Our CEO on Inclusiveness
We value the whole person and everything that each of us has to offer, obvious or otherwise. I believe that every person should have the chance to realise his or her potential, regardless of ethnicity, gender, age, sexual orientation, educational background, family status, skill level – the list goes on and on. When we are truly inclusive, I believe we go beyond toleration to really understanding what makes us unique and what unites us as human beings.
President and Chief Executive Officer, Herman Miller, Inc.
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 2006.
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.