An Enhanced Employee Experience
Our success is attributable to the nearly 2,000 Benjamin Moore employees who dedicate their time and talents to the brand and exemplify our core values of openness, integrity, community, excellence, and safety.
With an impressive average of more than 10 years of service, Benjamin Moore employees enjoy a competitive and well-rounded benefits package, career development options, business resource groups, and opportunities to come together and connect with colleagues.
Comprehensive Employee Offerings
Our Total Rewards program demonstrates Benjamin Moore’s commitment to fostering a healthy workforce—physically, mentally, and financially. We continue to focus on our employees’ overall well-being, ensuring they feel a sense of purpose in their jobs and communities, have opportunities to grow as people and in their careers, and return home safely each day.
WELL-BEING
Overall well-being is the foundation of a productive lifestyle inside and outside the workplace. Our benefits and additional offerings reflect our commitment to providing inclusive options that meet the needs of our workforce.
Some of the many offerings available to employees include:
- Mental Health Support: Therapy and coaching with fast access to mental healthcare
- Medical Coverage: Co-pay plan option without deductibles or co-insurance; preventative care covered 100% and employer-funded HSA offerings
- Diabetes Management: Robust weight management, diabetes, and prediabetes programs, including employer-paid continuous glucose monitor, digital devices, and apps
- Financial help for insurance (auto, home, pet, and more)
- Pain Management: Aid for physical and joint pain, available both digitally and at physical therapy facilities
- Wellness Incentives: Wellness Program offering up to $500 a year in incentives for both employee and spouse
- Insurance Assistance: Financial help for various insurances (auto, home, pet, and more)
- Family Planning: Comprehensive family-planning benefits, including infertility care and adoption assistance
- Retirement Savings & Financial Support: 401(k) match of 6% of eligible compensation and financial advisory support services
- Security Protections: Identity and cyber safety protections
- Wellness Days: Designated wellness days
PURPOSE
Beyond the meaningful work our people do every day, we also strive to give employees a greater sense of purpose through service to the communities we serve. While employees are encouraged to volunteer as teams or individuals throughout the year, the company comes together for our annual month of giving in September, known as “Moore Month.”
Since 2017, Benjamin Moore employees have donated more than 9,400 hours to causes and community projects. Additionally, the company offers a matching gifts program, contributing $2 for every $1 donated by employees to the charities of their choice. Over the past six years, this program has contributed $2,101,000 to qualified nonprofit organizations.
Fostering an Inclusive Workplace
Benjamin Moore remains steadfast in our commitment to cultivating an environment where all are provided the tools and opportunities to thrive in the workplace.
In 2024, business resource groups hosted thought-provoking sessions featuring guest speakers and company leaders as well as provided open forums on topics such as suicide prevention and the impact on the veteran community.
We prioritized listening to our employees to gain insight into the employee experience, from in-person sessions at many of our supply chain locations to brief surveys checking on the pulse of our workforce and delving deeper into their experience.
BENJAMIN MOORE EMPLOYEES
POPULATION BY GENDER AND RACE*
73% male
27% female
32% BIPOC
*10% did not specify race.
SALARIED EMPLOYEES
64% male
36% female
25% BIPOC
Multigenerational Talent
Our employees represent a cross section of generations, bringing diverse thoughts, experiences, and enthusiasm for the brand and reaffirming our belief that culture, talent, and varying perspectives are critical to a collaborative, innovative, and successful business.
BENJAMIN MOORE EMPLOYEE POPULATION BY GENERATION
- 39% Generation X
- 36% Millennial
- 14% Baby Boomer
- 11% Generation Z
Business Resource Groups (BRGs)
Our seven BRGs have become a key component of our inclusion and belonging efforts and are a driver of employee engagement across the organization. Representing many communities within the company, our resource groups are open to all employees, providing an opportunity to learn, connect, and grow together.
- B.E.A.T. (Black Employees and Allies Together):
Dedicated to fostering a more inclusive experience for the Black community by creating a workplace of understanding, compassion, and allyship for all employees.
- eAst (Elevating Asian Societies Together):
Dedicated to empowering the Asian American and Pacific Islander community, elevating each voice, celebrating our cultural differences, and strengthening the employee experience across the organization.
