Building a Better World depends on people who find purpose in their work. It’s a long standing mindset and essential component of the entrepreneurial spirit that many of our RPM associates embody. It drives us to do the right thing for each other, for our customers and for the future of our planet.
We could not take on the challenge of Building a Better World without the committed RPM associates around the globe. We involve them in our sustainability efforts through awareness campaigns, feedback surveys, programs, contests, incentives, goals and initiatives that offer opportunities to collaborate with their fellow associates and to help build a better world at RPM.
The Building a Better World Engaged People Subcommittee is chaired by our Vice President – Corporate Benefits and Risk Management and composed of representatives from each of our operating groups and senior leaders at the RPM corporate level. The Subcommittee addresses key issues affecting our workforce, including diversity, equity and inclusion. It develops and implements programs, and suggests improvement measures to the Building a Better World Oversight Committee and, ultimately, RPM’s Board of Directors.
We recognize that our workforce is rapidly changing, becoming more diverse and we are continually adapting to what current and new associates value. We work to create leadership development opportunities to foster top talent. We develop policies and programs to attract and retain the best workforce and we strive to provide overall wellbeing, including safe and pleasant working conditions through our health and safety training and management, benefits and educational programming.
For example, we have partnered with a job posting board focused on connecting all U.S. businesses with diverse candidates, including veterans, women, people of color and individuals with disabilities.
Additional initiatives established by our Engaged People Subcommittee include:
- Provide specialized training for human resources and recruiting managers focused on unconscious bias, diversity of thought and bias in hiring.
- Intentionally work to broaden our applicant pool with more diverse candidates.
- Review current benefit offerings to identify gaps in inclusivity.
- Develop and expand training and educational opportunities equitably for all associates.
- Review hiring and recruiting practices for diversity and inclusiveness.
- Review organizational communications for cultural appropriateness, diverse representation and accessibility.
Associate Recognition and Awards Programs
Associate Assistance Program
Retirement and Pension Programs