UPS EEO-1 Total Workforce Diversity

UPS Workforce Diversity Statistics

UPS’s workforce is 21.3% female, and 78.7% male.
Their workforce is 50.5% White, 24% Black/African American, 18.8% Hispanic/Latino, 2.7% Asian, and 4% other.

UPS Diversity Index and Transparency Score

Represented in the S&P 100, there are 12 companies from the Industrials sector. Amongst them, UPS ranks…
• 2nd for Black/African American diversity.
• 1st for Hispanic/Latino diversity.
• 11th for Asian diversity.
• 3rd for “other” diversity.

UPS Board Member Diversity

UPS Board Diversity Statistics

UPS’s Board of Directors is 41.7% female, and 58.3% male.
Their Board of Directors is 66.7% White, 25% Black/African American, 0% Hispanic/Latino, and 8.3% Asian.

The UPS Board of Directors consists of 12 members. The average age of a board member is 62.4 years old, and the average tenure for existing members is 8.6 years.

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Human Capital Management at UPS

Effective human capital management (HCM) is crucial in the industrials sector for fostering a productive and innovative workforce. HCM practices typically include performance management, talent acquisition and retention, diversity, equity, and inclusion (DEI), as well as workforce development and workplace culture enhancement. Companies strive to create diverse and inclusive environments that support the growth and career development of their employees.

UPS exemplifies these principles through its comprehensive HCM strategy. The company emphasizes performance and talent management to ensure employee alignment with organizational goals and to provide opportunities for professional development. Central to their strategy is promoting DEI within the workforce. UPS continually attracts and retains a diverse and talented workforce, fostering an inclusive culture that supports growth and career development (UPS, n.d.-a).

Moreover, human capital disclosure requirements, such as those set by the Securities and Exchange Commission (SEC), are integral to transparency and accountability in HCM. These disclosures offer stakeholders insights into a company’s workforce composition and DEI initiatives, ensuring that companies like UPS adhere to best practices in human capital management. Through robust HCM systems and transparent human capital disclosures, organizations can demonstrate their commitment to workforce excellence and inclusivity (UPS, n.d.-a; U.S. Securities and Exchange Commission [SEC], 2020).

Board Diversity at UPS

Diversity at the board level is crucial for fostering innovative thinking, effective decision-making, and sustainable business practices. A diverse board brings varied perspectives and experiences, enhancing strategic oversight and governance. This diversity helps companies address complex global challenges, understand diverse customer bases, and navigate regulatory landscapes.

UPS exemplifies the positive trend in board diversity within the industrials sector. The company has significantly improved its board diversity from 33.3% diverse members in 2020 to 66.7% in recent years, well above the industrials sector average of 48.6%. This 18.1 percentage point deviation underscores UPS’s commitment to fostering an inclusive boardroom environment. Such improvements reflect the company’s dedication to aligning with broader societal shifts towards greater inclusivity and representation at the highest levels of corporate governance. This positive direction is critical for companies seeking to stay competitive and relevant in an increasingly diverse global marketplace.

UPS Ignite Program and Supplier Diversity

The UPS Ignite program is a notable example of how UPS supports diversity and human capital for sustainable business practices. Launched to support underrepresented entrepreneurs, this program offers resources such as capital, training, and business coaching. It aims to elevate small and medium-sized businesses led by diverse founders, impacting over 250 businesses through a $1.25 million investment over three years (UPS, n.d.-b). Initiatives like UPS Ignite demonstrate the importance of investing in diverse talent pools, which drive innovation and economic growth, contributing to the broader goal of sustainable business practices (UPS, n.d.-b).

UPS has also been recognized for its commitment to fostering diversity in its supply chain. The company’s Supplier Diversity Program focuses on engaging with small and diverse suppliers globally, emphasizing inclusivity and support for minority-owned businesses. This approach not only enhances UPS’s operational efficiency but also promotes economic equity and inclusion within the communities they serve (UPS, n.d.-c). By prioritizing supplier diversity, UPS helps create a more resilient and diverse supply chain, crucial for long-term business sustainability and social impact (UPS, n.d.-c).

ESG Practices at UPS

UPS has developed a comprehensive environmental, social, and governance (ESG) strategy to drive responsible and sustainable business practices. The company aims to achieve carbon neutrality across its global operations by 2050. Here are some key milestones:

  • 40% alternative fuel usage in ground operations by 2025
  • 25% renewable electricity for its facilities by 2025
  • 30% sustainable aviation fuel (SAF) for its aircraft by 2035

These ambitious targets underscore UPS’s commitment to environmental stewardship and reflect its proactive approach to mitigating climate-related risks, reducing operational costs, and meeting stakeholder expectations (UPS, n.d.-d).

