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Diversity & Inclusion At-A-Glance

Diversity & Inclusion

Strengthening our business with a diverse workforce and an inclusive workplace

  • Completed second year of a five-year plan to further increase workforce diversity and remain on track to meet our 2018 targets.
  • In 2015, 34 percent of all U.S. hires were minorities, and 26 percent of all global hires were women.
  • Half of GM's Board are women and/or ethnic minorities, making us a leader among the Fortune 100 for Board diversity.
  • Recruit and develop the best and brightest talent from around the world.
  • Improve progress in developed markets and capitalize on new and emerging markets.
  • Leverage the different traits and attributes inherent in our workforce.
  • Attracting diverse talent to work in the auto industry and, in particular, attracting them to move to the communities in which we operate. 
  • Increasing minority and women dealer representation within an already contracted dealer network base.
  • Increasing efficiencies and streamlining the procurement supply process without impacting diverse dealers.
  • Increasing minority and women pipeline representation in the core elements of the business, given the academic underrepresentation of these groups.

Approach

GM views diversity and inclusion as a strength, based on our ability as an organization to value and respect individual differences.

We appreciate what each individual brings to our team, including background, education, gender, race, ethnicity, working and thinking styles, sexual orientation, gender identity, veteran status, religious background, age, generation, disability, cultural expertise and technical skill. Empowering these unique perspectives keeps GM on the cutting edge of technological innovation in the fast-paced automotive industry.

GM was honored with a perfect score for the Human Rights Campaign’s 2015 Corporate Equality Index.

In today's global automotive market, GM recognizes the significance of diversity and inclusion – it is integral to the workplace and a business priority. As a recent McKinsey & Company study found, “Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.” We believe that our ability to meet the needs and expectations of an increasingly diverse and global customer base is tied closely to diversity and inclusiveness. To this end, we are focused on:

  • Finding and growing the best and brightest talent from around the world.
  • Capitalizing on new and emerging markets.
  • Leveraging the different traits and attributes inherent in our workforce.

Today, GM continues to be among the most diverse automotive employers globally, from the board room to the plant floor. Half of the members of our Board of Directors are women and/or ethnic minorities, making us a leader among the Fortune 100. In addition, our corporate officers comprise 26 percent women and minorities.

“I was given the chance to work my way up at GM because 20 years ago at GM, people valued diversity. If you want to hire someone to get the job done, you should pick people not like you to create that diversity, which will be across gender and across cultures and across experiences.”

Mary Barra, GM Chairman & CEO

Diversity Governance

The GM Executive Leadership Team, chaired by our Chairman and CEO, serves as the company’s senior diversity council. Other diversity-focused councils within our organization include: Supplier Diversity Council, Employee Resource Group Leader Council, Disabilities Advisory Council, Minority Dealer Development Council, Women Dealer Development Council, Eyes Right (Veterans Council) and the ERG Executive Champions Roundtable. Further, our Global Chief Diversity Officer chairs the Strategic Diversity Working Group which aligns all D&I efforts globally and incorporates inputs from marketing, communications, corporate relations/philanthropy, talent acquisition, public policy and legal. Additionally, GM’s diversity initiatives are routinely reviewed with the executive leadership team and the Board of Directors.

Select 2015 Rankings & Accolades

  • GM Egypt was named the “Best Company for Women to Work For” by the American Chambers of Commerce in the Middle East North Africa region.
  • The National Association for Female Executives honored GM as one of the “Top 50 Companies for Female Executives.”
  • GM received a perfect score of 100 percent on the Human Rights Campaign’s 2015 Corporate Equality Index (CEI), a national benchmarking survey and report on LGBT workplace equality.
  • 2015 Corporation of the Year Award for Supplier Development by National Minority Supplier Development Council (NMSDC).
  • LATINA Style Magazine ranked GM 12th on the 2015 Latina STYLE 50 Report’s “50 Best Companies for Latinas to Work For” and recognized our Hispanic Initiative Team (GM HIT) as the #1 Hispanic Employee Resource Group (ERG) in the nation.
  • Our Vice President of Global Design Ed Welburn received the Black Engineer of the Year Award at the 2015 Becoming Everything You Are (BEYA) STEM conference.
  • Top 20 “2015 Best for Vets Employer” by Military Times and the only automotive manufacturer to merit the recognition.
  • American Indian Science & Technology Society – Top 50 STEM Workplaces for Native Americans.
  • Top 20 Industry Supporters of Historically Black Colleges and Universities.
  • Our GM Korea team won the “Female Talent Management” Award.
  • Our GM Mexico team won the “Inclusive Company” award for the third consecutive year.

