Culture, Diversity, Equity & Inclusion
You Belong Here
We have a vision of a workplace culture at Walmart and Sam’s Club where everyone is included – one where associates with unique identities, styles, experiences, abilities and perspectives are understood, supported and championed by their leaders. Our commitment is to continually create this kind of culture through intentional actions that reflect our values of Respect, Integrity, Service and Excellence in order to ensure that our associates feel like they belong.
Our Vision: Everyone Included. By fostering a workplace culture where everyone is—and feels— included, everyone wins. Associates are happier, perform at their best and in turn, provide better service to our customers and members.
Our Mission: The Global Office of Culture, Diversity, Equity & Inclusion’s (CDEI) mission is to create an inclusive culture where all associates are engaged to deliver on our purpose of saving people money so they can live better.
Introducing Denise Malloy, New Chief Belonging Officer
We’re excited to welcome Denise Malloy as our first-ever Chief Belonging Officer, which is an evolution of the Chief Diversity Officer position.
We remain as committed as ever to diversity, equity and inclusion progress, and Denise will be an invaluable partner and counselor to the business as we continue our journey to ensure associates feel accepted and valued for their unique identities and skills. Denise will also work closely with our Associate Resource Groups, Officer Caucus leadership teams, President’s Inclusion Council and many others across the organization to accelerate our focus of belonging across Walmart.
Our Approach
Our four guiding principles shape our approach to improving the company’s CDEI health and set the foundation for sustainable change across the enterprise:
- Accountability—Promote action through ownership and acceptance of responsibility for inclusive behaviors
- Data-driven decisions—Collect and analyze data, and generate verifiable insights to make better decisions
- Objectivity— Minimize subjectivity to reduce the risk of bias in talent processes
- Transparency— Increase access to information through communication and collaboration
CDEI Report
People
Walmart’s Diversity and Inclusion insights are just a click away, with this self-service tool. For a deeper understanding and breakdown of specific diversity data, please explore the interactive table below.
Report for
Diversity & Inclusion by the Numbers
Percentages
as of December 31, 2022 for International† markets and composites and as of U.S. pay
period ending on January 27, 2023 for the United States. Global data is the combination
of International and U.S. data from these respective reporting periods. Percentages are as of U.S. pay period ending
on July 29, 2022 for the United States, International† markets and composites. Global
data is the combination of International and U.S. data from the reporting period.
Percentages as of December 31, 2021 for
International† markets and composites and as of January 31, 2022 for the United States.
Global data is the combination of International and U.S. data from these respective
reporting periods. Percentages
as of June 30, 2021 for International† markets and composites and as of July 31, 2021
for the United States. Global data is the combination of International and U.S. data
from these respective reporting periods. Data as of December 31, 2020 for
International markets† and composites and as of January 31, 2021 for the United States.
Global data is the combination of International and U.S. data from these respective
reporting periods.
Please see glossary for data definitions.
U.S. Workforce Representation - Women
U.S. Workforce Representation - Ethnicity
U.S. Workforce Representation by New Hire
U.S. Workforce Representation by Promotions
U.S. Workforce Representation by Age
Average Age of the U.S. Workforce
International† Workforce Representation - Women
Total Workforce Representation by International† Market - Women
Global Workforce Representation - Women
Numbers represent average age
Numbers represent percentages %
Not disclosed at FY21 Mid-Year
Definitions & Disclosures
Global: Aggregate of International and U.S. data
United States: All 50 states, excludes Puerto Rico
International†: Africa, Canada, Central America, Chile, China, and Mexico.
Excludes associates in India and eCommerce associates in Ireland and Israel.
*Africa
(Botswana, Ghana, Kenya, Lesotho, Malawi, Mozambique, Namibia, Nigeria, South Africa, Swaziland,
Tanzania, Uganda and Zambia)
**Central America (Costa Rica, El Salvador, Guatemala, Honduras
and Nicaragua)
*** Walmart divested its retail operations in the United Kingdom and Japan in
February and March of 2021, respectively.
Non-Management
- U.S.: All hourly associates, excluding temporary associates
- International: Determined using Hay Points scale with non-management level positions being those scored between 0 - 437. Roles would include but not limited to administrative and frontline field associates
Management
- U.S.: All salaried, exempt associates
- International: Determined using Hay Points scale with management level positions being those scored between 438 - 1,260. Roles would include but not limited to Senior Directors, Directors, Managers and field managers
Officer
- U.S.: President, Executive Vice President, Senior Vice President and Vice President positions
- International: Determined using Hay Points scale with officer level positions being those scored between 1,261 - 7,000
Women of Color: An aggregate composite of U.S. women including African American/Black, Asian, LatinX, Native American/Alaskan Native, Native Hawaiian/Pacific Islander, and women of two or more races
People of Color: An aggregate composite of U.S. associates including African American/Black, Asian, LatinX, Native American/Alaskan Native, Native Hawaiian/Pacific Islander, and individuals of two or more races
‡ Minimum age for employment at Walmart Inc. or one of its subsidiary companies, in the United States is at least 16 years old.
