Diversity, Equity and Inclusion 1

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and Inclusion 2

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 3

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 4

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

MCBC employees

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 6

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 7

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 8

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 9

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 10

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 11

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

Diversity, equity and inclusion 12

"We don't see this as a moment. We see this as a movement."

- Steven Brown, Vice President of Diversity Equity & Inclusion

DEI logo

 

“The role of diversity, equity and inclusion is the responsibility of all employees. We each own a role in making diversity, equity and inclusion part of everything we do – from how we work together to how we grow our company.”

Gavin Hattersley, CEO of Molson Coors Beverage Company

"Leading with our most important value to put people first, we continue to take steps forward on our DEI journey. For it is only through the unique experiences and perspectives from our people that we will drive long-term change for our company, our communities and society as a whole.”

One of our five organizational values at Molson Coors is Learn Every Day. As this value suggests – our DEI learning journey at Molson Coors is a continuous one that is felt passionately throughout the organization. To guide our employees in their diversity, equity and inclusion journey, we are proud to provide DEI workshops, e-learnings and ample resources for our employees.

We know, however, that merely providing the tools is not enough to implement real change. That’s why we also make sure that diversity, equity and inclusion is at the forefront of each function’s business goals. In addition to our quarterly DEI Town Halls, led by our vice president of diversity, equity and inclusion, we have consistent programming throughout the year to proactively feed the curiosity and growth of our employees.

Month of Inclusion logo

Month of Inclusion

Every October, we host our annual Month of Inclusion, which is a series of interactive sessions, keynote speakers, and candid conversations to help build our DEI understanding and development. Check out a recap of our 2021 Month of Inclusion, here!

Empathy Experience logo

Empathy Experience

The Empathy Experience is a facilitator-led, immersive experience meant to further DEI through self-reflection, compassion and emotional connection to understand the experiences of those from historically marginalized groups.

Inclusion in action logo

Inclusion in Action

Our Inclusion in Action series is a monthly event led by our Employee Resource Groups (ERGs) to educate or bring awareness to a DEI topic of their choice.

We are proud to invest in the development of our employees. Below are a few of our top development programs.

PACE logo

PACE

Targeted towards women; early- to mid- career
Internal program

Accelerating the Potential, Agility and Effectiveness – PACE is designed to develop women within Molson Coors who have the potential and aspiration to become people leaders.

Tap2Lead logo

Tap2Lead

Targeted towards Professionals of Color; early- to mid- career
Internal program

TAP2LEAD (Talent, Aspirations, Passions to Leadership, Exposure, Advancement and Development) is a leadership development program designed to unlock potential by focusing on participants’ Personal Development Plan.

HACE logo

HACE

Targeted towards latino employees
External partnership

HACE (Hispanic Alliance for Career Enhancement) is a career coaching program for working professionals seeking additional development to maximize their personal and professional potential. This partnership includes two programs: HACE Leadership Program for Emerging Latino Leaders and Mujeres de HACE.

McKinsey cover photo

McKinsey Connected Leaders Academy

Targeted towards Professionals of Color
External training

Our partnership with McKinsey includes the Executive Leadership Program and the Management Accelerator, which are each separately offered to Black, Latino and AAPI leaders and focus on leadership skills through personal and professional transformation.

Emerging Leaders logo

Emerging Leaders

Targeted towards high potential managers
Internal program

Emerging Leaders is intended to equip high-potential, new and aspiring leaders with the foundation to lead teams in a high-performance culture.

LEAD logo

LEAD

Targeted towards high potential senior managers
Internal program

The LEAD (Learning, Executive, Agility Demonstration) program accelerates the readiness of future VP talent by focusing on self, executive presence, public speaking, labor relations, business acumen and more.

Process Lead Development Program logo

Process Lead Development Program

Targeted towards new process leads (6-8 months experience)
Internal program

The Process Lead Development Program was created to cultivate world-class process leaders by building proficiency and skills focused on Packaging Line Optimization and targeted loss/loss elimination.

Sales Leadership Program logo

Sales Leadership Program

Targeted towards high potential senior managers
Internal program

The Sales Leadership Program focuses on developing our senior sales employees for the next level of leadership by concentrating on four main learning pillars – sponsorship, capability building, action learning and mentorship.

Molson Coors is proud to invest in the communities where our employees work and live by supporting programs that promote civic leadership, alcohol responsibility, economic empowerment, social justice and sustainability. By 2025, we aim to make the places where we work stronger by investing $100 million in initiatives that aspire to improve livelihoods, champion diversity, foster empowerment and build resilient communities.

Below are some of our longstanding national partnerships. Learn more about Molson Coors' community efforts and more localized partnerships here.

BDPA logo

Black Data Processors Association

BlackNorth logo

BlackNorth Initiative

HACU logo

Hispanic Association of Colleges and Universities

Motionball logo

Motionball

NUL logo

National Urban League

Out and equal logo

Out & Equal

TMCF logo

Thurgood Marshall College Fund

UnidosUS logo

UnidosUS

Steven Brown picture

Steven Brown, Vice President of Diversity, Equity & Inclusion

"Representation is a critical first step to building an inclusive workplace.”

ALL COMPANY

24.3

%

Women
1/1/21: 24.0%

28.4

%

Professionals of color
1/1/21: 27.4%
HOURLY

10.5

%

Women
1/1/21: 10.7%

33.6

%

Professionals of color
1/1/21: 32.2%
SALARIED

39.4

%

Women
1/1/21: 38.8%

22.2

%

Professionals of color
1/1/21: 21.8%
SENIOR MANAGERS +

35.5

%

Women
1/1/21: 33.3%

19.7

%

Professionals of color
1/1/21: 19.7%

*POC data is U.S. only. Gender data is across the Americas.

Molson Coors is dedicated to working with suppliers who are as diverse as our consumers, providing profesionals of color, women, LGBTQ+, veteran, service-disabled veteran and disabled-owned enterprises an opportunity to compete. We seek qualified suppliers from all segments of the business community to help us better understand and meet the needs of our diverse consumers.

We have committed to spend $1 billion with diverse suppliers in North America by 2023. Molson Coors has partnered with the following organizations to ensure we are at the forefront of supplier diversity.

NMSDC logo

WBENC logo

NGLCC logo

If you are a diverse supplier interested in working with us, please register at https://molsoncoors.supplierone.co/.

Registration into this database does not guarantee business with Molson Coors.

What does Molson Coors classify as a “diverse business/supplier?”

A business at least 51% owned AND operated by a U.S. or Canadian citizen and is one of the following categories or ethnicities:

  • Asian or Pacific Islander/Asian Indian
  • Black/African American
  • Indigenous/Native American (U.S.)
  • Indigenous/Aboriginal (CA)
  • Latino/Hispanic
  • LGBTQ+
  • Person with Disabilities
  • Veteran/Service-Disabled Veteran
  • Woman

Learn more about our Employee Resource Groups.

Organizational Values

PUT PEOPLE FIRST

We value and respect differences and believe diversity with inclusion is the key to collaboration and a winning team culture.

BE BOLD AND DECISIVE

We are innovators, unafraid to be direct, move with speed, and challenge the status quo.

TAKE ACCOUNTABILITY

We act with integrity and honor commitments, while owning our mistakes and using them as an opportunity to learn.

LEARN EVERY DAY

We are always looking for ways to improve and to help one another grow.

CELEBRATE TOGETHER

We are passionate ambassadors of our brands and our business, and we believe in the importance of recognizing and celebrating our accomplishments!