Diversity

EXDI benefits the entire workforce and supports the overall success of our business. West does not tolerate discrimination or harassment of any team member, customer or service provider because of age, race, color, religion, sex, ancestry, national origin, military service or application, marital status, citizenship status, physical or mental disability, genetic information, sexual orientation, gender identity or expression, or other protected characteristic under applicable laws. We’ve created safe and inclusive environments that allow all team members to bring their best selves to work. Our team members are located across the world, with varying life, educational, cultural and family experiences and all have a voice here. We learn and grow through the wide diversity of thoughts and ideas.

Throughout the year, West’s Chief Executive Officer and executive leadership team keep a steady focus on EXDI objectives, including increasing the diversity of West’s leadership. West’s Board of Directors is comprised of 30% women. On December 31, 2021, women and/or U.S. minorities made up 55% of West’s Executive Team, a number that increased to 64% as of June 1, 2022. In 2021, using an outside consulting firm, we conducted senior leadership interviews to further refine our Employee Experience, Diversity & Inclusion (EXDI) Strategy. A CEO-led Inclusion Council was formed to support the Employee Business Resource Group strategy and metrics and a draft scorecard were developed to guide action and track the progress of our efforts.

A newly identified priority is enhancing and renewing our efforts to create a more diverse supply chain, helping to ensure we are partnering with suppliers whose businesses are owned and managed by members of diverse groups. 

We know that partnering with suppliers who reflect the diversity and demographics of the markets we serve makes clear business sense, while also helping to deliver on our promise of creating a positive social impact on our world. 

West’s philanthropic support reflects our commitment to EXDI. In 2021, the pandemic continued to create challenges for many in our communities, presenting new opportunities to support those in need around the world. Given the unrest and violence against our Asian communities, Asian Americans Advancing Justice was one of our focus charities. The donation of ventilators to clinics in India sustained the lives of COVID-19 patients and provided hope to their families and we funded global COVID-19 efforts through support of the World Health Organization and the United Nations. Our commitment to the LGBTQ+ community was strong through support for the Cancer Support Community of Greater Philadelphia, an organization offering free programs for diverse and under resourced LGBTQ+, bilingual and minority communities impacted by cancer.

Recruiting & Retaining Top Talent

Truly diverse workplaces hire team members who represent a wide range of gender identities, sexual orientations, races, nationalities, ages, and languages spoken. 
Diversity is a major focus of our recruiting strategy, with success measures implemented to ensure we are attracting and hiring diverse talent. 
By recruiting and retaining diverse team members at all levels, we benefit from creative problem-solving and smarter decision-making. 
Today, women and/or U.S. underrepresented minorities comprise  43% of West’s senior leadership team. Our U.S. workforce is comprised  of 45% from minority backgrounds and 37% of our global team members are female. Throughout 2021 we partnered with several organizations  to support our diversity in recruiting goals, including a partnership  with Disability Solutions to offer Fireside Chat and HR/Manager webinars to increase disability awareness and support diversity recruitment.

Team Member Experience

The One West team is a diverse population from around the globe, with different life, educational and cultural experiences. We come together, bringing our own unique perspectives and a shared vision of a healthier world. 

We understand that to help retain these talented team members, we must continue embedding D&I strategies across the entire Employee Experience. 

Revitalization of our Employee Business Resource Groups (EBRGs) is underway. The groups continue to connect team members around the globe, expanding networks and cultivating career growth. Our EBRG structure has three EBRGs — Women’s Initiatives Network (WIN), Multinational Organization Supporting an Inclusive Culture (MOSAIC), and Veterans & Allies Leading 
for Organizational Results (VALOR). An expanded Diversity Council and a fourth EBRG will launch in 2022. Furthermore, as noted above, Attraction and Retention of Talent, with a focus on Diversity, Equity and Inclusion, has been identified as priority area in our transformed ESG strategy moving forward.

Our goal is to continue to evolve as a diverse, equitable, and inclusive workplace. We will work hard to support EXDI and promote more inclusive practices throughout the organization, creating a safe and welcoming environment for current team members, and for those talented candidates we seek to attract.