Metrics and baselines:
Well-being program engagement (2019)
Results of IMPACT Survey (2018/2019)
Create a workplace where employees report high levels of well-being and fulfillment
Increase access to a variety of wellbeing resources
Establish an Employee Value Proposition focused on opportunity, experience and purpose
Expand employee development offerings that have a positive impact on job performance
In the U.S., 25% of women have to go back to work in just two weeks after childbirth, often at a detriment to their babies’ long-term well-being and also their own. Studies show that providing longer parental leave contributes to fewer low-birth-weight babies, fewer infant deaths, higher rates of breastfeeding, longer parental lifespan and improved mental health, as well as increased long-term achievement for children.
Thanks in large part to the efforts of the DuPont Women’s Network, DuPont’s recently updated New-Parent Leave policy makes it easier for new moms and dads to give these important moments the attention they need and deserve. Key features include four weeks paid leave for all new parents, including non-birthing and adoptive parents, and twelve additional paid weeks of maternity leave for birth mothers.
Some global sites have an onsite wellness champion and/or IHS health contact that facilitates participation in the online well-being portal and coordinates onsite well-being programs. Many DuPont sites offer an onsite fitness center, walking trails, or other exercise facilities, as well as special wellness events, such as 5K walks or runs, or “lunch and learn” events, to encourage employees to stay active during a busy workday. We want to ensure that all of our employees have access to onsite resources that enhance their overall well-being.
In 2020, DuPont’s IHS team will conduct a company-wide cultural audit looking at the variety and nutritional content of on-site food options in our workplaces, the availability of resources for physical activity, and the support options for those impacted by mental health or substance abuse challenges. Once a baseline is established, the team will engage with site managers and facility leaders to set and meet priorities for improvement. We’ll use this information to develop a DuPont Healthy Food policy with new minimum standards for sourcing healthy cafeteria and catering offerings, food labeling and packaging standards, and more.
In the six months after the survey, we created over 2,900 action plans to address employee feedback. The plans focus on things like providing structured career development programs, creating online continuous learning tools, improving customer engagement processes, expanding new employee training, and more. The action plans were tailored to each business, function and region.
We repeated the survey in 2019 with the intention of understanding how we had improved since the prior year, and to advance our ongoing action-planning process.
DuPont remains committed to medical privacy and security. We have rigorous systems and checks in place and use up-to-date medical recordkeeping technology, methodologies, and governance so that our employees’ medical records stay confidential and secure. At the same time, we’re working to make it easy for employees to meaningfully interact with their own health information, because that’s one of the best ways to make informed decisions about our healthcare and behaviors, every single day.
When one DuPont employee proposed the idea for a wellness team to leaders in our Washington Works Delrin® production unit in early 2019, it wasn’t long before dozens of employees signed up to organize, volunteer and participate.
Align 100% of our innovation portfolio to meaningfully advance the UN SDGs and create value for our customers
Integrate circular economy principles into our business models considering lifecycle impacts in the markets we serve.
Design 100% of our products and processes using sustainability criteria including the principles of green chemistry.
Reduce greenhouse gas (GHGs) emissions 30%, including sourcing 60% of electricity from renewable energy by 2030, and deliver carbon neutral operations by 2050.
Implement holistic water strategies across all facilities, prioritizing manufacturing plants and communities in high-risk watersheds; and enable millions of people access to clean water through leadership in advancing water technology and enacting strategic partnerships.
Become one of the world’s most inclusive companies, with diversity well ahead of industry benchmarks.
Improve over 100 million lives through targeted social impact programs.
See how by using their existing cutting and sewing machines, Thermaxx figured out a way to make protective gowns out of rolls of Tyvek
To meet the growing need for PPE in the fight against COVID-19, we’re increasing capacity of Tyvek® protective fabric and working with our partners to get it to the front lines quickly.
As COVID-19 continues to spread across the world, we're working around the clock to deliver solutions that help with prevention and control, while keeping our employees safe.
Tyvek® for PPE delivers comfortable and durable protective garments that protect against a wide range of chemical threats and hazards.