Our CEO on Inclusiveness
Since Herman Miller’s founding, embracing diverse perspectives – including those that run contrary to popular thinking of the time – has shaped us into the innovative company we are today. That’s why it’s important for us to welcome ideas from as many perspectives as possible. Not just because it’s the right thing to do, but because we know from experience that it makes us a stronger company.
President and CEO
Teaming to Improve Inclusiveness
We have 12 Inclusiveness Resource Teams (IRTs). These internal teams organise our grassroots efforts, developing and implementing initiatives that benefit our employees and help us to meet our business objectives. They are integral to creating a workplace where everyone feels included and valued. The welcoming environment they help foster is a contributing factor to our receiving a 100% score on the Human Rights Campaign's Corporate Equality Index since 2008.
Working for Supplier Diversity
Herman Miller's suppliers come to us with a rich mix of talent, competence and commitment. Their performance and dedication matter a great deal to us; their gender, ethnicity, size and so on do not. By including a wide range of suppliers in our business community, together we create great places to work, heal, learn and live.
Scoring Our Performance
We measure our efforts in critical areas that include the people who buy our products (customers), the people who do the work (talent), the people we buy from (suppliers) and the people who sell our products (distributors). Our I&D Scorecard results are reviewed regularly by the company’s senior-level leadership and the Board of Directors.