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Ethics & Employment


Ethics & Employment

Supporting a Socially Responsible Workplace

Sustaining our future includes acting in a socially responsible way toward potential, current and former employees. As an ethical and law-abiding company, 3M complies with government regulations around the world concerning human rights, employees and employment laws and expects ethical behavior from employees in accordance with our global Business Conduct Policies. Our conduct goes beyond any legal obligation to include policies that help support a challenging, productive and enjoyable work culture.

Key Employment Areas of Interest:

Equal Opportunity & Diversity

3M's Equal Employment Opportunity policy affirms the right of every person to participate in all aspects of employment without regard to race, religion, national origin, sex, disability, age, marital status, citizenship status, veteran status, sexual orientation, or status regarding public assistance. 3M is committed to attracting and retaining a diverse work force. Learn more about Diversity at 3M.
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Employee Security

In our business operations throughout the world, 3M vigilantly implements security measures and practices crisis preparedness:

  • Security personnel and/or systems monitor entrances to all of our facilities to contribute to personal safety and security at 3M.
  • Procedures are in place to ensure the timely communication of any threats or security concerns to employees and to deal appropriately with issues that may arise.
  • 3M strives to develop productive working relationships with business and community agencies to ensure an effective response to any crisis that may affect employees.

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Forced Labor

3M complies with existing employment regulations regarding forced labor.
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Minimum Hiring Age/Child Labor

3M employs no one under the age of 18 in the United States. In locations abroad that permit youth to work, 3M does not employ any individual under the age of 16.
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Harassment

3M's Harassment Policy prohibits workplace harassment. Harassment is defined as unwelcome or hostile verbal, physical or visual conduct toward an individual because of race, religion, national origin, sex, disability, age, marital status, citizenship status, veteran status, sexual orientation, or status regarding public assistance, when the conduct:

  • Creates an intimidating, hostile or offensive work environment;
  • Causes work performance to suffer; or
  • Negatively affects job opportunities.

3M's Harassment Policy also prohibits inappropriate behavior; that is, behavior that does not meet 3M's standards for the workplace, even if it is not illegal harassment and even if no one has complained. The 3M Harassment Policy is designed to promote a workplace where employees are treated with dignity and respect.
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Bribery & Corruption

3M's forbid the use of bribery and corruption. Regardless of local law or custom, 3M's business conduct principles apply worldwide
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Auditing Against ILO Core Labor Standards

3M ensures its operations adhere to the ILO Core Labor Standards through self-audit checklists and annual ethics audits. Managing Directors, who lead 3M's subsidiary operations in countries outside of the United States, complete self-audit checklists each year to confirm compliance with the standards. In addition, this year 3M is expanding its ethics audits to include the labor standards.
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Compensation

Throughout the world, 3M complies with minimum wage legislation. In most countries in which we do business, our compensation significantly exceeds legal minimum wage requirements. Our competitive compensation reflects our practice of establishing competitive salary ranges based on actual pay data from benchmark companies.
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Freedom of Association

3M works diligently to create a work culture that affords our employees the opportunity to work without fear of intimidation, reprisal, or harassment, and to get their questions resolved in a fair and timely manner.

  • 3M and Unions

    Six percent of U.S. 3M employees are represented by unions. Outside of the United States, union membership of 3M employees is more widespread due to local custom and legal standards, although data is not available at this time.

    In all 3M locations, the company's relationship with employees, whether union or non-union, is a key responsibility of all leaders, assisted by the local Human Resources representatives, who also work with all employee groups to maintain positive employee relations. In all U.S. 3M operations, the company's actions comply with the National Labor Relations Act and other applicable federal and state laws.

  • Collective Bargaining

    Collective bargaining agreements provide traditional grievance procedures, and recognition of union and management employee rights.

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Measurement

As stated in 3M Corporate Policy, we administer a Standard Opinion Survey to all employees at all locations worldwide every two years. We use the information we obtain to address employee concerns and identify opportunities to improve our work environment. For More information see Employee Engagement.

In 2007, the 3M Human Resources Measurement group conducted the first ever global Leadership survey. The objective of this survey is to help executive management identify our organizational strengths and opportunities for improvement.

2007 Leadership Survey

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