GM Workforce At-A-Glance

There’s no limit to the ingenuity and passion of our engineers. Here are some of our best, defying stereotypes on a daily basis, participating in the #ILookLikeAnEngineer campaign.

Diversity Recruitment

Our 215,000-plus employees work in nearly 400 facilities on six continents across 23 time zones and speak 70 languages.

From designing and engineering state-of-the-art products for global markets to building relationships in the communities where we live and work, GM team members are valued for their unique contributions.

We have completed the second year of a five-year plan to further increase workforce diversity. With an aggressive focus on women and minorities in STEM disciplines, GM is on track to meet its 2018 targets. In 2015, 34 percent of all U.S. hires were minorities and more than 26 percent of all global hires were women.

Veterans participating in the 2015 Hiring Our Heroes hiring fair.

Our Executive Leadership Program in the U.S. focuses on further development of leadership capabilities of executive-potential women and to build a support network of women leaders. The program targets “ready now” female leaders, already in executive positions with 5 to 12 years of managerial experience. Four leadership attribute categories frame the focus area for the program: self-awareness, self-management, social awareness and relationship management. The training and development sessions – hosted by female executives from different areas of the business – include a combination of lectures, group activities and self-reflections.

With new Office of Federal Contract Compliance Programs (OFCCP) guidelines in place, we are building on our efforts to hire veterans and people with disabilities in the U.S. We are among six Fortune 500 companies participating in a three-year pilot initiative to recruit, hire, develop and retain persons with disabilities. As a member of the “Going for Gold” disability hiring initiative, we have hired over 130 people with disabilities.

In 2015, 4.5 percent of all new hires were veterans, and we continue to support several training and recruitment programs for veterans, including:

  • The Shifting Gears Program that trains current military members to become certified technicians prior to leaving service.
  • The U.S. Chamber of Commerce Foundation’s “Hiring Our Heroes Program,” a national grassroots effort to find jobs for returning veterans and their spouses.
  • The “100,000 Jobs Mission,” a coalition of private-sector businesses dedicated to hiring 100,000 veterans by 2020.
  • Providing free training to all veterans through our Service Technical College.

GM is focused on expanding the diverse pool of talent we attract globally. This includes building key relationships and strong strategic partners with organizations that include:

  • Society of Women Engineers
  • National Society of Black Engineers
  • Society of Hispanic Professional Engineers
  • Black Engineer of the Year
  • Great Minds in STEM
  • Out in Science, Technology, Engineering, and Mathematics
  • Women of Color in Technology
  • American Indian Science and Engineering Society
  • Historically Black Colleges and Universities
  • Hispanic Serving Institutions
  • United Negro College Fund
  • U.S. Hispanic Leadership Institute

Additionally, we have partnerships at 20 universities, such as the University of Puerto Rico and Howard University, where we have a direct presence on campus to recruit top talent.

The 3rd Annual “Honoring Our Heroes Gala" hosted by GM and the Veterans Affinity Group raised $500,000 for organizations supporting veterans in Michigan and throughout the nation.

Employee Resource Groups

Our employee resource groups (ERGs) play a key role in fostering
an inclusive place to work.

These groups provide a forum for employees to share common concerns and experiences, gain professional development support and engage in local communities. Approximately one-third of GM employees are involved in our 12 ERGs and their chapters throughout the world. During 2015, our ERG Council was ranked sixth among the top 25 ERGs in the U.S. and received the Association of ERGs & Councils’ 2015 ERG & Council Honors Award. Globally, we have 22 active women’s councils and several JumpStart chapters, which represent our new employees.

All ERGs are working toward our corporate effort to make GM a Workplace of Choice. ERGs provide us with insights that help us better understand diverse and emerging consumer markets, while offering a platform for our employees to contribute to diversity initiatives within our community. Each GM ERG also has a business plan tied to talent acquisition, talent development, community outreach and business support. Following is an overview of each GM ERG and one of their success stories from 2015.

African Ancestry Network (GMAAN) is a resource attracting, developing and retaining employees of African descent, and connecting them with local communities to meet GM business priorities. Members are offered mentoring programs, quarterly professional development workshops, monthly networking activities, product awareness ride and drives, and support for numerous community organizations in southeast Michigan and beyond. In 2015, GMAAN engaged in a collaborative fundraising effort, consisting of over 60 teams of committed UAW-GM employees, business partners and other volunteers, to raise student scholarship funds over a four-month period. The effort raised $345,526 – 50 percent over the targeted goal – for the United Negro College Fund (UNCF).

Employees at the Vehicle Engineering Center in Warren, Michigan, celebrate Chinese New Year.

