Diverse Representation

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Culture of Belonging, Diverse Representation, External Impact

At Corteva, we believe a diverse workforce fuels creativity, curiosity, and innovation – critical to our ability to provide the best products and solutions for farmers. We are committed to achieving diverse representation throughout our organization by establishing clear goals and regularly tracking progress.

Our initial focus is on women globally and on specific underrepresented racial/ethnic groups within the United States. In 2022, we widened our scope to include both salaried and hourly employee populations and we intend to continue expanding our focus over time as we progress. Our current goals are as follows:

Goal #1: Attract and retain a workforce as diverse as the world we serve by increasing representation of specific underrepresented groups by 2026. Specifically, we are seeking to:

  • Increase global female representation across all levels by 10%.
  • Increase U.S. racial & ethnic minority representation across all levels by 20% while focusing on specific racial & ethnic groups.
  • Increase global female and U.S. racial & ethnic minority representation within our senior leadership pipeline by 10% respectively.

Goal #2: Broaden our global understanding of underrepresented groups and expand our scope to encompass a wider representation of diversity across our workforce.

For additional information on our diverse representation goals, including where we began, where we are, and where we want to be by 2026, click here.

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Note: Representation data based on regular employee population (salaried and hourly) as of Sept 30, 2020 and excludes all fully dedicated Granular and DuPont Capital Management employees. U.S. Minorities includes the following U.S. racial/ethnic categories: Black or African American, Hispanic or LatinX, Asian, Native Hawaiian or Other Pacific Islander, Native American, and Two or More Races.

 

EEO-1 Reporting

U.S.-based companies with at least 100 employees must provide the U.S. Equal Employment Opportunity Commission with demographic data about its U.S.-based workforce. This data is submitted annually through the company’s EEO-1 report. Corteva submitted its first EEO-1 in 2021 for the 2020 reporting period.

While the scope of the EEO-1 is only reflective our U.S. workforce and does not account for our global colleagues, Corteva is making our EEO-1 report publicly available because we believe transparency is essential for meaningful advancement in inclusion, diversity, and equity (ID&E). For a more comprehensive view of Corteva’s aspirations globally, please see our ID&E goals.

For Corteva’s 2020 EEO-1 report, click here.