To further address climate change and enhance environmental sustainability, UPS has significantly invested in alternative fuels and advanced technology vehicles. In 2022, UPS incorporated over 15,600 alternative fuel and advanced technology vehicles into its fleet, including electric and hybrid models. Additionally, the company purchased 162 million gallons of alternative fuels, accounting for 26.5% of its ground fuel usage (UPS, n.d.-e). These investments not only mitigate environmental impacts but also position UPS as a leader in sustainable logistics, contributing to global efforts to combat climate change (UPS, n.d.-e).

UPS maintains strict governance and compliance frameworks to ensure ethical and sustainable business practices. Their governance policies guide corporate responsibility and include comprehensive guidelines on board operations, business conduct, and political contributions. The company’s Code of Business Conduct and various governance charters are designed to uphold transparency and accountability throughout the organization (UPS, n.d.-f).

EEO-1 Report Insights at UPS

The EEO-1 report is a vital tool for tracking workforce demographics, providing detailed data on employee distribution across various race and ethnic categories. This report helps organizations and stakeholders assess workforce diversity, promoting transparency and accountability.

UPS stands out among S&P 100 companies in the industrials sector with a higher percentage of Non-White employees (49.5%) compared to the sector average (33.1%), marking a notable deviation of 16.4 percentage points. Moreover, UPS has a significantly higher percentage of Black/African American employees (24.0%) compared to the industrials sector average (12.3%), a deviation of 11.7 percentage points. These statistics highlight UPS’s relatively diverse workforce compared to its industry peers, underscoring the company’s commitment to reflecting broader societal diversity within its operations.

By maintaining transparency through detailed workforce demographics, companies like UPS demonstrate their dedication to fostering an inclusive workplace. The EEO-1 report serves as a benchmark for measuring progress and ensuring accountability in diversity initiatives, contributing to a more equitable and representative corporate environment. While this provides a surface-level breakdown of how UPS performs in its sector, there is more to the story. For an in-depth look at diversity and human capital data, the DiversIQ app is your go-to tool for comparing the metrics that matter most to you.

Governance and Compliance for Diversity at UPS

UPS showcases robust governance and compliance within the industrials sector, particularly highlighting its commitment to board diversity. The company boasts a higher percentage of women on its board (41.7%) compared to the sector average (32.5%), marking a notable deviation of 9.2 percentage points. Additionally, UPS has a higher percentage of Black/African American board members (25.0%) relative to the sector average (14.9%), reflecting a 10.1 percentage point difference. These figures underscore UPS’s dedication to fostering a diverse board, which is crucial for bringing varied perspectives and enhancing corporate governance.

However, it is important to note that while 18.8% of UPS’s workforce is Hispanic/Latino, there are no Hispanic/Latino members on its board. This lack of representation appears to be a missed opportunity for UPS to better align its board composition with its diverse workforce, especially considering the significant strides made in board diversity since 2020. Ensuring that the board reflects the company’s workforce can improve governance and decision-making by incorporating a broader range of insights and experiences.

UPS upholds strict governance and compliance frameworks to ensure ethical and sustainable business practices. Their governance policies guide corporate responsibility and encompass comprehensive guidelines on board operations, business conduct, and political contributions. The company’s Code of Business Conduct and various governance charters are designed to maintain transparency and accountability throughout the organization (UPS, n.d.-f). These frameworks are essential for meeting SEC human capital management disclosure requirements and ensuring robust oversight in all aspects of corporate operations (SEC, 2020).

References

UPS. (n.d.-a). Human capital management. Retrieved from https://about.ups.com

UPS. (n.d.-b). UPS Ignite program. Retrieved from https://about.ups.com/us/en/our-stories/social-impact/ups-ignite.html

UPS. (n.d.-c). Awards and recognitions. Retrieved from https://about.ups.com/us/en/our-stories/awards-recognitions.html

UPS. (n.d.-d). Sustainability highlights. Retrieved from https://about.ups.com/content/dam/upsstories/assets/reporting/sustainability-2021/Sustainability_Highlights_081721_final.pdfUPS. (n.d.-e). 

UPS sustainability highlights brochure. Retrieved from https://about.ups.com/content/dam/upsstories/assets/social-impact/UPS%20Sustainability%20Highlights%20Brochure_April%2025%202023.pdf

UPS. (n.d.-f). Governance and compliance. Retrieved from https://about.ups.com/us/en/our-company/governance.html

U.S. Securities and Exchange Commission. (2020). SEC adopts rule amendments to modernize business, legal proceedings and risk factor disclosures. Retrieved from https://www.sec.gov/news/press-release/2020-192

 

DiversIQ is your go-to resource for comprehensive coverage of human capital and diversity data.