Long before Diversity, Equity & Inclusion (DE&I) 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.

We understand that DE&I means different things to different people. And we know that our employees support diversity, equity and inclusion for different reasons. This has inspired 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 DE&I strategy focuses on three pillars: Talent (how and who we hire and develop), Culture (the experience our employees have at work every day) and Community (how we interact with our customers and communities).

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.

“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.”

-Mike Marberry
President & CEO of J.M. Huber Corporation

DE&I progress is a standard agenda item for Huber Management Council meetings. Each portfolio business also has DE&I metrics as part of their Key Performance Indicators.

Inform, empower and engage at the local level

We’ve empowered our leadership team and employees to have open and honest conversations about what diversity, equity and inclusion means to them within their local environment. We support these conversations through the provision of training, messaging toolkits and positive storytelling.

To create cohorts of community and belonging, we offer Employee Resource Groups (ERGs), which are voluntary, employee-led groups designed to connect employees who share a purpose, interest or background. ERGs create a more inclusive workplace and promote cultural competency through engaging events, collaborative projects, as well as learning and developmental opportunities.

Current ERGs at Huber


Women’s Inspiration Network (WIN)

Black Employees Supporting Talent (BEST)

Young Professionals at Huber

At Huber, we believe that different cultures, ethnicities, faiths, ages, sexual orientation and genders make us stronger. And we will continually strive to make Huber’s inclusive culture better, a place where our people feel empowered to share their ideas and know that they will be heard and valued. Want to join us?

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