Every day, 3M fosters an inclusive environment where employees can feel safe, engaged and free to create and innovate. Our diversity and inclusion strategies are inextricably linked to our corporate strategies, because the way we look at it, a diverse workforce helps us relate more closely to the needs of everyone we do business with around the world.

Chief Diversity Officer Ann Anaya recently sat down with Glassdoor, the world’s #2 job search site, to talk about 3M’s inclusion initiatives and definition of diversity, plus she shares how she went from trial lawyer to Chief Diversity Officer. 

Here’s an excerpt of Glassdoor’s interview with Ann:

From employee resource networks to an ambitious goal to double the pipeline of diverse talent in management by 2025, it’s clear that diversity and inclusion are highly prioritized at 3M. What makes diversity so business-critical for your company?

Ann: We appreciate that a diverse workforce and an inclusive culture are necessary ingredients for innovation and growth. Diversity of though is inspired by a variety of backgrounds and experiences working together to create better results and solutions.

One thing that makes 3M unique is your holistic definition of “diversity.” Not many companies can say, for example, that they have a dedicated Autism and Mental Health Resource Group. How did 3M arrive at the broad definition of diversity that it currently embraces?

Ann: The 3M definition of diversity included gender, race/ethnicity, nationality, people with disabilities, U.S. military veterans and people who identify as lesbian, gay, bisexual, transgender, questioning and intersex (LGBTQI). In addition to our nine Employee Resource Networks, we have Business Groups, 3M Clubs and Special Interest Groups that contribute to building a sense of community and belonging at 3M.

For more on how 3M makes sure employees feel a sense of belonging, and to learn about Ann’s career journey, read the whole article.