Diversity & Inclusion

We believe an inclusive workforce, where diverse team members feel engaged and valued, helps inspire new ways of thinking at Valvoline. The unique characteristics that shape each individual help inform our decisions as a company, and those perspectives afford us a better understanding of the needs of our diverse customer base.

 

HOW WE ARE MAKING A DIFFERENCE

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Women in Workplace

Creating Opportunities for Women to Thrive in the Workplace: a Valvoline Roundtable Discussion

As part of our efforts to encourage a more diverse and inclusive work environment, a “Women in Leadership” roundtable discussion was recently held to celebrate the strides we’ve made in promoting women to leadership positions at Valvoline and to identify areas where we can continue to grow the diversity of our employee base. Our most senior female team members, including Valvoline’s four female executive officers and two female board members, all attended the event.

Valvoline has successfully promoted women from within, but our efforts to recruit talented females to leadership roles has also ramped up in recent years. In 2016, Mary Meixelsperger joined Valvoline as chief financial officer, and she based that decision largely on the tone that was set at the top. “Steve Kirk, our board chair, and Sam Mitchell, our CEO, made it clear to me that having a diverse leadership team was critical,” said Meixelsperger. “They recognize the benefits of including different viewpoints when weighing business strategy, and that was an important criteria of mine.”

Valvoline board member, Carol Kruse, shared insights on the importance of not only giving working and single moms the opportunity to advance, but providing them the appropriate workplace environment to thrive and succeed. “Too many times in my previous work experiences I witnessed deserving women achieve a position of power, only to find inflexible time demands lead to their demise,” said Kruse. “I feel Valvoline has established a good work/life balance, but we need to continue to improve on that to broaden our appeal to more diverse candidates.”

During the discussion, a number of suggestions were raised to help maintain the upward trajectory of Valvoline’s inclusive workplace.

Some of the opportunities include establishing a more formal mentoring program, better tracking and analysis of diversity metrics, increasing the pipeline of diverse applicants, reviewing and updating policies that specifically affect women in the workplace, and expanding the number of female employees at our VIOC service centers.

Women in Workplace

Creating Opportunities for Women to Thrive in the Workplace: a Valvoline Roundtable Discussion

As part of our efforts to encourage a more diverse and inclusive work environment, a “Women in Leadership” roundtable discussion was recently held to celebrate the strides we’ve made in promoting women to leadership positions at Valvoline and to identify areas where we can continue to grow the diversity of our employee base. Our most senior female team members, including Valvoline’s four female executive officers and two female board members, all attended the event.

Valvoline has successfully promoted women from within, but our efforts to recruit talented females to leadership roles has also ramped up in recent years. In 2016, Mary Meixelsperger joined Valvoline as chief financial officer, and she based that decision largely on the tone that was set at the top. “Steve Kirk, our board chair, and Sam Mitchell, our CEO, made it clear to me that having a diverse leadership team was critical,” said Meixelsperger. “They recognize the benefits of including different viewpoints when weighing business strategy, and that was an important criteria of mine.”

Valvoline board member, Carol Kruse, shared insights on the importance of not only giving working and single moms the opportunity to advance, but providing them the appropriate workplace environment to thrive and succeed. “Too many times in my previous work experiences I witnessed deserving women achieve a position of power, only to find inflexible time demands lead to their demise,” said Kruse. “I feel Valvoline has established a good work/life balance, but we need to continue to improve on that to broaden our appeal to more diverse candidates.”

During the discussion, a number of suggestions were raised to help maintain the upward trajectory of Valvoline’s inclusive workplace.

Some of the opportunities include establishing a more formal mentoring program, better tracking and analysis of diversity metrics, increasing the pipeline of diverse applicants, reviewing and updating policies that specifically affect women in the workplace, and expanding the number of female employees at our VIOC service centers.

At Valvoline, we recognize the importance of a diverse and inclusive work environment. We are striving to improve diversity in our workforce and to create an atmosphere where each individual feels empowered and engaged.

Diversity Recruiting
Our efforts to recruit diverse applicants expanded in 2019, including the creation of videos featuring our diverse VIOC and corporate workforce.

Learn More In Our 2020 CSR Report

View Report

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