Asian Indian Affinity Group serves as a link for our employees from Indian subcontinent countries within the company and outside communities. It raises cultural awareness by providing educational tools and resources to employees and our dealer network. In 2015 the group initiated a one-on-one, year-long mentoring program that pairs members with GM executives for career and professional development.

Chinese Employee Resource Group (CERG) aims to provide opportunities for cultural awareness, career development and community interactions for all GM employees while integrating membership with GM’s business objectives to increase U.S.- Chinese market share. CERG’s signature Chinese New Year celebration gala attracts people from both GM and community organizations to an evening of cultural entertainment, charity fundraising and leadership keynote and interaction. The evening allows CERG to proudly showcase their Chinese heritage and expertise in establishing relationships with GM’s global interest in China. CERG kicked off a new career development event in 2015, when its board of directors worked with GM Human Resources to develop a series of “career talks” that provided GM employees with an opportunity to hear career advice from top GM executives and ask career-related questions relevant to their needs. These well-received sessions were held at different GM locations throughout the year, with the knowledge exchange enhancing employees’ professional career development.

General Motors Veterans Group (GMVG) creates positive, lasting relations with veteran communities, union partners and organizations, while striving to make us a workplace of choice by recruiting talented military veterans and empowering and engaging current veteran and military employees. With eight chapters in four states, GMVG supports a variety of programs and organizations, including the Stephen Siller Tunnel to Towers Foundation, Piquette Square Project, Operation Stand Down, and the Fallen and Wounded Soldiers Fund.

In 2015 the Customer Care and Aftersales (CCA) chapter of the GMVG held the “Honoring Our Heroes Gala” in Detroit that raised more than $400,000 for Stephen Siller to erect homes for wounded veterans; hosted the “Field of Flags” event at the CCA Willow Run Parts Distribution Center; and the 9/11 Never Forget Memorial Exhibit at the Renaissance Center and CCA Headquarters in Grand Blanc.

GM Hispanic Initiative Team (GM HIT) has a mission is to attract, develop and retain Hispanic employees; grow our relationships with the Hispanic community; and promote growth of our Hispanic market share. GM HIT strategizes to harness growing Hispanic disposable income with its commitment to develop every level of the talent pipeline from elementary, middle and high school STEM engagement activities through new and active employee mentor programs and the use of executive management development programs. Latina Style has recognized GM HIT for the last two years with its Top 5 ERG of the Year Award.

In 2015, GM HIT members actively engaged in a number of service-oriented activities designed to raise the quality of Hispanic talent available to enter the job market and build brand loyalty. For example, members volunteered across the U.S. to support National STEM Week by speaking to schools about the role of STEM in everyday activities. Members also provided plant tours to students, while discussing the important role of technology integration in the workplace.

GM PLUS is the ERG for lesbian, gay, bisexual and transgender (LGBT) employees and their allies, with a vision that all GM employees feel safe, respected, valued and supported in their workplace. In 2015, GM PLUS launched a mentor program for LGBT and ally employees in order to provide our rising talent with targeted support for achieving their individual and professional development goals. We believe mentoring is a key enabler for developing GM Workplace of Choice focus areas of recruitment, retention, and personal and professional growth.

GM WOMEN aims to assist women with professional development, establishing GM as a workplace of choice, creating leadership opportunities for women and impacting GM’s ability to connect with the female consumer. GM has 22 women’s councils globally. These strategic groups are integral to connecting directly with female populations in local automotive markets.

In 2015, we focused on connecting women’s councils across the globe to share best practices and to leverage key learnings on supporting women inside and outside the organization. As part of this effort, we held our first-ever Global Women’s Leadership Summit, bringing together 100 women from 27 different countries that represented all functions and levels in the business. Held at our global headquarters in Detroit, the event allowed for the in-person exchange of ideas and brainstorming with fellow female colleagues – women who would have otherwise never connected – and the sharing of innovative best practices being implemented in their respective countries.

JumpStart is an ERG focused on connecting, engaging, developing and retaining the newest employees at GM. Our goal is to create lifelong ambassadors for GM. With operations ranging globally, JumpStart provides opportunities for networking, professional development, leadership exposure and community service. JumpStart also gives new employees the opportunity to recruit the next generation of employees.

JumpStart an Executive is a program that aims to connect senior leaders with new employees through a one-on-one reverse mentoring partnership. Through this mutually beneficial program, participants act in both mentor and mentee capacities to learn from each other’s experiences, communication styles and workplace behaviors. New employees gain knowledge of the company and our products, as well as valuable career advice from senior leaders. In parallel, this program allows senior leaders a view of the company through the eyes of a new employee, resulting in a better understanding of the unique generational challenges and issues facing new employees. Participants meet once per quarter and develop initiatives to close a gap in the company by the end of the year-long partnership. Through 2015, JumpStart had partnered individually with 30 of the most senior leaders at GM.

