Foster an empowered and inclusive workplace

Our employees are drivers of innovation and the ambassadors of our purpose. We aspire to provide meaningful and fair employment, opportunities to grow, and a workplace that champions well-being and inclusion.

 

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Our 2025 Roadmap goal

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FOSTER AN EMPOWERED AND INCLUSIVE WORKPLACE

Nurture a more diverse culture that promotes equity and inclusion by providing access to lifelong learning to all our employees, and improving gender and local representation in management globally.

Key performance indicators to track our progress

Nurture a more diverse culture that promotes equity and inclusion by providing access to lifelong learning to all our employees and improving gender and local representation in management globally
Progress on track
In 2023, 32.0 percent of senior roles were held by women. We continued to expand opportunities for learning and development: By the end of 2023, 77 percent percent of our employees worldwide could access structured lifelong learning offers.
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See full performance metrics

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Learn more about PMI’s Sustainability Index in our Integrated Report 2023. See the full performance metrics and related footnotes here.

The right thing to do

Equitable and fair employment conditions are crucial for societal harmony and well-being and are central to a sustainable and prosperous future for all.

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The right thing to do

Equitable and fair employment conditions are crucial for societal harmony and well-being and are central to a sustainable and prosperous future for all. Effective professional development opportunities ensure that employees can pursue professional opportunities and contribute meaningfully to society.
By ensuring that all people who work with us enjoy a safe and healthy work environment, and by attending to their physical and mental well-being, we can positively impact their lives beyond the workplace.
Moreover, by protecting and promoting diversity, equity, inclusion, and fair treatment—essential to unlocking social and economic development—we instill in our people a sense of belonging and purpose. This can have positive spillover effects outside of our organization and sets an example for corporate best practice.

The business case

Our long-term business success relies on our people - on the dedication, talent, and passion they bring to work.

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The business case

Our long-term business success relies on our people—on the dedication, talent, and passion they bring to work. Accordingly, it is essential for us to provide a fair and inclusive workplace that upholds good working conditions and labor rights, protects the health and safety of employees, promotes well-being, and offers opportunities to grow, upskill, and improve their employability.
As our Company continues to rapidly transform, appreciating the value of human capital becomes key. Investing in our people and enhancing their skills, knowledge, and experience by providing meaningful opportunities helps us to recruit and retain talented individuals who can contribute fully to our Company’s mission in a context of change. Furthermore, we strongly believe that an inclusive culture that embraces diversity better attracts talent and improves decision-making, innovation, customer orientation, and employee satisfaction.
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Our progress in 2023

Read more in our Integrated Report
Related articles, case studies, and videos
Male and female colleagues in open-plan office

Diversity, equity, and inclusion

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Pakistani women talking outside
Empowering women to return to work in Pakistan
Diverse group of employees
Employee Resource Groups

Driving change in Greece through Open+

My name is Yiorgos Kostarelis

and I am OPEN+ Manager at Papastratos.

To understand what OPEN+ is,

let's imagine we are sitting in the kitchen of a very expensive restaurant.

Let's imagine we have very good materials, the best chefs,

the best machinery and the best recipes.

The question is if this is enough to make the best food.

The obvious answer is no.

We need a method. How exactly are we going to implement a recipe?

We need certain instructions on how we clean a machine at the end of a shift

or how we maintain that machine.

Or how we onboard a new chef in our restaurant, how we train them.

The tools, the processes, the settings,

the ways in which we need to maintain our machinery,

they are many.

We have people who can make structured decisions, autonomously.

And not only that, they know how to integrate these decisions

in the entire production process and how their colleagues will benefit from that.

We call this entire system in PMI OPEN+

and I am responsible for its development at the factory in Greece.

 

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Projects with a Heart
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Uphold business ethics and integrity
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Work-life integration
PMI Inclusion and Diversity Pride march Mexico
An inclusive culture for all
Championing well-being in the workplace
Two factory workers in masks
The future of work—Lifelong learning program in PMI
Related reports, policies, and documents

Code of Conduct

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Human Rights Commitment

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Environmental, Health, and Safety (EHS) Manufacturing Commitment

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Sustainability KPI protocol 2023

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Looking ahead

Starting in 2024, we plan to rollout a new company-wide “PMI DNA” program centered around our people being at the core of our business success and integrated into everything we do; it will focus on three core values: (1) we care, (2) we are better together, and (3) we are game changers. Further, during the year we plan to establish a global network to create a global-local feedback loop on all labor relations matters. We will also work on leveraging our enhanced approach to employee listening to inform our organizational strategy. Committed to human capital development, we will continue to expand and improve our learning portfolio and platforms supporting employability and measuring the impact of our interventions. Integration of Swedish Match and expansion of our U.S. business remain key priorities, as well as continuing to meet our living wage commitments and deploying our third-party workforce policy.

In 2024, we will continue all our efforts to improve gender diversity in our leadership. Yet we understand that gender is just one aspect of diversity. Going forward we will continue addressing the need for local talent representation mirroring our consumer base. Providing support in setting up local ERG chapters is our priority moving forward, as we continue to appreciate ERGs’ role in improving inclusion and a sense of belonging for underrepresented employees. We also aim to expand BeWell and make the resources available to employees and people managers to take care of their mental and physical health. We are developing inclusive leadership workshops, tools, and training resources to equip each employee with the tools needed to be truly inclusive leaders in everything they do and measure our progress through the Inclusion Index.

Safety is in everything we do, not as a task, but as a mindset that we seek to embrace across the organization. The robustness of our environmental, health, and safety (EHS) policies and practices ensures that PMI continues to be a safe place to work. We will continue to do everything to prevent accidents on the road or in the workplace, operating responsibly and continuing on our journey to interdependent culture by enhancing our efforts on people training. We will drive our EHS standards adherence through leadership, ownership, and discipline from everyone with a continuous focus on contractors, non-routine activities, and construction.

This online content about our Integrated Report should be read in conjunction with PMI’s Integrated Report 2023. This report includes metrics that are subject to measurement uncertainties due to inherent limitations in the nature and methods for data collection and measurement. The precision of different collection and measurement techniques may also vary. This report includes data or information obtained from external sources or third parties. Unless otherwise indicated, the data contained herein cover our operations worldwide for the full calendar year 2023 or reflect the status as of December 31, 2023. Where not specified, data comes from PMI financials, nonfinancials, or estimates. Unless explicitly stated, the data, information, and aspirations referenced in online content do not incorporate PMI’s wellness and healthcare business, Vectura Fertin Pharma. Regarding the Swedish Match acquisition, completed late 2022, unless otherwise indicated, online content does not include information pertaining to their sustainability performance. Please also refer to "This report at a glance" on page 2 of the PMI Integrated Report 2023 for more information. Aspirational targets and goals do not constitute financial projections, and achievement of future results is subject to risks, uncertainties and inaccurate assumptions, as outlined in our forward-looking and cautionary statements on page 214. In PMI's Integrated Report 2023 and in related communications, the terms “materiality,” “material,” and similar terms are defined in the referenced sustainability standards and are not meant to correspond to the concept of materiality under the U.S. securities laws and/or disclosures required by the U.S. Securities and Exchange Commission.

 

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