Diversity, Inclusion, and Development
We are committed to maintaining a culture that fosters inclusion and diversity. We continue to operate an extensive inclusion and diversity training program that was originally launched in August 2005.
Diversity at Tyson Foods in 2015
- Females represented nearly 39 percent of our workforce.
- Ethnic minority Team Members represented 64 percent of our workforce
- Of our management board, 78 percent were male and 12 percent were female. Additionally, all nine were over the age of 50.
- Of our nine members Board of Directors, there were two women and one minority.
Business Resource Groups
With the acquisition of The Hillshire Brands Company, we now have ten Business Resource Groups (BRGs) including Men’s, Women’s, Multicultural, Veterans, Young Professionals, and Pride that provide affiliation and support for our Team Members through various programs and events at our Chicago, Dakota Dunes, and Springdale locations. As a part of our commitment to diversity and inclusion, we also publish a Diversity and Inclusion Report every other year highlighting our efforts.
We support continuous learning that is relevant to our team members’ responsibilities and the company’s goals. We focus on developing the leadership, business and technical skills of our team members and opportunities that help develop skills to keep pace with the emerging needs of our customers and consumers. Whether through new hire on-boarding, advanced functional training for seasoned team members, general business skills or outside formal education, we provide many opportunities to promote professional growth and individual achievement.
More than 15,000 Management and Management Support (5,200 Team Members in corporate roles and over 10,000 in field- and plant-based roles) team members participated in the annual performance review evaluation process to measure delivery of business performance results.
We also offer regular performance reviews for our team members. Each year performance is evaluated against goals our team members establish with their supervisors. We set goals at the beginning of the fiscal year, assess progress formally at mid-year and year-end reviews, and believe ongoing feedback about performance is critical to our continued success.
With an ongoing commitment to collecting team member feedback and taking action to address key areas, we are building a sustainable model for shaping a high-performance team and culture to drive future success.