Members from GM’s Austin Innovation Center HIT ERG use “Day of Giving” to host a community event promoting STEM education.

GM employees in Detroit celebrate Arab-American Heritage month.

Middle-East, Southeast Asian (MESEA) strives to make GM the workplace of choice for people of the Middle East, North Africa, Southern Europe and Southeast Asia, and is the most diverse ERG, representing more than 48 countries. MESEA focuses on employee development, networking and empowering its constituents to be our product ambassadors. In 2015, MESEA, with the support of Global Diversity and the vice president of vehicle engineering, launched the first annual celebration for Arab American Heritage Month, giving GM employees the opportunity to learn about various cultural and professional contributions, ranging from art and literature to science and medicine.

Native American Cultural Network (NACN) seeks to educate, inform and create a greater awareness among our employees, customers and the general public about Native American Indian culture, beliefs and values. NACN encourages GM’s Native American employees to grow their careers, to network with company leaders and to support local community organizations. NACN strives to grow Native American youths' interest in STEM, especially engineering, through involvement in the American Indian Science and Engineering Society (AISES). With the support of the GM Foundation, NACN has been able to work with the society to implement a robotics competition and to provide robotics kits to schools in underserved areas. In 2015, GM was named one of the Top 50 Companies for Native Americans in STEM.

People With Disabilities promotes awareness of the abilities of those with disabilities and serves as a resource to our employees who are disabled or who care for a person with a disability by providing valuable input to the company relative to accessible design of our products and facilities. In 2015, the group created a Disability Advisory Council, responsible for creating procedures in all functional areas that will support a reasonable accommodation process. The council is led by executives to provide effective top-down support. Some successes include captioned broadcasts, facility-reasonable accommodations that are given top priority and accessible campus shuttles. As work continues, GM becomes a more inclusive company that is desirable to potential employees and customers with disabilities.

Vietnamese Affinity Group (VietAG) aims to provide employees with a means to connect with local Vietnamese communities to learn about Vietnamese heritage and to enhance their leadership skills. Leveraging activities with other GM ERG groups, VietAG members were able to network and build their personal and professional knowledge while attending leadership training and conferences throughout the year. Also, with the support of the GM Foundation, VietAG was able to contribute to the success of the Georgia Vietnamese Community annual health fair program in 2015. The group continues to grow their contributions as GM expands more into Vietnam.

GM’s Annual Supplier Connections event

Supplier Diversity

GM Supplier Diversity Program is focused on developing and growing a competitive, diverse supply base that can thrive in the marketplace.

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We were the first automotive company to establish a formal Supplier Diversity Program in 1968 and since then have received many accolades for our record of setting industry standards.

Over the past several decades, GM has spent more than $70 billion with diverse suppliers. We are one of 20 members of the Billion Dollar Roundtable (BDR) that leads, influences and shapes supplier diversity globally. The BDR was created in 2001 to recognize and celebrate corporations that achieved spending of at least $1 billion annually with minority- and woman-owned suppliers. The BDR promotes and shares best practices in supply chain diversity excellence. GM has been a member of the BDR since its inception.

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GM continues to focus support towards our minority-owned suppliers by sharing industry-best practices in the procurement process, enhancing our suppliers' ability to grow into Tier I or Tier II suppliers. Fostering stronger relationships with our suppliers remains a priority.

We hold an intensive, five-day executive development program for Minority and Women Business Enterprises (MWBE) focused primarily on increasing the competitive advantage and robustness of the participants' businesses. Our Pathways program matches mentors with mentees for one year to assist with new business development and growth. Our supplier diversity initiatives include several scholarships to help underprivileged students attend major colleges and universities. In 2015, these scholarships benefitted 32 students through Detroit Cristo Rey, the Detroit Hispanic Development Corporation (DHDC), the National Association of Black Suppliers (NABS) and the Tuck-Executive Program.

Dealerships across the globe are adapting to a more diverse marketplace.

Marketplace Diversity

With more than 20,000 dealers worldwide, our dealerships are integral
to the distribution of our product and serve as the local face of GM
in communities around the world.

