Ball
Lublin Employees

D&I Goals

Long-Term D&I Ambition

Over the long term, we aim to increase the representation of underrepresented groups in our workforce, and provide equal opportunities for career development and progression to maximize the potential and impact made by all employees.

Our businesses and regions are facing unique D&I challenges and opportunities, which is why each of them set their own 2025 D&I goals. 

To learn more about how we are creating value for our shareholders, people and the planet, check out our comprehensive 2030 sustainability goals.

Business and region-specific D&I goals

Beverage Packaging North & Central America
  • Increase female representation from 10% to 18% by 2025
  • 2021 new hire goal is 25% women and 35% ethnic minorities
  • Increase race/ethnicity diversity from 18% to 28% by 2025
Beverage Packaging South America
  • Increase female representation from 14% to 35% by 2025
  • Increase race/ethnicity (non-white) diversity from 31% to 47% by 2025
Beverage Packaging EMEA
  • Increase female representation from 12% to 20% by 2025
  • Each plant and business function to set additional target(s) for increasing representation of the appropriate under-represented population(s) of their choice and relevance in each location.  
Aerospace
  • Increase female representation from 27% to 30% by 2025
  • Increase race/ethnicity (non-white) diversity from 17% to 20% by 2025
Aerosol Packaging
  • Increase female representation from 22% to 28% by 2025
  • Increase race/ethnicity diversity from 29% to 35% by 2025 (Race/ethnicity data is not tracked in other (non US) plants due to regulatory limitations)

Global Initiatives

Policy, Training, Education, Inclusion

  • The formation of work streams to extract bias out of our HR processes 
  • 100% of our workforce will participate in unconscious bias training (targeted training that focuses on Think, Meet and Speak Inclusively
  • Extending our Ball Networks globally
  • Our Global Respect in the Workplace policy protects all employees against retaliation from reporting wrongdoing or of any acts of discrimination and harassment

Equal opportunity

  • Global commitment to increase gender and race/ethnicity  representation at the director position and above
  • Increasing the representation of underrepresented populations throughout our global footprint