Long before diversity and inclusion initiatives became a concern for many companies, Respect for People, one of the Huber Principles, inspired us to create a culture that valued different ideas, opinions and backgrounds.
But despite our progress in cultivating a highly engaging and collaborative culture, we believe that our goal of always making things better extends to ourselves as well as our work. As such, we have embarked on a multi-year journey to evolve our Workforce (how and who we hire and develop), Workplace (the experience our employees have at work every day) and Marketplace (how we interact with our customers and communities) as the world we live and work in continues to change.
We understand that diversity and inclusion means different things to different people. And we know that our employees support diversity and inclusion for different reasons. This has driven us to take a uniquely “Huber” approach to this journey, which is a reflection of the Huber Principles in action.
We call this approach, I Belong at Huber.
Our commitment starts at the top
Our CEO, Mike Marberry, is personally committed to building a more inclusive culture and is a signatory for The CEO Action for Diversity & Inclusion™, the largest CEO-driven business commitment to advance diversity and inclusion within the workplace. Nearly 500 CEOs have signed the pledge.
“As we respond to changing demographics in the workplace, and the changing expectations of a new generation of employees, I want to do whatever I can to continue to support the creation of an inclusive, respectful work environment where people can speak openly about diversity and inclusion issues, be aware of unconscious biases and share best practices that are driving progress.”
President & CEO of J.M. Huber Corporation
Inform, empower and engage at the local level
We’ve clearly defined I Belong at Huber and have empowered our leadership team and employees to have open and honest conversations about what diversity and inclusion means to them within their local environment. We support these conversations through the provision of training, messaging toolkits and positive storytelling.
Local operations have been asked to determine their local targets in alignment with our overall Strategic Framework and Activation Priorities:
2018-2020 plan ensures prioritization and sustainable cultural integration