Responding in a meaningful way to the events of 2020 with empathy and actions.

COLLEAGUES,

Earlier this month, following the tragic killing of George Floyd by a police officer in Minneapolis, Minnesota, I issued a Company-wide communication to acknowledge racial injustice and the widespread pain it is causing. Since that time, millions of people around the world have come together in protest and demonstration to take a stand against racism and inequity.

I have been truly encouraged by our associates’ passionate belief that there is no place for racism, prejudice, or hatred in society—or at Avantor. It is critical that we build on the global momentum created by this movement and work together to make our Company a role model for inclusion.

IMPORTANCE OF LISTENING AND LEARNING

Let me start by acknowledging I have much to learn about unconscious bias and that I don’t have all the answers. As such, I am intensely committed to listening, learning and gaining a better understanding of these important issues so that I can provide the necessary leadership.  

Over the past few weeks, I have had many moving conversations with Avantor associates, former colleagues, and long-time friends.  I have sought counsel from members of our board of directors, well-known and respected civil rights leaders, and a number of external thought leaders. I also held my first CEO forum on diversity and inclusion with a goal of providing a safe environment for associates to share their own experiences. 

Many of the personal experiences that have been shared with me throughout these discussions have been difficult to hear, as they paint a picture of deep pain, sadness, and loss of hope. I have heard stories from Avantor associates who fear for the safety of their children, and from others who have been stopped by police in their own neighborhoods or followed in stores because of the color of their skin. Other associates expressed concern about ensuring equal opportunities for advancement at our Company. 

While I still have much to learn, several themes related to changes we need to make at Avantor are clear. One example is the need for more diversity among senior leadership. Another is that our managers must be better equipped to ensure all Avantor associates have the same opportunity to grow and contribute to our Company’s success. We must also put mechanisms in place to enable our associates to connect and unite behind common interests and causes. 

ACKNOWLEDGING SOCIAL INJUSTICE HAS NO BORDERS

While the preliminary feedback I have received has mostly been from people in the U.S., I recognize that this is a global issue. It is important that all associates around the world have a voice in helping us address these issues and join in our journey together.

Therefore, I will continue listening via a series of Company-wide forums to hear perspectives from global associates. In addition, each of my Executive Leadership Team (ELT) members will participate in small group listening sessions with a cross-section of associates from their respective organizations.

As an ELT, we will hold ourselves accountable for continuous learning, and then for acting to drive the necessary improvements in a transparent and accountable manner. Your personal engagement in our forums will be critical as we seek to create a better Avantor. 

OUR INITIAL ACTIONS

As an early demonstration of my commitment to driving change across our Company, I am implementing several near-term actions:

• Implementing training on diversity, equity, inclusion, and unconscious bias for all people managers.
• Ensuring that diversity and inclusion is woven into every element of our talent management processesto strengthen our teams and our culture.
• Establishing employee resource groups, which will be known as Avantor Associate-Centric Teams (ACTs), to enable associates with shared experiences, interests or concerns to come together. We hope all associates will engage in these teams and share their passion for making Avantor a more inclusive company.
• Enhancing our Employee Assistance Program (EAP), including a 24/7 toll-free support line for one-on-one counseling, virtual support groups focused on managing stress, anxiety, fear and grief and small group sessions where associates with shared experiences can come together.
• Using our financial resources to make a positive impact on organizations and communities where we work and live as part of a broader Corporate Social Responsibility
• Reporting progress externallyas part of a transparent benchmark report that will appear on our website later this month and will be expanded in the months ahead as we further develop our Environmental, Social and Corporate Governance (ESG) strategy.
• Conducting our first-ever Avantor associate engagement survey in September.

A JOURNEY, NOT AN INITIATIVE

Our journey to create a more diverse and inclusive culture at Avantor is only just beginning. We will be guided by our core values of respect and accountability, and our mission to set science in motion to create a better world.

I am humbled by the candor and vulnerability that I have been shown as I have worked to listen and learn in recent weeks. While it is clear that we have much more to learn and do, I want each of you to know that you have my personal commitment, as well as the commitment of the entire ELT, to be thoughtful in all we do to create a better Avantor. 

Thank you for your dedication, professionalism and for the kindness that you continue to show in your interactions with each another, as well as to our customers and suppliers. Your hope for a brighter future inspires me to do better.​​​​​​​

Change starts now.

Michael Stubblefield
President and CEO

In this letter to associates, CEO Michael Stubblefield provided several actions in response to feedback following the 2020 racial tensions including the creation of the Associate Centric Teams and providing DEI training for associates.

Noel France