Inclusion is part of our company’s Enduring Values and core to our fundamental beliefs. It’s not something that we need to justify or have a business case for—it’s simply the right focus for our company and employees. If we want to create a culture where everyone can thrive, we need to practice inclusion every day. This means celebrating our differences and, more importantly, recognizing the value those differences bring to our organization.
Chairman & CEO
Diversity & Equal Opportunity
Inclusion & Diversity is one of Whirlpool Corporation’s Enduring Values and remains a critical strategic priority for our organization. Our global strategy for Inclusion & Diversity is focused on three pillars.
First, we are focused on creating and maintaining an inclusive workplace that brings out the best in our employees, where all employees feel welcomed, valued, respected and heard. Second, we must continue to build a diverse workforce that represents the diversity of our consumer base, with a specific focus on female representation globally and Black representation in the U.S. Third, we are focused on creating a vibrant marketplace by building the right strategic partnerships and relationships with diverse organizations. This includes our own supplier network as well as our partnerships in local communities around the world.
Inclusion & Diversity—Strategic Focus Areas
A culture where every employee feels welcomed, valued, respected and heard.
A workforce that represents our diverse consumer base at all levels of the organization.
Strategic focus areas: female (globally) and Black and Underrepresented Minorities (URM) (U.S.) representation.
A diverse supplier network, strong community and business partnerships and a positive reputation in local communities.
Launch of I&D Councils
After establishing our Executive Inclusion & Diversity Council (composed of senior executives from across the company) in 2020, we began launching Regional Inclusion & Diversity Councils in three of our four regions in early 2021. These Regional Inclusion & Diversity Councils are responsible for translating the Global Inclusion & Diversity Strategy into a five-point action plan that will have the greatest impact on increasing diverse representation and creating a more inclusive workplace. Each Regional Council consists of approximately 8 to 10 Director and above leaders who gather input from local Employee Resource Groups and ensure the right strategy and resources are in place to meet their goals. Through their leadership, the Councils have helped Whirlpool Corporation continue to make progress on all three strategic focus areas described above.
Global Inclusion Week
The company held its third annual Global Inclusion Week in October 2021. The focus of the week was to help create a culture of belonging through interactive activities, shared experiences and creating a dialogue about inclusion throughout our global workforce. The activities featured leader-led discussions as well as industry-leading keynote speakers. Many of Whirlpool Corporation’s salaried workforce attended at least one event, and all global regions participated. In a post-event survey, 94% of responding employees said they would participate in Global Inclusion Week again, and 88% agreed that Global Inclusion Week influenced them to behave and/or act more inclusively in the future.
All In for Inclusion
A powerful new “All In for Inclusion” campaign was launched this year for employees and external stakeholders, reinforcing the importance of inclusion in the workplace and championing Whirlpool Corporation’s inclusion behaviors: Welcomed, Valued, Respected and Heard.
There is power in owning who we are and confidently expressing our true selves.
Knowing we are welcomed, valued, respected and heard within Whirlpool Corporation where Inclusion and Diversity is an enduring value.
We are more than perceptions. We are individuals, proudly proclaiming our unique contribution to the connection we all share.
Employee Resource Groups
Whirlpool Corporation’s Employee Resource Groups (ERGs) adapted to the COVID environment by sharing specific programming based on the needs of their members. As an example, the Whirlpool Asian Network (WAN) played a critical role in supporting their members this year given the racial unrest and violence against Asian Americans. Based on learnings from our African American employee network, WAN hosted a session for their members with an expert who shared advice on how to mitigate the impact of discrimination and racial violence on mental health and well-being.
Spotlight: Whirlpool Women’s Network Helps to
Improve Family Benefits
Starting January 1, 2022, Whirlpool Corporation launched new family benefits in the U.S. to continue to support inclusive benefit offerings for families no matter their path to parenthood.
Whirlpool Corporation has partnered with Progyny, a leader in the fertility space, to offer comprehensive coverage not only financially, but also emotionally, to guide employees every step of the way. Progyny partners with a premier network of endocrinologists across the U.S. whose job is to ensure the best possible outcomes for families.
Adoption & Surrogacy
In addition to fertility benefits, Whirlpool Corporation will be increasing the adoption reimbursement from $5,000 to $10,000 and adding a new surrogacy benefit with a reimbursement of $10,000. Fertility, adoption and surrogacy processes are complex and confusing. A Progyny Client Advocate (PCA) guides employees through all the processes and helps navigate adoption agencies and home preparation.
Caregiver Leave, another new benefit in 2022, provides two weeks of paid leave for eligible employees to care for a spouse/domestic partner, child or parent with a serious health condition as defined by FMLA.
One in eight couples struggle with infertility, one in four women miscarry...I never realized how relatable I was until I started sharing my fertility journey. You are not alone.
Senior Sales Manager and WWN Pillar Co-Lead
Global Employee Representation
Whirlpool Corporation establishes annual representation goals for each of our Executive Committee members for gender (globally), underrepresented minorities (U.S.) and Black employees (U.S.) for both Director and above and Manager/Sr. Manager levels. Specifically, each Executive Committee member has a goal for his or her organization in terms of the percentage of women, underrepresented minority and Black employees at the levels described above. Overall, we are seeing good progress on our gender goals, and we are seeing moderate progress on our underrepresented minority goals. However, we have the most opportunity to continue improving our Black representation, which is why we remain steadfast in our commitment to delivering the actions outlined in our Racial Equality Pledge.
1 Decline in total number of employees from 2020 to 2021 primarily attributable to the Whirlpool China divestiture.