We are using cookies in order to facilitate your navigation. By continuing to navigate on this website or clicking on the close button you accept our policy regarding the usage of cookies.
Yes, I accept Learn more
NASDAQ: MDLZ $75.13 USD 0 (0%)
Cookie Policy
Our Commitment to a Diverse, Equitable and Inclusive MDLZ
Mondelēz International takes seriously our commitment to help advance racial equity and inclusion among our colleagues, culture and communities. We believe we are stronger through our diverse and connected community, that racism has no place in any society, and that we will achieve racial equity by supporting our workforce and external partners so that they have what they need to be successful. We measure our success through our words, behaviors, programs, partnerships, and most importantly our progress against goals.
We are engaged in advancing the cause of DE&I and racial equality on numerous fronts, and we are dedicated to continuously evolving and enhancing our approach. Mondelēz International already provides transparent disclosure across numerous DE&I measures, and we believe our robust, multifaceted approach has initiated a path to help improve the root conditions necessary to create great workplaces for all in our organization and the community at large.
A message from ROBERT PERKINS, Chief Global Diversity, Equity and Inclusion Officer
Key Highlights
Goals & Progress
We are committed to realizing true change at Mondelēz International and to transparently reporting on our progress to help advance racial equity and work towards meeting our DE&I goals. We have established short- and long-term goals against three strategic DE&I pillars—colleagues, communities and culture—in each of our business units, and specific DE&I aspirational goals are part of our strategic scorecard within our annual incentive plan for the CEO and other senior leaders. Learn more below about our goals and progress as of December 31, 2022.
| GOAL | PROGRESS | |
|---|---|---|
|
Double |
|
In September 2020, we announced our goal to double our Black representation percentage in U.S. management roles by 2024; our 2020 baseline was 3.2% and we ended 2022 at 5.5%, an increase of nearly 72% |
|
Double |
|
Our ambition is to build a more diverse set of leaders and to do that we invest in early career development as a key entry point to increased diversity within our company's leadership; in the U.S. we are proud of our progress, with 57% diverse talent placement in our early career programs in 2022, tripling our placements from Historically Black Colleges and Universities (HBCUs) since 2020 |
|
Launch |
|
Sponsored by our Mondelēz International African Ancestry Council, and Latino Employee Council respectively, our mentorship programs in the U.S. have had a tremendous response with participants providing strong positive feedback |
|
Invest in multi-year education to BUILD CULTURAL COMPETENCE FOR ALL EMPLOYEES |
|
To build inclusive leadership practices and greater cultural competency, our signature MDLZ inclusivity training is provided for senior people managers |
|
Mobilize |
|
We believe in inclusive marketing – our company and many of our brands became partners with Unstereotyped Alliance in 2021, with the goal of helping to address harmful stereotypes in media and advertising content |
|
Aim to spend |
|
As of year-end 2022, we have spent more than $500 million with women- and minority-owned suppliers globally, and continue to develop, mentor and bring on new diverse suppliers annually |
|
Enable |
|
Our Business Units have community partnerships globally targeted to helping socio-economically disadvantaged communities and promoting racial equity and economic empowerment |
|
Establish multi-year |
|
In the U.S. we are proud to be Lead National Partner for Youth of the Year, the signature character and leadership program for Boys & Girls Club youth, investing $4.5 million over three years, starting in 2021, while engaging with local Clubs year-round to help foster a new generation of leaders prepared to live in and lead a diverse global economy |
|
Fund |
|
We are proud to partner with the Thurgood Marshall College Fund (TMCF), to provide a combined investment of $4 million in financial assistance, immersion/bootcamps and professional development to outstanding students attending one of TMCF’s member-schools including 47 publicly-supported Historically Black Colleges and Universities (HBCUs) and Predominantly Black Institutions, over 5 years, beginning in 2021 |
• The Company’s representation goals are aspirational in nature; MDLZ will continue to hire and promote the best qualified candidates through employment practices that are consistent with applicable laws
• Any numbers expressed in percentages are approximate
• Reported performance against our Black management representation goal in the U.S. covers the period from January 1, 2020 to December 31, 2022, and includes acquisitions/ventures in the U.S. announced in 2021 or earlier
• Reported performance for U.S. Hispanic and U.S. Asian management representation covers the period from January 1, 2021 to December 31, 2022, and includes acquisitions/ventures in the U.S. announced in 2021, or earlier
• Reported performance for early career programs in the U.S. covers the period from January 1, 2020, to December 31, 2022, and includes acquisitions/ventures in the U.S. announced in 2021, or earlier
Racial Equity Audit
Mondelēz International has strong oversight of our racial equality and DE&I efforts. Our Board of Directors conducts bi-annual reviews of our DE&I strategy, stakeholder interests, risks and progress with our SVP Chief Global Diversity Officer – both at the Board level and with the People & Compensation Committee.
In 2022, we voluntarily commissioned a third party to conduct a racial equity audit which will cover U.S. and Canadian aspects of the Company’s business. Watch the video to hear Mike Todman, member of the Mondelēz International Board of Directors and Liaison for the Racial Equity Audit, talk to the importance of this review.
A message from MICHAEL TODMAN, Board of Directors Liaison for Racial Equity Audit
Racial Equity Audit Details
Focus Areas include
- DE&I goals and initiatives
- Marketing strategies
- Political contributions
- Environmental and sustainability programs
Approach
- We have commissioned WilmerHale, a leading law firm with deep civil rights expertise and extensive experience conducting these audits across industries, to conduct the racial equity audit
- The audit will incorporate input from a range of stakeholders to inform WilmerHale’s assessment of our programs and initiatives
Audit Completion
- Report to be published upon completion, likely in late 2023
