cultures. The 3M definition of diversity includes gender, race/ethnicity, nationality, people with disabilities, U.S. military veterans, and people who identify as lesbian, gay, bisexual, transgender, questioning, and intersex (LGBTQI+). To measure progress against our goal, we use the 3M Diversity Index, which represents the total number of diverse future leaders within the company globally. |
In the United States and in many other countries, we provide our people with the opportunity to opt into the index research and confidentially provide information such as disability status, veteran status, sexual orientation, and race/ethnicity. |
To date, we have improved our Diversity Index by 9.2 points, moving from 32.6% to 41.8%, progressing toward our 2025 Goal of 65.2%. 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 diverse people to work: • 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 2019, we also actively promoted initiatives to engage our people, attract the best talent, and create a work environment where everyone feels safe and included. |
Goal: Double the pipeline of diverse talent in management to build a diverse workforce by 2025. |
Science for Community. |
Who we are 70 71 3M 2020 Sustainability Report #improvinglives Employee diversity and inclusion |
Speakers included 3M CEO Mike Roman as well as other leaders who shared personal stories and tips for advancing diversity and inclusion at 3M. Speakers shared how to turn moments of exclusion into moments of inclusion, explored the science behind creating workplace environments where everyone feels safe to be themselves, and discussed how to be an inclusive leader and a voice for change. |
United Nations Standards: Support of women and LGBTI community 3M joined companies around the world to support 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. |
In support of these standards, 3M, along with other companies, has committed to having processes, policies, and programs in place that promote equality and safety, prevent harassment and discrimination, and advance women and LGBTI individuals in the workplace and the community. |
Two of 3M’s Employee Resource Networks (ERNs), the Women’s Leadership Forum (WLF) and 3M Pride, have played instrumental roles in identifying allies and advocates to continue to include and advance women and LGBTI individuals. Learn more about these efforts. |
CEO Inclusion Council. |
The CEO Inclusion Council is a diverse group of 3M leaders from across the company that focuses on action planning for inclusion and diversity initiatives. With CEO Mike Roman as the champion, the CEO Inclusion Council met quarterly throughout 2019. |
A significant part of the meetings is the Raising Voices Platform. Two ERN leaders present at each CEO Inclusion Council meeting. The purpose is to elevate current inclusion challenges impacting the specific group or broader organization. The focus is on accomplishments over the last six months, their priorities and strategic plan, and suggestions on ways to improve. The presentation is followed by a group discussion. |
Science of Inclusion. |
In 2019, 3M launched a Science of Inclusion training course for employees worldwide that explored how physiological and psychological responses to inclusion and exclusion are connected to health and well-being. The course examined relevant studies, included a quiz to uncover personal opportunities to be more inclusive, incorporated a “workplace inclusion challenge,” and provided specific ways employees can increase inclusion and contribute to workplace well-being. |
Global Inclusion Day. |
An environment that encourages people to listen to different perspectives, explore new ideas, and hold productive discussions leads to game-changing solutions. Inclusion and innovation are interconnected. On 3M Global Inclusion Day, employees learned how to support an inclusive workplace that enables everyone to feel heard, valued, and empowered to contribute their best. |
Inclusion and innovation are interconnected. |
One of the first actions of the CEO Inclusion Council in 2019 was committing to the United Nations Women’s Empowerment Principles and LGBTI Standards of Conduct for Business. |
Catalyst CEO Champions for Change. |
As part of 3M’s commitment to building a diverse and inclusive work culture, 3M CEO Mike Roman is a member of Catalyst CEO Champions for Change initiative, along with more than 60 CEOs and industry leaders who also have made personal pledges to accelerate gender equality and inclusion in their organizations. |
Global Inclusion Index. |
In 2017, 3M created the Global Inclusion Index, based on opinion survey data, to measure how included employees feel in the workplace. We are using results from the 2019 index to guide inclusion action plans across our organization. United States and global inclusion teams are activated to help fortify our culture of inclusion and drive improvement in their individual organizations’ Inclusion Index results. |
Martin Luther King Jr. Day. |
In January, 3M was the lead sponsor of the 33rd Annual State of Minnesota Martin Luther King Jr. Day Celebration held in St. Paul, Minnesota, which focused on themes of equality and representation in STEM (science, technology, engineering, and mathematics). As one of the keynote speakers, 3M CEO Mike Roman talked about the importance of facing reality to address socioeconomic inequities. Attendees included Minnesota Governor Tim Walz, Senators Tina Smith and Amy Klobuchar, plus hundreds of others, including busloads of 3M employees. |
International Women’s Day. |
In March, 3M celebrated International Women’s Day with global celebrations around the world. At 3M headquarters, the 3M Women’s Leadership Forum and Diversity & Inclusion Team hosted an interactive celebration that recognized women’s achievements and encouraged women to find the confidence to be their authentic selves. |
more than 500 participated in a Personal Purpose workshop, and thousands more took part in global celebrations around the world. |
Employee Resource Networks 3M’s ERNs include nine organizations designed to nurture leadership skills and collaboration across cultures, lifestyles, and genders through events and activities as they align to 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. |
3M’s nine ERNs continue to expand their reach globally. For example, 600. |
Over 3M employees joined a You Define You session, 65 the Women’s Leadership Forum now has more than chapters worldwide, and 3M Pride has expanded to 15 chapters around the globe. |
Who we are 72 73 3M 2020 Sustainability Report #improvinglives Employee diversity and inclusion |
ERN Community Champions 3M’s nine ERNs aim to address education equity and homelessness by participating in local 3M Impact projects for underrepresented and underresourced youth, families, and veterans. The ERN Community Champions also support skills-based volunteer interactions to increase student exposure to STEM, business careers, and skilled trades. |
ERN member development program. |
To address crowdsourced feedback from our ERN members around professional development, 3M’s Diversity & Inclusion Team partnered with 3M Learning & Development 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. |
Sharing preferred pronouns. |