At Stanley Black & Decker, it’s not in our nature to sit back and wait for things to happen. We’d rather lead the way.


That’s why we’re taking thoughtful, deliberate steps to drive progress and confront racism and social injustice throughout our communities and across the world. Our 10-point commitments may be just a start, but we’re hopeful that we’re moving in the right direction.

I’m grateful for Stanley Black & Decker’s investment in the McKinsey Academy Black Executive Leadership Program to help employees hone their leadership capabilities through peer coaching in support of achieving our professional aspirations.

Portrait of Karen Price Ward
Karen Price-Ward
Director of Social Impact

We will show our commitment to diversity, equity and inclusion as a foundational culture element by:

  • Sharing, promoting and advocating the commitment across the company as a cornerstone of who we are
  • Taking action that reinforces there is no place in our company for anyone who does not demonstrate these leadership principles or live by our company’s values

We will ensure Black employees at Stanley Black & Decker are equipped with:

  • A clear and compelling roadmap for success
  • Transparent visibility to opportunities for growth and advancement
  • Access to individuals, networks and resources necessary to reach their professional goals

We will leverage our long-standing legacy and position as a leading Global Diversified Industrial to:

  • Be an economic growth engine in communities of color within our global footprint
  • Accelerate entrepreneurship, support minority businesses and increase supplier diversity
  • Drive development in youth and workforce opportunities

10-Point Plan for Racial Equity

We know that we don’t have all the answers. But we do have specific plans in place. And we plan to hold ourselves accountable by achieving the milestones we’ve set for ourselves as a company with a unified commitment to equity and opportunity.


Evolving who we are as a company

  • Expand our Stanley Black & Decker Office of Diversity, Equity and Inclusion. Appointed Chief Diversity Officer continuing to ensure alignment across businesses and regions.
  • Provide clear channel of communication for reporting discrimination and retaliation. Encourage our people to report any work issue including discrimination, harassment or any behavior that does not align to our values or that may be against the law.
  • Require unconscious bias training. We continue to execute initiatives across the global workforce designed to foster an inclusive workplace. We provide relevant training and guidance to employees regarding diversity, including inclusive workforce training.
  • Support racial equity causes and minority-owned businesses through our employees’ participation in annual Juneteenth week of service. Juneteenth is a recurring holiday for all U.S. employees.


Laying the groundwork for success

  • Build relationships with Historically Black Colleges and Universities (HBCUs) and other institutions that support equity through education. Awarded $400,000 to 27 scholars at five HBCUs through the Stanley Black & Decker Leadership Scholarship. Hosted our second annual inaugural Stanley Black & Decker Innovation Challenge in partnership with the Thurgood Marshall College Fund.
  • Expand a multi-month, best-in-class Black leadership development program to include Asian American Pacific Islander (AAPI) and Hispanic/Latinx employees. These programs continue to have a high participation rate across Leadership Essentials (early-in-career professionals), Management Accelerator (mid-career managers), and Executive Leadership (senior executives) academies.
  • Reform our performance review process to ensure visibility to diverse talent. We continue to evolve a recurring process to pulse strategies, overall development and visibility for diverse talent.



Building a strong network through outreach

  • Donate $10.5M by 2027 to racial equity related organizations. (Revised Goal) $3.7M donated as of December 2022.
  • Create a strategy to drive economic development for youth of color. We continue to host the Empower Makers Global Impact Challenge, to fund nonprofit initiatives. We expanded the RISE (Reach, Inspire, Support, Engage) program to now include Maryland, along with inaugural Connecticut community partners.
  • Set a supplier diversity goal aligned with our supply chain transformation by 2027.

We support a company culture where all employees can thrive.

Equal Opportunity Employer, including those with disabilities and military veterans.

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