"One of our primary responsibilities as leaders is to build
talent. For Kimberly-Clark to grow and prosper, we need to have the
right people in the right roles with the right
opportunities. Ultimately, we must build a more diverse and
inclusive global organization that looks, thinks and behaves like
the people that use our products.It's a priority for me, and I need
it to be a priority for you, as well."
Kimberly-Clark Chairman and CEO Thomas J. Falk
Kimberly-Clark values the unique and varied characteristics,
life experiences and perspectives of its people. We believe that a
workforce that reflects our consumer base provides insights and
ideas that will strengthen our position as a global leader. See how we value
the points of view of our people.
We also recognize that talent and skills are not defined by
race, color, religion, sex/gender, age, sexual orientation,
national origin, disability, gender identity, genetic information,
veteran status, education, or background. We believe in nurturing
talent and engaging all employees in the effort to make a
difference for our customers and communities. We want to recruit
and retain top talent by insuring that training opportunities exist
and that barriers to success are removed.
We will thrive as a business when all employees feel inspired to
do their best work, individually and collectively.
Kimberly-Clark has an extensive history of embracing and
encouraging workplace diversity.
In the United States, we are members of a number of diversity
- National Society of Black Engineers (NSBE):
Kimberly-Clark joined their Board of Corporate Affiliates in 2000.
We hold the highest level of corporate membership.
- Society of Hispanic Professional Engineers
(SHPE): Kimberly-Clark is a member of their Industrial Partner
Council and has conducted workshops at their conventions.
- Society of Women Engineers (SWE):
Kimberly-Clark is a member of their Corporate Partnership Council.
SWE offers professional and personal development. Kimberly-Clark
women are in leadership roles at the national level and the
Atlanta, Georgia, chapter.
- National Black MBA Association: Kimberly-Clark
partners with this organization for recruiting.
- National Society of Hispanic MBA:
Kimberly-Clark partners with this organization for recruiting.
- Catalyst Research: An advisory organization
working to build inclusive environments and expand opportunities
for women at work. Kimberly-Clark's chairman and CEO is a member of
the board and the annual conference is attended by Kimberly-Clark
women and other executives.
- The Executive Leadership Council: An
independent, non-profit corporation, founded in 1986 to provide a
network for African-American executives of Fortune 500
In Europe, our European Diversity Council advises our leadership
on diversity issues with focus on gender and work-life balance.
Kimberly-Clark's Human Rights in Employment Policy prohibits
discrimination and/or harassment based on race, color, sex/gender,
pregnancy, sexual orientation, gender identity, age, religion,
creed, national origin, disability, genetic information, veteran
status, legally protected leave, and other categories protected by
At the end of 2013, the percentage of women in director-level
positions globally was 26.4 percent and the percentage of U.S.
ethnic minorities in director-level positions was 15.6 percent.