Inclusion Guiding Principles
Mattel is committed to fostering a culture where all employees have the opportunity to realize their full potential. We are cultivating a work environment that promotes equality, community and empowerment.
Guiding Principles
Maintain 100% pay parity for employees performing similar work with comparable roles and experience in similar markets
Support a culture of belonging where everyone feels respected, included, and heard
Provide pathways for career progression to all, so every employee has the support to develop and succeed
1. Changes are calculated based on the plastic packaging materials intensity ratio, which is obtained by dividing the total volume of plastic packaging materials used (in metric tons) by the number of units produced in the applicable period, and where the number of units produced is the number of production units shipped by Mattel, through its owned and/or operated manufacturing facilities and finished goods manufacturers.
Maintain 100% pay parity for employees performing similar work with comparable roles and experience in similar markets
Support a culture of belonging where everyone feels respected, included, and heard.
Provide pathways for career progression to all, so every employee has the support to develop and succeed
Achieve and maintain 100% base pay equity for all employees performing similar work with comparable roles and experience in similar markets.
Table covers employees, excluding manufacturing labor and temporary and seasonal employees. All figures set forth in the table above are as of December 31.
1. U.S. employees only.
2. Worldwide employees.
Base Pay Parity
Base Pay Parity
2021
2022
2023
2024
Pay ratio by gender1
100%
100%
100%
100%
Pay ratio by ethnicity2
100%
100%
100%
100%
This table covers employees, excluding manufacturing labor and temporary and seasonal employees. All figures set forth in the table above are as of December 31.
1. Worldwide employees.
2. U.S. employees only.
Support a culture of belonging where everyone feels respected, included, and heard
Representation of Women by Level (GRI 405-1) (in %)
2020
2021
2022
2023
Total Representation of Women1
56%
58%
57%
57%
Executive Vice President
33%
33%
33%
33%
Senior Vice President
29%
26%
25%
29%
Senior Director/Director
43%
45%
44%
44%
Senior Manager/Manager
48%
47%
50%
50%
Associate Manager/Supervisor
52%
52%
53%
54%
Professional/Staff
54%
56%
55%
56%
Women Board Members
30%
40%
40%
45%
1. Due to rounding, percentages may not sum. Workforce composition metrics are derived from data as collected in connection with EEO-1 reporting.
Increase representation by ethnicity at all levels of the organization
Representation of Ethnicity by Level (GRI 405-1) (in %)
2020
2021
2022
2023
Total Representation of Ethnically Diverse Employees1
42%
44%
44%
45%
Executive Vice President
11%
08%
17%
18%
Senior Vice President
19%
14%
14%
17%
Senior Director/Director
27%
26%
27%
28%
Senior Manager/Manager
35%
38%
40%
40%
Associate Manager/Supervisor
31%
34%
41%
43%
Professional/Staff
38%
45%
46%
46%
Representation of Ethnically Diverse Board Members
30%
30%
30%
30%
1. U.S. employees only. Due to rounding, percentages may not sum. Workforce composition metrics are derived from data as collected in connection with EEO-1 reporting.
Base Pay Parity
Maintain 100% pay parity for employees performing similar work with comparable roles and experience in similar markets
This table covers employees, excluding manufacturing labor and temporary and seasonal employees. All figures set forth in the table above are as of December 31.
1. Worldwide employees.
2. U.S. employees only.
Increase representation of women at all levels of the organization.
1. Due to rounding, percentages may not sum. Workforce composition metrics are derived from data as collected in connection with EEO-1 reporting.
Increase representation by ethnicity at all levels of the organization
1. U.S. employees only. Due to rounding, percentages may not sum. Workforce composition metrics are derived from data as collected in connection with EEO-1 reporting.