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Why This Matters

At ManpowerGroup, we believe in human potential and we advocate acceptance, respect and inclusion. We are committed to do all we can to fight racism and to strengthen diversity, equity, inclusion and belonging within our company, and in the communities in which we live and operate. We also know, from our vast experience in labor markets across the world, that we must engage and include all available talent and ignite human potential to sustainably grow prosperity around the world. It is the right thing to do, and it is what we must do to prosper.

Our commitment to diversity and inclusion is driven from the top by our CEO, and our leaders are held accountable to nurture workplace cultures where people from all backgrounds feel welcome and valued. We focus on creating a culture of conscious inclusion in our own organization, and with our client and community partners we develop and support programs that upskill underrepresented and underserved populations for meaningful and sustainable work.

The COVID health crisis, now an economic and social crisis, is disproportionately impacting some communities – especially people of color and other minorities — in infection rates and deaths, furloughs and job losses. Organizations have work to do to address the potential acceleration of this bifurcation as remote working becomes a norm for white-collar workers while essential and blue-collar workers are required to show up and take more risk for less gain. We must all play a role in closing the skills gap and unleashing the potential of all people.

“We believe organizations need to be part of the solution to address the polarization, unrest and racism that is playing out in many of our communities and countries. When our society is broken for some, it is eventually broken for all of us.”

~ Jonas Prising, Chairman & CEO, July 2020

Our Impact


  • Strengthened our anti-racist stance and commitment to diversity, equity, inclusion and belonging (DEIB)
  • Hosted a Courageous Conversation series on race and intersectionality with 400+ US employees
  • Established our North America Diversity Council led by Regional President with representation at all levels
  • Launched our Culture Matters initiative to measure culture fitness for the future, with organization-wide survey and focus groups for 400+ employees in Q1 2021 with plans for global culture program roll-out
  • Designed and delivered INCLUDE program internally and with clients to help leaders incorporate DEIB into everyday actions and decisions
  • Committed to increasing representation of black and brown people in management by 25% and the wider workforce by 15% by 2025, in Milwaukee and metropolitan area and amplifying solutions elsewhere
  • Committed to hiring, retaining, developing and advancing more women into leadership, and are on track to achieve the goal we set in 2018 of 40% women in leadership by 2024
  • Committed to accelerating the path to pay equity, and conduct a gender pay equity analysis in our largest markets every year
See more on our latest progress in our 2021 ESG Report, Working to Change the World.


Our business is naturally diverse, with operations in more than 75 countries around the world. We believe our organization, our leadership and our customers should reflect the diversity of those communities.

Globally, we are committed to gender parity as a first, shared diversity and inclusion priority in all our countries. Following gender, our key markets also prioritize a second diversity focus and goals relevant to each local labor market. These focus areas include addressing the representation of ethnic and racial minorities, people with disabilities, refugees and immigrants, generational diversity and socio-economically disadvantaged populations. Progress against diversity goals are reported annually to the Global Diversity Officer and the Board of Directors.


Women represent 39% of the world’s total working population and now make up the majority of graduates, yet hold less than one third of managerial and leadership positions.1,2  At ManpowerGroup, 35% of our Board of Directors is female and 20% People of Color, the highest in our industry. Women make up nearly 65% of our organization, hold 59% of all management positions and 39% of senior leadership roles globally. Our Executive Leadership Team is 35% People of Color. We are committed to hiring, retaining, developing and advancing more women into leadership, and are on track to achieve our goal of 40% women in leadership by 2024. In 2018 we launched our Women’s Leadership Summit, bringing together 50 of our senior female leaders globally for coaching, mentoring and networking, and we ensure our ongoing Emerging Leader Experience cohorts are gender balanced.

We are also committed to accelerating the path to pay equity, and conduct a gender pay equity analysis in our largest markets every year. In France, our single largest market, we are in the top 1% of companies on the Gender Pay Equity Index, as well as the clear leaders (by a margin of more than 10%) in our sector.


Our Business Resource Groups (BRGs) bring together a cross-section of diverse backgrounds to promote multicultural understanding and a stronger sense of community, build partnerships and networks, and develop high-potential talent to accelerate their careers.

The BRGs — for women, LGBTQ, young professionals and multicultural employees — take a leading role in forging strategic partnerships and alliances with professional associations and community organizations, providing learning and development opportunities, sponsoring cultural events, and most recently developing an Inclusion and Support toolkit for colleagues. Well established in the U.S., we are working to expand the BRGs to more markets.


We continue to make progress in building a strong pipeline of diverse leaders and providing opportunities to diverse candidates. We are consistently recognized as a best place to work for women, LGBTQ equality and disability inclusion and our employees rate us highly on Diversity & Inclusion in our Annual People Survey. We are proud of what we have accomplished, but know that we still have a long way to go to make our communities and workplaces more equitable and inclusive. As employers we should all be asking ourselves, what more can we do to make sure meaningful jobs, competitive wages, equitable promotions and wider opportunities are available to all?

In the U.S. we have set bold targets to increase the representation of People of Color in both our total workforce and in leadership roles, and our commitment starts in the community where we are headquartered: Milwaukee, Wisconsin. Compared to peer regions across the country, Milwaukee shows a significant gap in economic prosperity measures for African American and Latinx communities, as well as disparity in workforce representation. In 2019-20, as Chair of the Metropolitan Milwaukee Association of Commerce (MMAC), our CEO leads the commitment of 64 local businesses — including Fortune 1000 companies Harley-Davidson, Northwestern Mutual, Quad/Graphics, Rexnord and Rockwell Automation — in pledging to make Milwaukee a Region of Choice for Diverse Talent, with the goal that by 2025, we can increase diverse management by 25% and diverse employment by 15%. The disproportionate impact of COVID-19 on our Black, Brown and Latinx communities means it is more important than ever to accelerate progress to this goal.

We say to every employee, especially Black and Brown, that we are with you, we support you and we hear your pain and anger. To accelerate our active listening inside our organization, leaders together with our Multicultural Employee Resource Group for Excellence launched a series of Courageous Conversations with colleagues across the U.S. on the role we can play in making positive change, starting with Minneapolis and Milwaukee. Collective action is how we will make progress fastest.

1 Women in the Workforce – Global: Quick Take, Catalyst, 2020
2 Education at a Glance, OECD 2019