Metrics and baselines:
Well-being program engagement (2019)
- Total log-ins: 96,000 | 77% of eligible population
- Health challenge participation: 19%
- Coaching Sessions: 387
Results of IMPACT Survey (2018/2019)
- 74% of employees surveyed believe the company provides adequate resources to support employee health and well-being
Create a workplace where employees report high levels of well-being and fulfillment
Roadmap to 2030
To begin working on our ten-year ambition, we will first:
01
Increase access to a variety of wellbeing resources
02
Establish an Employee Value Proposition focused on opportunity, experience and purpose
03
Expand employee development offerings that have a positive impact on job performance
Supporting employee well-being and fulfillment
The success of our company depends on our employees, who drive our strategic vision, manage our operations and develop the products we offer the world. Their well-being—which includes physical, mental and intellectual health—is of critical importance.
Every day and at every stage of their careers, DuPont employees have the support of our Integrated Health Services (IHS) teams, who provide programs and services aimed at boosting nutrition, fitness, mental well-being, and much more. In addition to exemplifying our core value of safety and health, there’s a strong business case for this work, because investing in our employees’ health and resilience can boost our collective productivity, bring down medical treatment costs and enable each DuPont employee to achieve their full potential, in life and at work.
In the U.S., 25% of women have to go back to work in just two weeks after childbirth[1], 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.[2]
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.
[1] http://inthesetimes.com/article/18151/the-real-war-on-families
In recent decades, sedentary behavior has become one of the largest public health concerns globally. According to the National Institutes of Health, it’s one of the main causes of preventable premature death[1]. The poor health outcomes associated with being sedentary are only amplified when paired with poor nutrition and sub-optimal mental health. DuPont employees spend most of their waking workweek hours at our sites. We want to instill a culture of well-being supported by healthy work environments so that our employees can thrive.
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.
Maximizing our IMPACT
Over the past five years, DuPont has experienced a significant amount of organizational change—divestitures, acquisitions, mergers, separations. So much change can be difficult for employees, but it also provides fertile ground for improvement.
In November 2018, we launched our first ever IMPACT Survey of DuPont employees, as a tool to help us create an exceptional employee experience at DuPont. The survey was available in 19 languages and all DuPont employees were invited to confidentially share their opinions on their experience at DuPont. Thousands of employees responded, providing insights on aspects of workplace culture like core values, communication and employee development.
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.
Improving our online wellness platform
After reviewing the 2019 IMPACT Survey results, we found that 74% of those surveyed believe DuPont provides adequate resources to support employee health and well-being. Although that’s a positive result, we’re determined to do even more to support our employees’ well-being, starting with understanding how we should prioritize our further improvements.
In 2020, we’re adding new mental and financial well-being resources to our online wellness platform for DuPont employees, and a new range of incentives for employees, starting with those at our U.S. locations, who take action to improve their health and well-being. For example, there will be opportunities to earn a free activity tracking device, a medical premium credit, gift cards, merchandise, or a donation to a charity of their choice.
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.
Our Stories
Employees organizing around well-being
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.
More Goals
Delivering Solutions for Global Challenges
Align 100% of our innovation portfolio to meaningfully advance the UN SDGs and create value for our customers
Delivering Solutions for Global Challenges
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Enabling a Circular Economy
Integrate circular economy principles into our business models considering lifecycle impacts in the markets we serve.
Enabling a Circular Economy
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Innovating Safer By Design
Design 100% of our products and processes using sustainability criteria including the principles of green chemistry.
Innovating Safer By Design
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Acting on Climate
Reduce greenhouse gas (GHGs) emissions 30%, including sourcing 60% of electricity from renewable energy by 2030, and deliver carbon neutral operations by 2050.
Acting on Climate
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Leading Water Stewardship
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.
Leading Water Stewardship
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World-Class Health and Safety
World-Class Health and Safety
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Accelerating Diversity and Inclusion
Become one of the world’s most inclusive companies, with diversity well ahead of industry benchmarks.
Accelerating Diversity and Inclusion
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Building Thriving Communities
Improve over 100 million lives through targeted social impact programs.
Building Thriving Communities
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More Goals
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