Governance & Accountability
Our governance structures aim to provide effective oversight of our diversity, equity and inclusion strategy. To help drive accountability, we have inclusive leadership expectations in place, and we measure progress and report data to inform our actions.
- Walmart Inc. Board of Directors and Board Committees
- The Board is comprised of directors with diverse backgrounds, experiences and viewpoints, which we believe improves board dialogue and decision-making. The Board has adopted a policy requiring that search firms include women and people of color candidates among the pool of potential directors, and we ask Board members to annually disclose their gender and race/ethnicity. As of April 2023, the Walmart Board included 27% women and 18% directors who are racially/ethnically diverse.
- The Compensation and Management Development Committee of the Board has the authority and responsibility to review and advise management regarding the Company’s human capital management strategies, including culture, diversity, equity, and inclusion strategies, programs, and initiatives.
- Walmart Inc. Management
- Walmart's EVP, Chief People Officer is a member of the Walmart Executive Council and is responsible for leading Walmart's culture, diversity, equity, and inclusion strategies.
- The Global Chief Belonging Officer leads our Global Office of Belonging, Diversity, Equity & Inclusion and is responsible for utilizing Walmart’s core values to build a culture of belonging which are essential to how we work; our business accessibility and processes; how we serve our customers and stakeholders; and our commitment to measurable outcomes using data to establish key BDEI metrics.
- The President’s Inclusion Council comprises Walmart executives (including President and CEO Doug McMillon, who chairs the Council) and serves in an advisory capacity to Walmart’s Executive Council and the entire organization to help Walmart sharpen its culture and foster inclusion across the enterprise. The members, who serve a two-year term, represent each of Walmart’s business segments and corporate functions.
For more information on our Board and other corporate governance topics, please visit our Corporate Governance website.
Diversity, Equity and Inclusion in Performance Evaluations and Compensation Decisions
Walmart’s Leadership Expectations (LEs) translate our values into expected behaviors for associates throughout the company. They were developed with input from our CEO, leadership teams, and other campus and field associates based on surveys, interviews, and focus groups. They were implemented in Walmart’s Home Office in July 2021 and launched to our field population March 2022. The LEs have been designed to help our associates understand how to bring our purpose and values to life in everyday work and will be incorporated into annual evaluations, training, and talent and development programs. In addition, select U.S. associates (including all officers, Home Office senior directors/directors, and all field salaried management) have Inclusive Leadership Expectations (ILEs) focused on fostering a culture of diversity, equity and inclusion. These ILEs outline specific actions, including participating in training sessions and mentoring fellow associates. As of January 2023, more than 70,000 associates had ILEs incorporated into annual performance discussions. Additionally, violations of our Global Discrimination and Harassment Prevention Policy leading to a written disciplinary action or violations of the Code of Conduct may lead to a reduction of certain associates'8 Management Incentive Plan payout from 25% to 100% depending on the level of violation.
Measurement & Reporting
We track and publicly disclose key diversity metrics such as representation, new hires and promotions with respect to women and people of color to inform action plans for continued progress and increase transparency.
Walmart Culture, Diversity, Equity & Inclusion Dashboard
The CDEI Dashboard provides Walmart’s U.S.-based officers (Vice President and above) and their HR business partners with monthly-refreshed data on the representation and movement (hires, promotions, and exits) of women and people of color within their respective organizations. Officers and their HR business partners utilize data and insights from the CDEI Dashboard to inform customized CDEI action plans for their organization. All users of the CDEI Dashboard must complete training on how to properly utilize diversity data in decision-making prior to being granted access to the dashboard.
The CDEI Quarterly Report is a synopsis of current diversity representation and movement (hires, promotions, and exits) for women and people of color at the officer level which is shared with the senior leaders of Walmart and Sam’s Club. The President & CEO of Walmart Inc. receives an enterprise-wide quarterly report while each member of the Executive Council (direct reports to the President & CEO) and their HRBPs receive a customized report specific to their operating segment.
In August 2020, we committed to increasing reporting on the diversity of Walmart Inc. to twice a year and expanding the scope of metrics we disclose. These disclosures include data on U.S. representation by ethnicity and gender at the hourly, management, and officer levels; U.S. women of color representation; U.S. promotion and new hire data by ethnicity and gender; and international and global gender representation at the nonmanagement, management, and officer levels. Read our 2023 CDEI Report for the most recent disclosure. In addition, we annually disclose the prior year’s gender, racial, and ethnic composition of Walmart’s U.S. workforce by EEO-1 job category as set forth in the Section D Employment Data section of the Consolidated EEO-1 Report that Walmart files with the U.S. Equal Employment Opportunity Commission (EEOC). This data is posted on our corporate website annually.
DEI Training & Education
The CDEI Learning & Leadership team develops and curates resources and training to help upskill Walmart associates as inclusive leaders. Recent examples include:
- Culture, Diversity, Equity, & Inclusion (CDEI) Institute. The CDEI Institute, launched in 2020, is a virtual development program designed to cultivate inclusive leadership skills for CDEI advocacy. Associates who participate in the five-week program examine five major areas: promoting values-based leadership, exploring the power of diversity, mitigating unconscious bias, fostering a sense of belonging, and creating equitable environments. After completing the program, associates are encouraged to remain engaged and help integrate key learnings among their teams. Approximately 800 associates participated in FY2023.
- Inclusive Leadership Education eModules and Race and Inclusion Learning Paths. All U.S. associates have access to a collection of self-paced eModules and curated Race & Inclusion learning paths on Walmart’s ULearn learning management system. Available eModules include Cultural Competence, Disability Inclusion in the Workplace, Leading Across Generations, Introduction to Unconscious Bias, and Unconscious Bias in Hiring. The eModules were completed by more than 8,600 associates in FY2023. Available Race and Inclusion learning paths include Expanding My Circle, Cultural Competence, Becoming a True Ally, Conversations and Dialogue, and Becoming an Inclusive Leader. The learning paths had more than 86,000 views in FY2023.
- Live & Lead. In 2022, Walmart launched Live & Lead, an enterprise-wide continuous learning experience focused on women associates and their allies providing support and development for each stage of their career. Live & Lead, in partnership with NextUp, creates targeted development opportunities through quarterly learning content, networking events, and Meet the Expert sessions, all with a consideration for female nuances and gender bias.