& Inclusion

Fostering mutual trust and respect for one another is a cornerstone of being an inclusive and welcoming workplace – one that is well-positioned to serve our customers and communities. It’s also important that our workforce reflect the diverse customers and neighbors that make up these communities.

As an equal opportunity employer, we are committed to an employment environment free from discrimination. Employment decisions are made by placing the most qualified person in each job without regard to race, color, sex, pregnancy, sexual orientation, gender identity, religion, marital status, age, national origin, disability, genetic information, veteran status, citizen status or other protected group status as defined by federal, state or local laws. In Canada, we comply with the Employment Equity Program laid out by the Canadian Federal Contractors Compliance Criteria.

Expanding the Presence of Women and Veterans in Our Ranks

The waste industry traditionally has been male-dominated, and even today, a job in environmental services may not be on a woman’s radar. Another industry challenge is a serious shortage of drivers and technicians. We’re taking steps to address both of these challenges by actively seeking women as a group to recruit, hire and develop1. For example, in 2015, we joined the Women in Trucking Association (WIT), which works to support women in the industry. Waste Management is serving on WIT’s advisory committee and working closely with the organization and other trucking industry participants to address recruitment.

The recruitment of veterans is another ongoing focus for Waste Management. In 2015, 14 percent of all our U.S. hires were military veterans – a higher percentage than we have experienced in the history of the company. We are frequently lauded for our veteran outreach, such as being named for six consecutive years as a Top Military Friendly® employer by G.I. Jobs and a “Best for Vets” employer by Military Times.


Diversity Through Our Ranks

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Board of Directors





Company Officials & Managers





Executive Officers










Better Understanding Workforce Disability

We also are working to better understand the number of individuals with disabilities within our workforce. One way to do so is through a Department of Labor self-identification by employees every five years. Because responses are voluntary, we have been challenged to obtain a meaningful response rate beyond 10 percent, a common problem among companies. Based on data collected from this small sampling, employees with disabilities would be projected at less than 2 percent of our workforce, a number that we consider unrepresentative. We continuously benchmark against companies with higher response rates to implement best practices around communication and education on the function of the survey and to enhance our own efforts around our recruitment of and accommodations for people with disabilities.

Waste Management has been proactive in working with the Department of Labor on regulatory proposals by participating in various professional and industry groups, including National Industry Liaison Group (NILG). NILG is the largest consortium of private industry federal contractors working directly with the Department of Labor in shaping the equal employment regulations and understanding their impact on the workforce.

Diversity & Inclusion

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By U.S. ethnicity

Waste Management

  • 0.7% American Indian or Alaskan Native
  • 1.5% Asian
  • 16.8% African-American
  • 58.1% Caucasian
  • 21.5% Hispanic
  • 0.7% Multiracial
  • 0.4% Native Hawaiian or Pacific Islander

All Private Industry Workforce1

  • 0.6% American Indian or Alaskan Native
  • 6.0% Asian
  • 14.5% African-American
  • 63.2% Caucasian
  • 13.8% Hispanic
  • 1.5% Multiracial
  • 0.4% Native Hawaiian or Pacific Islander

By age group, generational breakdown,
in U.S. and Canada

  • 0.43% Veterans
    (born 1922–1943)
  • 18.4% Baby Boomers
    (born 1944–1960)
  • 58.9% GenXers
    (born 1961–1980)
  • 22.3% Millennials
    (born 1981–2000)

By age group per GRI Guidelines

  • 11.4% Under 30 (after 1986)
  • 54.0% 31-50 (1966–1985)
  • 34.6% Over 50 (before 1965)

Waste Management Workforce 2015

By Type