U.S. Headquarters
Bentonville, AR
U.S. Employees
1.58 million
Doug McMillon, President and Chief Executive Officer – Walmart Inc
Doug McMillon
President and CEO

“We want everyone to know they belong at Walmart. The culture they experience and the opportunities with which they are presented make that possible. We want every associate to feel accepted, valued and supported, so we’re constantly working to bring our values to life through our culture and strengthen the ladder of opportunity.”

Denise Malloy, Senior Vice President and Chief Belonging Officer, Walmart
Denise Malloy
Senior Vice President and Chief Belonging Officer

“You belong here. It’s the feeling that we want Walmart and Sam’s Club associates to have when they walk through the doors of our stores, clubs, fulfillment centers and campuses around the world. Belonging is the universal outcome we seek to achieve through our diversity, equity and inclusion efforts, and we remain committed to driving progress.”

From The Company

Creating opportunities for associates has always been an important part of Walmart’s culture. In 2022, Walmart delivered new benefits and expanded learning pathways to help associates continue to grow. The company expanded well-being efforts and continued to foster inclusion across the business. The business is delivering tangible solutions through the lens of CDEI. Walmart intersects these efforts at belonging so associates, suppliers and customers and communities feel accepted and valued.

Walmart’s workforce is wonderfully diverse as the largest private employer in the U.S. of women, Black and African Americans, Hispanic and Latinos and people of color. Walmart recognizes its role in championing a sense of belonging to foster a more meaningful environment for its stakeholders, generate stronger business outcomes and lift the communities it serves.

Key takeaways from the 2023 Culture, Diversity, Equity & Inclusion Annual Report:

  1. Officer representation in the U.S. for women and people of color is at the highest levels since at least 2020. We continue to see steady progress in diversity representation among our company’s senior leadership. Women comprised 36.75% of U.S. officers as of January 27, 2023, which is up +4.95% from 31.80% on Jan. 31, 2020. Similarly, people of color represent 27.61% of U.S. officers, which is up +2.73% from 24.88% on Jan. 31, 2020.
  2. Representation for International Women in Management is trending upward. Despite seeing a decline in representation for International Women Officers, down -5.02% to 32.14% in FYE23 from 37.16% in FYE22, representation for International Women in Management increased +4.09% from 45.96% in FYE22 to 50.05% in FYE23.
  3. Global representation for women in officer positions has increased steadily even as women’s representation in the total workforce has decreased globally. Walmart has experienced similar regression in our global total workforce representation for women as seen in broader macroeconomic trends, with 53.18% representation today as compared to 55.18% two years ago. Meanwhile, representation in higher-paying leadership positions has increased over the same period. Women currently represent 36.13%of our global officers – up +2.85% from 33.28% two years ago – and are 46.14% of our global management ranks, which is up from the 45.25% figure from our published 2020 year-end report.
  4. U.S. hourly to management and management-to-management promotions overall for people of color has increased. U.S. hourly-to-management promotions saw a significant uptick for people of color distributed YOY to 43.44% in FYE23 from 41.08% in FYE22. Asian U.S. hourly-to-management promotions increased YOY by +0.42% to 3.45% FYE23. African American U.S. hourly-to-management promotions also grew to 16.99% in FYE23, an increase of +1.95% as well as 2+ races U.S. hourly-to-management promotions, increasing +0.53% to 4.15% in FYE23. U.S. management-to-management promotions for people of color also increased by +2.75% from 39.68% in FYE22 to 42.43% in FYE23.
  5. Asian and Hispanic representation is up year-to-date across the board. People of color now represent 49.35% of our total U.S. workforce, which is up +0.65% since Jan. 31, 2022. These gains are driven, in part, by an increase of +0.80% in Hispanic representation to 19.33%, an increase of +0.41% in Asian representation to 4.77%, and an increase of +0.37% in Asian new hires to 2.99% . Additionally, U.S. Management representation for people of color is up +2.14% since Jan. 31, 2022, to 40.65%, driven by a +1.63% gain in Asian management to 13.11%. Asian officer representation in the U.S. is currently 8.96%, which is up +0.76% since Jan. 31, 2022, while U.S. officer representation for Hispanics is up +0.27% to 5.67% for the same period.
  6. The makeup of our new hire population is becoming increasingly diverse. People of color represent 58.16% of our U.S. new hires year to date, which significantly outpaces the 49.35% rate at which people of color are represented in our total U.S. workforce. This new hire rate of 58.16% is also at its highest level in at least two years, as it was 55% at the 2020 fiscal year-end point. The current new hire rate of 29.29% for African Americans is up +0.43% from the end of Fiscal Year ’22 (Jan. 31, 2022) and outpaces the current 20.52% total U.S. workforce representation for African Americans by +8.77%.