Promoting a Vibrant, Inclusive Workplace
We’re strengthening our culture by emphasizing diversity and inclusion, thinking and acting innovatively and simplifying work.
Diversity & Inclusion
Altria’s diversity and inclusion vision is to seek and value differences with our people, communities and suppliers to drive our success.
Each of us brings our own point of view to work: one that is shaped by our education, family and life experiences as well as our age, gender identity, race and sexual orientation. When we value these differences, we solve business problems and create a more inclusive workplace.
In 2017, our CEO joined the CEO Action for Diversity & Inclusion network and signed its pledge. By joining the network with more than 250 companies representing nearly 70 industries across all 50 states, the company has committed to:
cultivate a culture where difficult and sometimes complex conversations about diversity and inclusion can take place;
continue to implement unconscious bias training and education; and
share best (and unsuccessful) practices to benefit, and learn from, other companies.
Innovation is more than just bringing products to market. Innovation also includes bringing new ideas, efficiencies and improvements to the jobs we’re already doing.
Our recent progress:
In 2017, a cross-functional team looked at innovative ways to rapidly identify and allocate diverse sources of talent.
Philip Morris USA brought a packaging innovation to life with Marlboro Ice. The team modernized the cigarette packaging with an innovative, patented re-sealable design.
In 2017, Altria purchased our Headquarters building and will renovate the interior for an even more vibrant workspace for employees. Additionally, we opened a new meeting space in Scott's Addition, an eclectic historic neighborhood in Richmond, called "The Warehouse." The Warehouse is a unique space and more casual than our typical conference rooms to help inspire creative thinking.
Because of today’s changing marketplace, our ability to adapt and move quickly has never been more important. Our employees are taking the initiative to streamline work and save time and money.
In 2017, we launched a simplification challenge asking employees to identify opportunities to simplify processes, policies, and systems and tools. We used a crowdsourcing tool for employees to build on ideas and vote for what ideas should be pitched to functional leaders and implemented. Two hundred ideas were submitted. More than 250 employees commented and expanded on those ideas, and 928 employees voted for the best ideas.
Attracting, Developing & Retaining Talent
In 2017, our companies’ investment
in training and development programs.
Employees want challenging, meaningful work. They want to make decisions that matter, while developing their careers. We provide these opportunities, including paid internships and diverse assignments designed to stretch capability.
In 2017, we updated our Leadership Responsibilities to help position us for success in the future. We modernized the framework to make it simpler, memorable and relevant to our evolving businesses and employees.
We recruit people with strong leadership potential. Our companies have longstanding recruiting relationships with about 18 universities nationwide. Each year, we offer students paid co-ops or internships and many of these interns begin their careers with Altria after they graduate. Our university recruiting is complemented by our efforts to hire experienced employees with demonstrated leadership capabilities.
In 2017, the diversity and inclusion team, along with the Unifi and Spring Employee Resource Groups, expanded the AltriaConnects mentoring program by partnering 48 interns with employee mentors outside their assigned function. Our CEO and other executives served as intern mentors as part of this program. Eighty-two percent of interns surveyed said that this enhanced their overall experience.
In 2017, Altria hired 688 new employees: 37.1 percent were women and 45.5 percent were people of color, helping improve the diversity of our workforce.
We work in highly competitive, regulated industries. Our development programs prepare our employees to take on complex business challenges.
When employees join our companies, they have immediate access to development resources. Employees receive ongoing feedback from their managers about their development, performance, and career advancement and growth opportunities.
Rewarding & Recognizing Employees
Altria and its companies offer some of the most comprehensive and competitive benefits within the Fortune 500.*
Our compensation program helps us attract, retain and motivate world-class talent. Depending on level, total compensation includes different elements – base pay, annual cash incentives, long-term stock and cash incentives and benefits.
Our goal is to provide total compensation packages between the 50th and 75th percentile of our peer companies. In 2017, we launched a new, simplified website for employees to access compensation and benefits information from anywhere, including mobile devices.
