Union Pacific EEO-1 Total Workforce Diversity

Union Pacific Workforce Diversity Statistics

Union Pacific’s workforce is 5.6% female, and 94.4% male.
Their workforce is 67.1% White, 13.5% Black/African American, 14.9% Hispanic/Latino, 1.7% Asian, and 2.7% other.

Union Pacific Diversity Index and Transparency Score

Represented in the S&P 100, there are 12 companies from the Industrials sector. Amongst them, Union Pacific ranks…
• 3rd for Black/African American diversity.
• 3rd for Hispanic/Latino diversity.
• 12th for Asian diversity.
• 6th for “other” diversity.

Union Pacific Board Member Diversity

Union Pacific Board Diversity Statistics

Union Pacific’s Board of Directors is 33.3% female, and 66.7% male.
Their Board of Directors is 75% White, 16.7% Black/African American, 0% Hispanic/Latino, and 8.3% Asian.

The Union Pacific Board of Directors consists of 12 members. The average age of a board member is 66 years old, and the average tenure for existing members is 4.4 years.

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​​Union Pacific Human Capital Management

Union Pacific, a prominent player in the industrial sector, has identified significant opportunities to improve its human capital management, with a focus on workforce diversity. Currently, only 1.7% of Union Pacific’s employees are Asian, compared to the industrials sector average of 7.07%. Additionally, women represent just 5.6% of the company’s workforce, far below the 23.82% average among S&P 100 companies in the sector. These figures unveil a need for Union Pacific to elevate its diversity initiatives, aligning more closely with industry standards and creating a more inclusive workplace. To compare Union Pacific’s EEO-1 data with other companies, you can check out the DiversIQ app for complete control over an expansive database with diversity and human capital data.

Union Pacific emphasizes the importance of helping team members develop new skills and expertise in their roles while committing to fostering a diverse and inclusive environment that reflects the communities they serve (Union Pacific, 2023). This approach is crucial for maintaining a competitive and inclusive organization. By leveraging human capital data analytics, Union Pacific continuously assesses and enhances its workforce strategies, ensuring better alignment with diversity goals and overall organizational objectives (Union Pacific, 2023).

By incorporating these strategies, Union Pacific and similar companies can effectively manage their human capital, promoting ongoing progress toward creating a more diverse, skilled, and effective workforce. This not only supports strategic goals but also contributes to long-term success and sustainability in the competitive industrials sector.

Governance and Compliance at Union Pacific

Adhering to governance and compliance regulations is essential for organizations to uphold integrity and transparency. Compliance with guidelines set by the Equal Employment Opportunity Commission (EEOC) ensures fair treatment of all employees, fostering an inclusive and equitable workplace. EEOC data and reporting, such as the EEO-1 job classification guide and EEO-1 codes, help companies monitor and enhance their diversity and inclusion practices. These measures not only promote fairness but also boost organizational reputation and operational efficiency.

Union Pacific’s governance and compliance efforts highlight room for improvement in board diversity. Despite having a Hispanic/Latino workforce diversity of 14.9%, Union Pacific’s board has 0% Hispanic/Latino representation. This disparity may hinder effective representation of the workforce’s diverse makeup at the leadership level. Ensuring that the board reflects workforce diversity can enhance decision-making and better align corporate strategies with employee and community needs.

Union Pacific emphasizes business ethics, cybersecurity, and risk management as integral parts of its governance strategy. The company has established policies to ensure the health, safety, and well-being of its employees, forming the backbone of its governance framework (Union Pacific, 2023). These measures underscore the importance of ethical conduct and robust compliance in building a sustainable and resilient organization (Union Pacific, 2023).

By leveraging EEOC data and reporting and maintaining stringent governance standards, companies like Union Pacific can improve their compliance practices and ensure equitable representation across all organizational levels.

DEI Data Analytics at Union Pacific

Diversity, equity, and inclusion (DEI) data analytics are vital for informed decision-making and strategic planning in organizations. By leveraging DEI data, companies can use quantitative modeling to understand workforce demographics, monitor progress toward DEI goals, and pinpoint areas needing improvement. DEI analysis enables performance benchmarking against industry peers using EEO-1 disclosures and ethnicity categories, providing insights into an organization’s standing compared to others. Moreover, DEI data bolsters corporate strategy and communications by offering concrete evidence of a company’s commitment to diversity and inclusion.