The GM Dealer Development organization is responsible for managing diversity in our dealer network. Its mission is to create a profitable dealer network across all GM brands that reflect consumer diversity in the U.S. The GM Dealer Development organization supports three specific programs:

  • Minority Dealer Development (MDD), launched in 1972, was the first program of its kind. MDD focuses on developing, building and retaining a profitable minority dealer network. The Minority Dealer Advisory Council (MDAC) gives GM insights into the concerns of the dealer network.
  • Women’s Retail Network (WRN), launched in 2001, is the first and only structured program in the industry developed exclusively to attract and develop women dealers. WRN expanded its reach in 2013 to represent the interests of GM women dealers and management staff in the U.S. and Canada and, most recently, in 2015, globally through the establishment of WRN Germany. Under WRN, GM Women’s Dealer Advisory Council (WDAC) aims to grow GM’s purchase consideration and market share among women buyers. WDAC includes women dealers, women in automotive retail management and other key stakeholders.
  • The National Candidate Program is the training and development arm of the Dealer Development program. Its mission is to prepare minority and women candidates to become GM dealer operators/owners. One component of this is our longstanding Motors Holding investment group which provides qualified dealer candidates with a means to own dealerships through structured investment and buyout plans.

Vice President, Chevrolet Marketing Paul Edwards (left) and Founder and President of the Rainbow PUSH Coalition Rev. Jesse L. Jackson Sr. at the kick-off of the Rainbow PUSH Money Matters workshops sponsored by Chevrolet.

Today, ethnic minority and women dealerships represent nearly 11 percent of GM’s dealer network. GM’s dealer diversity programs, along with partnerships such as with the National Association of Minority Automobile Dealers in the U.S., are critical for our commitment to grow a dealer portfolio that more closely reflects the diversity of GM’s customer base.

Diverse Marketing and Communications

With vehicles sold in more than 140 countries, our global customer base is, by definition, diverse. In the U.S., we have made a significant effort through our diversity branding and communications to reach out to minority consumers to better understand their needs. We listen to our customers, appreciate their differences and leverage our collective diversity to continually evolve as a company. Our relationship with customers is critical to our purpose of earning customers for life. The Diversity Marketing Center of Expertise focuses on evolving market research to ensure GM is positioned to capitalize on emerging consumer trends. Our marketing programs also focus on promoting financial literacy. In 2015, Chevrolet and Rainbow PUSH teamed up to implement Rainbow Push Money Management, a financial literacy training series hosted in Detroit, Chicago and Atlanta.

Community Engagement

Our Diversity & Inclusion focus also extends to communities where we seek to support underserved populations, often through the GM Foundation. As an example, the Foundation provided grants totaling $1 million in 2015 to fund Hispanic science, technology, engineering and math (STEM) education activities to empower youth to join the workforce of the future. Nineteen leading groups in the Hispanic and Latino communities received grants to fund programs focused on STEM education, including:

  • League of United Latin American Citizens will expand its Empower Hispanic America with Technology (EHAT) initiative, which provides access to state-of-the-art technologies in 60 Hispanic communities across the United States. The centers will provide STEM-related student support services to five EHAT sites to help improve high school STEM achievement among Hispanic youth.
  • National Council of La Raza will develop a new component within its successful Lideres program that facilitates professional development opportunities for 18- to 24-year-old Latinos and helps students gain leadership skills required for positions in both the nonprofit and for-profit sectors.
  • SER National will focus on an early education model designed to respond to the unique needs of young linguistically and culturally diverse youth and their families. The primary goal is to advance early development and dual language learning of young children, preparing them for achievement in school, higher learning, economic well-being and participation in civil society.
  • United States Hispanic Leadership Institute will develop a school-based project for economically disadvantaged students attending underserved schools and engaging the community in four predominantly Latino communities. Prominent Latino experts in STEM-related fields from similarly disadvantaged backgrounds will help promote a greater understanding of STEM-related studies, practical uses and employment/career opportunities.

The Buick Achievers Scholarship Program, funded by the GM Foundation, continues to be one of the nation’s most impactful scholarship programs. Since its inception in 2011, the Buick Achievers Scholarship Program has awarded more than $28 million in scholarships to 3,450 students. In 2015, the program awarded 50 scholarships of up to $25,000 per year, renewable for up to five years for qualified engineering programs.

Scholarships are awarded to students who have interest in STEM-related studies, excel in the classroom and give back to their communities. Special consideration is given to students who are female, minorities, first-generation college students, military veterans and military dependents. Of those scholarship recipients, nearly 70 percent are minority students. Additionally, more than 60 percent are the first in their family to attend college – most of whom are African American or Hispanic.

In September of 2015, the General Motors Foundation presented grants totaling $1 million to fund Hispanic education and STEM initiatives to help empower young Latinos to join the workforce of the future.

Buick awarded $1.18 million for its Buick Achievers scholarship program.