Diversity and Equal Opportunity Loading...

Diversity and Equal Opportunity 


Diversity is an integral part of our global strategy, just as it is part of the social fabric for a company operating in more than 220 countries and territories. In 2012, 27.4 percent of our U.S. management team came from diverse backgrounds, as defined by the U.S. Equal Employment Opportunity Commission. Within the U.S., our workforce was 21.4 percent African-American, 12.4 percent Hispanic, 4.9 percent Asian-American, and 0.8 percent Native American or other. We understand that diversity goes beyond race and gender to include ethnicity, sexual orientation, gender identity, and physical ability. Inclusiveness, respect, and cooperation are core values that help drive the way we do business with our customers and suppliers—and strengthen our bonds with a multi-cultural community of friends and neighbors. 

We work hard to ensure that diversity is a positive for everyone at UPS, such as with our Professional Conduct and Anti-Harassment Policy. This policy prohibits harassment based on race, sex, gender, national origin, disability, sexual orientation, age, or religion. Employees receive a detailed orientation on the policy and regular refreshers throughout their UPS careers. Furthermore, many of our basic workforce policies strongly support our diversity policies. These include: 

• Operating on a personal basis founded on teamwork and first-name relationships. 
• Promoting from within. 
• Practicing objective, careful hiring methods. 
• Encouraging and assisting employee development by communicating regularly with employees. 
• Providing training opportunities and recognizing accomplishments. 
• Compensating employees fairly and maintaining a safe work environment. 
• Shunning favoritism. 
• Respecting each employee’s point of view. 


Diverse Leadership Development 


Some front-line positions in our business, such as drivers and package loaders, have historically attracted men more than women. While we strive for balance in our recruiting based on our commitment to diversity and respect for the many women at UPS who have performed successfully in these roles, many years of data show that men have responded to front-line job opportunities at UPS in greater proportions than women. Coupled with our focus on promoting from within, this has created a need for us to develop and retain women for supervisory and management positions.

Our Women’s Leadership Development Program encourages our existing women in management to remain with the company and develop their careers within UPS. The main activities of the program include: 

• Creating meaningful dialogs between women and men regarding workplace issues. 
• Opening avenues for women to build their leadership skills through community service 
• Providing opportunities for women to expand and strengthen their career networks. 

We also began Diversity Leaders Development programs in the U.S. for African American, Asian American, Hispanic/Latino, LGBT, individuals with disabilities, and veteran employees. 

In 2012, 29.0 percent of our management employees were women, compared to 29.1 percent in 2011. These figures are well above the respective percentages of women in the overall workforce in our industry in these years, including both management and non-management employees. The overall UPS workforce was 20.2 percent female in 2012, compared to 20.3 percent in 2011. 


Equal Pay for Men and Women 


Approximately 76 percent of all UPS workers in the U.S., including both management and non-management, are represented by collective bargaining organizations (see "Human Rights"). Many of our workers in other countries are also represented by collective bargaining organizations. Unions have historically ensured broad equality in remuneration for union workers, by both ethnicity and gender. UPS currently does not report further on the ratio of basic salary and remuneration of women to men by employee category, or by significant locations of operation. UPS has engaged a third-party consultant to assist with periodic internal analysis to ensure that compensation remains equitable regardless of gender.