Belonging, Diversity, Equity and Inclusion Report
Executive Messaging
As a people-led, tech-empowered omnichannel retailer, Walmart’s purpose is to help people save money and live better. Our purpose, values and behaviors shape our culture and set us apart. We want to create a workplace where everyone feels they belong and where everyone thrives.
A culture of belonging is rooted in respect for the individual, and is the effective outcome of diversity, equity, and inclusion efforts. When associates feel like they belong, they are empowered to bring their authentic self to work; in turn, they are empowered to deliver great service to our customers and members.
We carefully monitor data to measure our progress, assess the value of our work, and add transparency. Since publishing our annual report in April of 2023, we have seen:
- Global representation for women in officer positions increase steadily, and officer representation in the U.S. for women and People of Color is at its highest level since at least 2021.
- U.S. hourly-to management and management-to-management promotions increase overall for People of Color.
- Asian and Hispanic representation is up year to date across the board.
A culture of belonging taps into unique perspectives, skills, and experiences that drive creativity and innovation. Across our business, we’re finding new ways to help all people feel like they belong. For example, our Accessibility Center of Excellence, inAble associate resource group, and business teams recently curated adaptive products online and launched sensory hours to make back-to-school shopping easier for our associates, customers, and members. Initiatives like this are a perfect example of why I’m proud to belong at Walmart.
Denise Malloy
Senior Vice President, Chief Belonging Officer
I Belong. You Belong. We Belong.
Take a look at how associates put belonging into action around the world.
Belonging and Back to School
Sensory hours were a welcome addition during back-to-school shopping.
DEI By the Numbers
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.
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, Puerto Rico
International†: Africa*, Canada, Central America**,
Chile, China, and Mexico. Excludes associates in India and eCommerce associates in 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, 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.
