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RACIAL EQUITY JOURNEY

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

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.

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

$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

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.

Aim to 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%

Expand
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
MENTORING & 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, 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

Progress in Action

  •  Board Diversity Action Alliance

    Commitment to Board Diversity

    In 2020, we joined other international organizations as a signatory of the Board Diversity Action Alliance, which seeks to increase the representation of racially and ethnically-diverse leaders on the boards of corporations, beginning with Black directors. The Board’s directors bring a diversity of gender, race, national origin, thought, and global experiences that promotes informed decision-making.

  • Employee Resource Group

    Our MDLZ U.S. Employee Resource Groups

    Our MDLZ U.S. Employee Resource Groups

    Mondelez Employee Resource Groups (ERGs) provide spaces for employees to connect, grow and contribute to a community of colleagues connected through dimensions of identity.

    Through celebratory events, educational programs, mentorship programs, community partnerships and more, the ERGs play a key role in the U.S. in helping to bring our values to life.

  • The Hispanic Promise

    The Hispanic Promise

    The Hispanic Promise is the first-of-its-kind national pledge to create inclusive environments within the workplace and to take positive actions to hire, promote, retain and celebrate Hispanics in the workplace. Launched at the World Economic Forum in 2019, the Hispanic Promise is a non-legally binding sign of intention, result of the joint effort of multiple Hispanic Organization as a call to action for business leaders and companies of Corporate America to create a more inclusive work environment for Hispanics.

    In September 2022, Mondelēz International signed the Hispanic Promise to show our ambitions to create a more inclusive environment for Hispanics.

  • smiling female employee

    Meet Our Makers and Bakers

  • Chips Ahoy! Follow Your Art

    Chips Ahoy! Follow Your Art

    Chips Ahoy! Follow Your Art

    Started in 2022, the Chips Ahoy! Follow Your Art program is a $1 Million commitment over three years to support Arts Programs at Boys and Girls Clubs of America, resulting in 358 million impressions or opportunities to view Boys & Girls Club and Influencer art!

  • MDLZ Employees posing at Juneteenth Day of Service

    Juneteenth - MDLZ U.S. Day of Service

    Juneteenth - MDLZ U.S. Day of Service

    Mondelēz International designated Juneteenth as a Day of Service in 2020. Each year our colleagues come together to recognize Juneteenth as a critical day in U.S. history and have the opportunity to participate in service activities throughout the country. In 2023 we leveraged our partnership with the Boys & Girls Clubs of America.

  • Thurgood Marshall College Fund scholar

    Thurgood Marshall College Fund Partnership

    Thurgood Marshall College Fund Partnership

    We're proud to have partnered with the Thurgood Marshall College Fund to provide $4 Million in financial assistance and immersions/bootcamps and professional development to increase access to higher education for outstanding scholars attending TMCF member-schools, over 5 years, beginning in 2021. The TMCF member-schools include America’s publicly-supported Historically Black Colleges and Universities (HBCUs) and Predominantly Black Institutions (PBIs).

    Hear from the scholars directly on their experience during the corporate immersion at MDLZ NA Headquarters in East Hanover, NJ.

  • DEI Awards

    DEI Impact Awards

    DEI Impact Awards

    The DEI Impact Awards strive to build a culture of recognition for leadership in DEI across the U.S. and give greater visibility and recognition to teams and individual colleagues that are leveraging Diversity, Equity and Inclusion as a driver of growth. Colleagues nominate fellow team members across 4 award categories and the top 3 nominees and winners in each category are recognized during the Award Ceremony.

Racial Equity Audit Results

Mondelēz International believes that diversity, equity, and inclusion (DE&I) are key to our success to drive innovative, more sustainable growth. In 2022, we commissioned a third-party racial equity audit by WilmerHale, a law firm with significant experience conducting these reviews for leading companies. We voluntarily undertook this review, with oversight from the Mondelēz International Board of Directors, to help us understand how we can continue to optimize our business objectives and be responsive to shareholder input.

In our comprehensive audit, WilmerHale interviewed over 110 internal stakeholders and reviewed hundreds of documents across both internal and external aspects of our business, including marketing, philanthropy, political contributions, supplier diversity, internal workforce efforts, and environmental considerations. The audit covered U.S. and Canadian aspects of our business, and while it focused on racial equity, it also considered issues related to gender.

We were pleased that the audit found that we have made progress on promoting equity at our company, including:

  • Our responsible marketing policies and procedures are well-conceived and receive management-level attention.
  • We have enhanced our processes for vetting political contributions and considering political engagement.
  • We have increased our spending with minority- and women-owned businesses.
  • We have invested significant time and resources in developing our DE&I infrastructure and strategies.
  • We have numerous processes in place designed to recruit and develop talent, including diverse talent.
  • We have no statistically significant pay gap with respect to race in the United States and a <1% (and narrowing) gender pay gap.
  • We are investing in developing advanced chemical recycling infrastructure to support both recyclability of flexible film packaging and increased circularity to help reduce environmental impact in the communities where we operate and beyond.

The audit report indicates we are on the right path and also provides guidance for our continued efforts moving forward.

The observations and recommendations are helping shape our approach and strategy.

Our focus will be on making further improvements in the areas of:

  • Enhancing our governance around marketing and political contributions.
  • Enhancing the ongoing policy review process.
  • Strengthening our systems and resources related to:
    • workplace investigations,
    • talent management, and
    • supplier diversity.
  • Continuing to focus on healthy lifestyles through our external engagements.

"I am proud to serve as the liaison to our Board of Directors on this very important initiative. We believe this audit will be an important next step on our DE&I journey, helping us to gain a better understanding of how we can make a greater impact on both our business and the broader community."

MICHAEL TODMAN, Board of Directors Liaison for Racial Equity Audit