Diversity, Equity and Inclusion
We strive to build and nurture a culture where all employees can thrive and where inclusiveness is a reflex, not an initiative—where there is a deep sense of pride, passion and belonging that transcends any role, business unit, language or country.
It’s clear that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results. Our dedicated, engaged, inclusive and collaborative workforce puts all of our goals within reach. When all employees feel valued and heard, everyone is positioned to do their best work every day. We take pride in the progress we’ve made, while knowing that we still have
To be a force for good, you have to take a stand. In the face of incidents of stark racial injustice in the U.S., we made a public statement of solidarity with the Black community and all who want to see justice and human dignity prevail. It reads as follows:
We are for those who demand justice, take a stand for equality and commit to inclusivity for all.#TogetherWeAreMore
Our 10 Commitments to Support
Justice takes action. To translate our stand into meaningful impact, we’ve committed to a set of 10 action items. This roadmap is a step-by-step guide for our leadership and employees, focused on the following outcomes:
- Culture—Evolving who we are as a company 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, and by taking action that reinforces these leadership principles and our values.
- Career—Laying the groundwork for success We will ensure Black employees at Stanley Black & Decker are equipped with a clear and compelling roadmap for success, with transparent visibility to opportunities for growth and advancement and access to individuals, networks and resources necessary to reach their professional goals.
- Community—Building a strong network through outreach We will leverage our long legacy and position as a leading global diversified industrial to be an economic growth engine in communities of color within our global footprint—accelerating entrepreneurship, supporting minority businesses and increasing supplier diversity, while also driving development in youth and workforce opportunities.
Commitment to Gender Parity
We are driving positive change toward equality in the workplace by focusing on attracting, retaining, promoting and developing more women across our entire workforce, mitigating bias and supporting workplace flexibility. Stanley Black & Decker is an early member of Paradigm for Parity®, the global coalition of leading companies committed to elevating gender parity. As such, we have committed to achieving 50-50 gender parity in leadership by 2030.
|As of January 2, 2021||BOARD OF DIRECTORS*||CEO & DIRECT STAFF||NEW HIRES||TOTAL WORKFORCE|
|As of January 2, 2021|
*Board of Directors is inclusive of two board members added during the February meeting and is presented in a consistent manner with the Proxy filing.
International Women’s Day and #EqualEverywhere
As an active participant in the United Nations’ #EqualEverywhere campaign, we’re raising awareness of the need to address gender parity around the world and make strides in supporting women and girls in STEAM careers.
For International Women’s Day in 2020, we partnered with the UN Foundation to convene passionate advocates and stakeholders at the UN’s annual International Women’s Day events in Washington, D.C. and New York City. Our funding is also helping the foundation’s broader gender equality work as a lead convener and communicator for key UN issues, even in the midst of the COVID-19 pandemic—encouraging people to take action, particularly in support of girls’ and women’s rights and dignity.
gender equality champions from 23 countries featured
people reached across social media
Diversity, Equity and Inclusion Initiatives
To further our culture of inclusion, we invest in and provide support for a number of Diversity, Equity and Inclusion (DEI) initiatives.
Employee Resource Groups (ERGs)
To foster a diverse and inclusive culture where people are empowered to be who they are, we’ve supported the establishment of nine employee resource groups since founding the Women’s Network in 2015. In the intervening years, we have added eight more ERGs, and our current network has grown to more than 90 chapters globally. Whether focused on Working Parents, African Ancestry, Pride/Allies or (Dis)Abilities, our ERGs are engaged with executive sponsors, members, allies and external partners to ensure a deep sense of pride, passion and belonging in our culture, and a focus on career development and community engagement.