Diversity and Inclusion

Continue to build a diverse and inclusive environment where people feel welcomed to create a better future for themselves, each other, and O-I. We are focused on increasing all aspects of diversity and inclusion across our team.

Our Diversity & Inclusion Vision

Recognizing that O-I is better when our workforce reflects the communities around us, one of our core values is diversity. Our expanded strategic initiatives include an elevated focus on ensuring we continue to create both a diverse and inclusive workplace environment. Our Diversity and Inclusion Strategy outlines our vision for the future and sets objectives to guide our progress, engaging employees in creating that future by driving momentum on a global and local level. 

We define diversity as what we have: the collective mixture of differences and similarities includes individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors. ​These are both visible and invisible. We see inclusion as what we do: intentionally continuing to build a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.​

CEO Action Pledge
Andres Lopez, our CEO, has taken the CEO Action for Diversity & Inclusion pledge, joining with more than 1,600 CEOs of the world’s leading companies in recognizing that change starts at the executive level. The pledge emphasizes O-I’s commitment to diversity and inclusion as a business and moral imperative.
D&I Roadmap
We have created a D&I Roadmap to provide a path for continued momentum towards an even stronger culture. In 2020, we launched five elements of the Roadmap. They align with our growth plans and our broader sustainability aspirations. We intend to continue, expand, and add to this Roadmap as our program matures.
Executive D&I Council
Our newly created Executive D&I Council is accountable for executing the enterprise D&I framework, setting key metrics, and providing the appropriate support to reach our desired outcomes. It is working to define the company’s D&I Strategy by setting long- and short-term objectives for workforce diversity​. It will establish and oversee programs, policies, and initiatives​.
Employee Resource Groups (ERGs)
To promote a culture of D&I, we encourage our employees to create and govern ERGs. Sponsored and supported by a member of the council, these “grassroots-style,” employee-created groups promote discussion and understanding.
Fast-Tracking Gender Diversity
We seek to attract and retain individuals of every gender. To pursue this commitment, we strive to increase female representation by sourcing high-caliber female talent and creating robust development and retention plans for current female employees.
Unbottled Pride – LGBTQ+ ERG
Just like our products – created with their unique identity, origin, culture, and the distinctive foods and beverages that are packaged inside them—our employees have unique characteristics we want to recognize and celebrate as we further our diversity and inclusion journey. Enter our North American LGBTQ+ Employee Resource Group (ERG), Unbottled Pride.
D&I Specific Learning and Development​
One of the most foundational and important ways we are working to promote diversity and bolster a culture of D&I is by providing unconscious bias education. Through our internal education platform, “O-I University,” we are designing learning plans and training for all leaders. Personalized D&I learning include training on understanding unconscious bias, fighting gender bias, allyship, diversity recruiting.