Thriving People

In this area:

We believe in fostering a safe and diverse workplace where all employees are empowered to thrive. We are building a more inclusive, high-performing culture where all employees feel safe, valued, and supported to do their best work.

Building a winning team and culture

Campbell Soup Company R&D employee portrait

Building a winning team and culture is the first pillar of our business strategy because we understand that we are only as strong as our people.

In 2021, we refreshed our purpose and values to better reflect who we are today and what Campbell is all about: Connecting people through food they love.

We’ve evolved our leadership team, improved our business fundamentals, and demonstrated a renewed spirit of creativity and competitiveness.

Highlights

Put our people and culture at the center of our strategic plan
Launched My Moments, an integrated framework focused on nine career-defining moments, designed to help our employees thrive
Set new learning objectives for all salaried people leaders related to our values and Inclusion & Diversity (I&D) strategy
Redesigned our awards and recognition program to celebrate employees whose behaviors exemplify our values

Learn more about our purpose and values

Guided by our purpose and values, we’re proud of the way we support and care for each other, our communities, and the customers and consumers we serve.

Explore our values

Campbell by the numbers

Employees

14.7 K

employees across North America.

career development

80 %

of salaried employees participate in learning and development opportunities.

E-learning

7,100

e-learning courses taken in fiscal 2021.

Prioritizing inclusion and diversity

We’re building a company where everyone can be real, and feel safe, valued, and supported to do their best work. Our inclusion and diversity (I&D) strategy is designed to build capabilities to drive change, strengthen ally networks and communities through advocacy, and ensure accountability and transparency around our progress.

Capabilities

To build our capabilities, we’re increasing I&D learning opportunities and standardizing key processes throughout the company. In 2021, we documented our existing processes related to hiring, talent management, and performance to provide visibility to employees and ensure we’re consistent in our approach.

Our change agents—a cross-divisional, diverse group of 30 employees nominated by the Campbell Leadership Team—immersed in conversations which challenged their perceptions around inclusion in order to learn. Together, the group developed strategies to drive culture change across the company.

check out cultural immersion week

Advocacy

To create an inclusive workplace, we’re supporting employees and organizations working to end racism and discrimination. We’re advocating for change through our three-year, $1.5 million commitment to support nonprofit organizations that raise awareness and fight discrimination.

We also have nearly a dozen employee resource groups (ERGs) that work to develop talent, build our corporate culture, and coach employees. Many of the ERGs offer mentorship programs aimed at building individual capabilities, achieving personal and professional goals, and networking with colleagues.

Learn more about our ERGs

Accountability

To foster accountability, we’re tracking progress against our I&D initiatives and reporting regularly to the company. We also updated the language in our Code of Business Conduct and Ethics to better reflect the inclusivity of Campbell.

We’re proud that as a result of this work, we were recognized by Forbes as one of America’s Best Employers for Diversity in 2021 and included on the Bloomberg Gender-Equality Index for the fourth year in a row.

Explore all our awards

Our progress

objectives

100 %

of salaried employees had performance objectives related to I&D in fiscal 2021.

development

96 %

of managers completed I&D learning and development opportunities to improve their capabilities in fiscal 2021.

promoting diversity

$500 K

grant to nonprofit organizations that fight racism and discrimination from the Campbell Soup Foundation in fiscal 2021.

Caring for our people

We want all our employees to feel like they truly belong at Campbell. At the end of the day, caring for our people is the most important thing we do. That’s why we continue to foster a work environment where all employees can learn, grow, and thrive, both professionally and personally. It’s why we’re building a safety-focused culture and why we provide a variety of resources and benefits to support our employees while they’re at work and at every stage of life.

Early in the pandemic, we established a COVID-19 task force, a team of seven leaders who met every day to establish health protocols, write new policies, and ensure that safety measures were in place at all plants and offices. Our stringent protocols have helped us avoid any significant COVID-19 spread in our facilities.

We’re committed to ensuring Campbell is a great place to work and prioritizing the safety and well-being of our employees each and every day.

What makes Campbell special to me is the people. I’ve been here for over 30 years, and it’s great to come to work when you enjoy the people you are working with.
Cindy Outlaw, Service Leader in Soup Ingredient Prep, Maxton, North Carolina