Our employee recognition program empowers employees to acknowledge the superior work of their peers. Whether it comes as just a note or as more tangible recognition, we promote an environment of acknowledging hard work and results.
Creating a Safe Workplace
Our safety goal is simple – we want all employees to have an injury-free career. We’re committed to occupational injury and illness prevention and to full compliance with laws and regulations relating to employee safety and health.
We continually update our policies, procedures and equipment as new developments occur in safety and health standards, as advances are made in technology and as market conditions change. Achieving this goal requires each employee to commit to an injury-free career by complying with safety requirements, performing job duties in a safe manner, and watching those around them each day.
Altria's safety assessment performance composite score earned by our facilities
(up 2 percentage point from 2016)
Altria's OSHA recordable injury rate
This rate is lower than the benchmark for U.S. Beverage and Tobacco Product Manufacturing.
Altria's OSHA lost day rate
This rate is equal to the benchmark for U.S. Beverage and Tobacco Product Manufacturing.
Employee Resource Groups
Adult tobacco and wine consumers come from all different backgrounds with changing tastes and a wide range of personal preferences. It's important to invite our diverse co-workers to share their experiences to help our businesses connect with these diverse adult consumers.
Our Employee Resource Groups (ERGs) bring together groups of employees with shared characteristics or life experiences to help the company benefit from our diversity and become more inclusive. Through our ERGs, we're able to better understand and connect with suppliers, our adult consumers and each other.
Elevating Asian Strengths and Talents
Elevate Asian strengths and talent to help Altria achieve its mission in a global environment.
Altria's Lesbian, Gay, Bisexual and Transgender Network
Work to foster greater diversity, creativity and innovation by promoting a culture of inclusion and opportunity.
Altria's Military Network
Leverage the skills, values and culture of our company's current and former service members.
Altria's Hispanic Network
Leverage Hispanic talent for solutions and insights in achieving Altria's mission.
Young Professionals Network
Enhance Altria’s position as the place for young professionals to establish and grow meaningful careers.
Altria's Black Employee Network
Strengthen diversity of the leadership pipeline, foster professional development and leverage unique cultural insights of Altria's Black employees.
Women in Manufacturing
Extend the benefits of a national association dedicated to the attraction, development and retention of women in the manufacturing industry.
Women in Sales
Altria Group Distribution Company (AGDC)
Work to develop the careers of the women in AGDC’s sales force.
Serve as a catalyst for the development and advancement of women within the Altria family of companies.
Compliance & Integrity
Our success depends on our people and how we conduct business. We pursue our business objectives with integrity and in full compliance with all applicable laws.
We work hard to achieve a culture of compliance and integrity that
Altria's Chairman, CEO and President, the Board of Directors and senior officers are accountable for Altria's Compliance & Integrity Program.
Speaking Up & Preventing Retaliation
Our compliance and integrity program is built on personal accountability. We require our employees to speak up if they believe misconduct has occurred or if something just doesn’t seem right. We also make it clear that we will not tolerate retaliation against employees who raise good faith compliance concerns.
All employees receive training on the Code of Conduct and how to use it in decision making. The Code also requires employees to speak up if they believe misconduct has taken place. We expect our employees to comply with the Code and company policies relevant to their jobs.
Compliance & Integrity Investigations Activity
We act promptly, professionally and confidentially in response to any report or concern of a potential violation of our Code of Conduct, policies or the law. We investigate allegations we receive, without exception. We report the findings from investigations to our employees on an annual basis.
In 2017, about 68 percent of employee compliance concerns came from in-person reports, with the remaining cases coming primarily through the Integrity HelpLine and WebLine. About one percent of our 2017 cases were submitted anonymously, compared to 17 percent in 2016.
We substantiated misconduct in 120 of the 195 cases in 2017 – a substantiation rate of 62 percent. Management worked with Human Resources (and other subject matter experts, as needed) to determine appropriate disciplinary or corrective action for violations, such as termination, suspension, warnings and counseling. None of the substantiated cases involved matters or amounts that were material to Altria.