Caring for People
At Steelcase, we positively impact the places where we live and work by helping build communities where people belong, learn and thrive.
Open image tooltipBetter Futures Community
Better is Possible™
A community of changemakers exploring bold new approaches to equity, education and the environment.
At Steelcase, our purpose is to help people do their best work by creating places that work better. We are asking ourselves, what is better? We believe, better can be a future of work that is equitable, accessible and sustainable. We understand that the starting point for what is “good” and what is “better” isn’t the same for everyone. So, how do we make better possible in the places where we live and work throughout the world. To advance this exploration, we created The Better Futures Community, a community of changemakers exploring bold new approaches to equity, education and the environment.
Goals
Create Systemic Change
Align Social Innovation investments with the UN Sustainable Development Goals.
Invest in community partners to provide quality education to those who otherwise wouldn’t have access — building the skills needed to thrive and potentially work at Steelcase in the future.
Connect People to Purpose
Scale our Change Corp model.
Provide platforms for employees to volunteer.
Launch an employee grants program for causes in which our employees engage.
Build Cultures of Innovation
Design learning opportunities into our community partnerships.
Launch Equity in Education Open Innovation Challenge.
Amplified Equity in Education
Open Innovation Challenge increased the creative capacity of 100 organizations by 2030.
280 Global Social Innovation Projects
280 Global Social Innovation Projects across UN SDG areas of Quality Education, Reduced Inequalities and Climate Action
109,000+ Hours
Employee volunteer hours from FY17-22
32 locations
Steelcase Employee Change Corp locations, which consists of our employee-led social impact groups around the globe.
Diversity, Equity + Inclusion
Approach
At Steelcase, we’re proud to be a company that believes in doing the right thing and doing things right. For over a century, we’ve used our core values to guide corporate decision making and shape our culture — and that starts by treating people with dignity and respect.
We believe every individual brings unique value to the office and that unlocking the contributions of our people amplifies their impact and empowers them to reach their full potential.
Our approach to diversity, equity and inclusion is both part of a comprehensive strategy and a natural extension of who we are. We are committed to advancing Diversity, Equity and Inclusion (DEI) and have defined desired aspirations for 2025.
In addition, for more than 25 years, the Steelcase supplier diversity program supported the growth and development of minority-owned, women-owned, veteran-owned, service-disabled veteran-owned and HUBzone businesses in the U.S.
Goals
Build Diverse Teams that Reflect our Communities
Redesign hiring and talent systems for more robust diversity outcomes.
Ensure Equitable Development Opportunities
Advance minority talent and use inclusive leadership hiring and advancement strategies.
Steelcase uses an evidence-based selection process to cultivate a more diverse talent pipeline.
Create a Culture of Inclusion
Improve perception of inclusion and design DEI learning experiences for all employees.
Ensure the Utilization of a Diversified Supply Chain
Ensure 10% of addressable spend is made with diverse suppliers in the Americas.
Align Dealers in a Common DEI Purpose
Lead cross functional teams to create tools, resources and actionable plans that inspire and support dealer efforts.
Develop dealer and Steelcase platforms and leverage in-person events for ongoing engagement.
63.5% Women
Women fill nearly 2/3 of the positions on our board of directors.
$110+ million
Spent with diverse-certified suppliers, consistently exceeding our annual goal
30% Diverse New Hires
In the US, 30% of new hires identify as racial or ethnic minorities.
Open image tooltipBlueprint for Inclusive Workplaces of the Future
How to create compelling destinations where everyone can contribute.
Learning + the Future of Work
Approach
At Steelcase, we believe learning is a life-long process and that our employees have the capacity to evolve their skills and mindsets to meet current and future needs.
We strive to be a continuous learning organization, strengthening and amplifying the talents of our organization, teams and individuals so we can reach our full potential, create the biggest impact and unlock human promise.
Goals
Design Learning Opportunities Into our Community Partnerships
Build a global network of 1,000 social innovators making a positive impact in their communities by 2025.
Create Communities of Belonging
Within our learning initiatives and programs, create communities of belonging to improve the practice of learning in the flow of work. Activate a goal setting framework in 100% of our action learning programs.
Inspire Growth
In FY23, Steelcase will embed development and wellbeing into Impact Coaching to put the employee more effectively in the driver’s seat of their career and development.
New Learning Experiences
Launched six new learning experience pilots with the express intention of drawing people closer to their purpose.
76% Steelcase Workforce
Received career or skills-related training via Steelcase
Learning Lab:
Being Future Fit
25 Social Innovation Lab Fellows supported and funded — from FY21-FY22
Wellbeing
Approach
Steelcase promotes the six dimensions of wellbeing through culture, policy and access to resources because we believe people in a state of wellbeing are best equipped to unlock human promise.
Wellbeing Dimensions
- Optimism
- Mindfulness
- Authenticity
- Belonging
- Meaning
- Vitality
Steelcase offers wellbeing programs at no cost to employees. These resources include virtual health, addiction support, weight loss counseling, nutrition consultations, second opinion service, mental health counselling and health coaching. Insurance carriers offer disease management to help employees manage chronic disease and improve quality of life.
Goals
Ensure Equitable Access to Wellbeing Services Globally
Build an inclusive wellbeing program built upon five pillars:
- Emotional Health
- Career Fulfillment
- Social Health
- Financial Health
- Physical Health
Provide all regions access to an Employee Assistance Program.
Democratize Access to Knowledge and Services for Holistic Employee Opportunities
Identify and connect wellbeing champions throughout the globe.
Foster a culture of wellbeing for oneself and others.
Continue Mental Health First Aid training.
Develop inclusive leadership behaviors.
7% or Below
Global Employee Turnover Rate
10% utilization
More than 10% of U.S. Steelcase employees used the Employee Assistance Program
89% Certified
Steelcase facilities are ISO 14001 certified
Safety
Approach
We are cultivating a safe work environment through a cross-functional and participative approach to injury prevention and use OSHA Record Keeping Guidelines to report data globally.
Goals
Develop and Reinforce a Culture of Wellbeing, Health and Safety
Continue use of the Job Safety Analysis (JSA) program to assess risks and communicate potential work-related hazards. Conduct regular reviews on JSA performance and feed data into a Lean Management System (LMS) to provide comprehensive accountability and identify opportunities for continuous improvement. Track injury and illness incidents annually.
Steelcase team members may report any work-related allegations and complaints through and open-door policy and anonymous global integrity help line. A global incident reporting process captures all safety-related incidents.
15% Participation
Nearly 15% of Steelcase global workforce is represented in formal joint management-worker health, safety and wellness committees that monitor and advise on occupational health and safety programs
1.71 Per 100
Total Recordable Work-Related Injury Incident Rate per 100 Employees. Incident Rate is calculated by the number of incidents x 200,000 (100 employees * 2,000 hours worked) divided by hours worked.
Global Wellbeing
Policy + Services
Part of a comprehensive program to identify and eliminate hazards and minimize of risks to employee total worker health