Continuous monitoring and reporting on DEI metrics help organizations like Union Pacific track progress, refine strategies, and promote transparency and accountability in their DEI efforts. For instance:

  • Nearly 50% of Union Pacific’s new hires were people of color.
  • 13% of new hires were female.
  • Management promotions included 30% people of color and 20% female.
  • Employee Resource Groups experienced nearly a 40% increase in membership, reflecting improved internal diversity efforts (Union Pacific, 2022).

By utilizing DEI data analytics, organizations can make informed decisions that foster a more inclusive and equitable workplace, drive better business outcomes, and enhance corporate reputation.

Importance for Investors

Diversity and human capital considerations are becoming increasingly significant for investors evaluating companies like Union Pacific. This growing focus is driven by regulatory requirements, stakeholder demands, and the recognition of DEI-related risks and opportunities. Investors now seek robust DEI practices as indicators of a healthy work environment and long-term value creation. SEC ESG disclosures and EEO-1 data offer essential transparency, enabling performance benchmarking against industry standards and enhancing investor confidence.

Union Pacific has set a science-based target to reduce absolute Scope 1, Scope 2, and Scope 3 GHG emissions by 50.4% by 2030 from a 2018 base year, underscoring its commitment to sustainable business practices (Union Pacific, 2023). These efforts are critical for meeting investor expectations and fostering long-term business sustainability (Union Pacific, 2023).

Union Pacific’s inclusive governance practices and human capital policies further emphasize its DEI commitment. The Second Chance Hiring Program, for instance, provides fair employment opportunities for formerly incarcerated individuals, reflecting the company’s dedication to equitable workforce practices. Such initiatives enhance social equity and expand the talent pool, supporting company growth and stability (Union Pacific, 2022).

Leveraging DEI Data at Union Pacific

Leveraging diversity and human capital data is vital for performance benchmarking, risk assessment, and effective risk management. Utilizing EEO-1 pay data and DEI insights allows for accurate diversity measurement, identification of gaps, and the development of targeted inclusivity strategies. Comparing DEI metrics against industry benchmarks enables organizations to gauge performance, identify best practices, and enhance competitive positioning. Collecting EEO data from employees provides comprehensive workforce demographics, supporting informed human capital planning and decision-making.

Robust risk management frameworks and processes are essential for proactively identifying, assessing, and addressing DEI-related risks. These frameworks help mitigate legal and financial risks, improve employee engagement and retention, and support long-term business sustainability. For example, Union Pacific aims to double the female population in its workforce and increase the people of color population to 40% by 2030, reflecting a strategic approach to risk management by fostering a more inclusive and diverse workforce (Union Pacific, 2023). This objective underscores the importance of structured and strategic DEI efforts in managing potential risks (Union Pacific, 2023).

Data transparency is also crucial for advancing pay equity, a key aspect of DEI risk management. Union Pacific received third-party validation for pay equity for women and people of color, highlighting its commitment to equitable compensation practices (Union Pacific, 2023). Transparent EEO-1 pay data reporting allows organizations to track pay equity progress, address disparities, and enhance fairness and trust within the workforce. This transparency supports better risk management by ensuring compliance with regulatory requirements and fostering a culture of equity and inclusion (Union Pacific, 2023).

By integrating these practices, organizations can leverage diversity and human capital data to improve performance, manage risks effectively, and support sustainable business practices.

References

Union Pacific. (2022, February 10). Union Pacific Releases First ‘We Are One’ Human Capital Report. Retrieved from https://www.up.com/media/releases/human-capital-report-nr-220210.htm

Union Pacific. (2023, March 7). Union Pacific Showcases DE&I Leadership: Pay Equity, Majority-diverse Board. Retrieved from https://www.up.com/media/releases/dei-leadership-validation-nr-230307.htm

Union Pacific. (2023). Sustainability. Retrieved from https://www.up.com/aboutup/esg/index.htm

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