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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.

Robert Perkins
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A message from ROBERT PERKINS, Chief Global Diversity, Equity and Inclusion Officer

Key Highlights

Leader Inclusivity Training

for senior people managers to build inclusive leadership practices and greater cultural competency

$4.5 Million

investment over three years, starting in 2021, as a Lead National Partner for Boys & Girls Clubs of America’s Youth of the Year program

$4 Million

combined investment in financial assistance, immersion/bootcamps and professional development to the Thurgood Marshall College Fund over 5 years, beginning in 2021

57%

diverse talent placement in our U.S. early career program in 2022, tripling our placements from HBCUs since 2020

72% ↑

increase in U.S. Black management representation from 3.2% in 2020 to 5.5% in 2022

22% ↑

increase in U.S. Hispanic management representation from 11% in 2021 to 13% in 2022

8% ↑

increase in U.S. Asian management representation from 12% in 2021 to 13% in 2022

No Negative Pay Gaps or Systemic Issues Found

A 2022 analysis found no systemic issues and no negative pay gap between non-white and white employees performing substantially similar work in the U.S. Learn more.

More than $500 Million

in spend with women- and minority-owned suppliers in 2022

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
BLACK MANAGEMENT REPRESENTATION percentage in the U.S. by 2024

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
INVESTMENT IN EARLY CAREER PROGRAMS
including with Historically Black Colleges & Universities

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
MENTORSHIP & LEADERSHIP DEVELOPMENT PROGRAMS focused on accelerating development

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 
BRANDS AND MARKETING PARTNERS to drive change, equity & inclusion

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
$1B WITH MINORITY- AND WOMEN-OWNED BUSINESSES by 2024

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
100% OF OUR BUSINESS UNITS TO HAVE PARTNERSHIPS supporting underrepresented communities

Our Business Units have community partnerships globally targeted to helping socio-economically disadvantaged communities and promoting racial equity and economic empowerment

Establish multi-year
SIGNATURE PARTNERSHIP WITH BOYS & GIRLS CLUBS OF AMERICA to help close the opportunity gap for youth in the U.S.

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 
SIGNATURE MULTI-YEAR SCHOLARSHIP PROGRAM for underrepresented youth in the U.S.

 

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.

Mike Todman
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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

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