- Las RAÍCES:
Provides a supportive environment for the Hispanic/Latinx community and allies, offering an environment for professional growth, business insight, and celebrations of cultural diversity.
- NextGen:
Aims to inspire and transform our multigenerational workplace through a culture of respect, understanding, and communication.
- PRISM:
Brings together the LGBTQIA+ community and allies to create a safe and inclusive space where everyone belongs and can be their authentic self.
- VALOR (Veterans and Allies Leveraging Our Resources):
Military veterans, service members, spouses, and allies who support and encourage one another through shared experiences, outward engagement, career development,
professional growth, veteran recruitment, and retention.
- Women’s Empowerment Alliance (WEA):
Committed to building a workplace where everyone feels valued, seen, and supported.
BRGs bring together more than 230 members of underrepresented groups and their allies around shared objectives, interests, and experiences. They also provide insight and perspective to help the company attract and develop the best talent, inspire innovation, and enhance Benjamin Moore’s presence in the marketplace.
Talent Development
Employees participated in over 20,000 hours of online and in-person learning opportunities in 2023. In addition to personal development and skills training such as developing business acumen, polishing management and leadership capabilities, and enhancing knowledge of frequently used tools and software, we continue to administer annual training in cybersecurity, business practices, the Foreign Corrupt Practices Act (FCPA), and harassment.
Our Transformation and Development team continuously reviews and expands offerings to support employees in the current work environment, reaching a larger number of learners. This year we introduced workshops for creating psychological safety, assessing emotional intelligence, and coaching. Employees are offered access to LinkedIn Learning®, and more than 425 employees utilize the platform. Subjects accessed on the LinkedIn Learning platform include communication skills, change management, project management, and unconscious bias awareness.
People managers also received access to Blue Ocean Brain®, where they are provided curated content and lessons centered around inclusion and belonging. The extensive library includes interactive articles, challenges, and other offerings designed to be completed in 10 minutes.
Our Leadership, Exposure, and Discussion Circles (L.E.A.D. circles) program provides employees with an opportunity to build business acumen and professional skills through the combination of mentoring and experiential learning. Circles help employees stay connected with co-workers across the company, navigate the workplace, and garner insights into various business areas. In 2023, seventy employees participated in the program led by seven mentors and facilitators.
Employee Health and Safety
Benjamin Moore is committed to ensuring the health, safety, and security of our employees, as well as protecting and preserving the environment of the communities where we operate.
CRITICAL SAFETY PROGRAMS
Benjamin Moore works to continuously improve our Critical Safety Program, which includes lockout/tagout, mobile equipment, fall protection, confined space entry, machine guarding, electrical safety, and hot work and risk assessment/safe work permits.
All Benjamin Moore locations deploy effective standardized controls and countermeasures to enforce the associated policies, procedures, rules, and work practices. Employees, contractors, and visitors are expected to comply with these guardrails and are empowered and expected to stop work if an unsafe condition is identified or an unsafe act is observed. Examples of this commitment include investment in the installation of intelligently designed vehicle-pedestrian separation, roof access control, elevated work surface, machine safeguarding, and dock safety measures in our operating locations.
OPERATIONS LEADERSHIP AND BEHAVIOR-BASED SAFETY PROGRAMS
For several years, the SafeStart® Critical Error Reduction Techniques program has been a key piece of our safety program, helping to reduce the risk of human error in supply chain departments across North America.
To sustain this vital program, Benjamin Moore conducts periodic refresher training for existing employees and provides SafeStart training as part of the new hire onboarding process. Over the past two years, Benjamin Moore conducted SafeStart’s Safety Leader program, SafeLead, within our manufacturing facilities. This interactive program is designed for frontline leaders and provides effective leadership skills and actionable knowledge to engage employees. Frontline leaders are taught to assess various hazards, encourage more near-miss reporting, and anticipate human error.
ERGONOMICS AND OCCUPATIONAL HEALTH
Benjamin Moore has introduced a multifaceted ergonomic program strategy to reduce potential work-related musculoskeletal disorders. This strategy consists of performing task-based qualitative/quantitative risk assessments, following an early-intervention process, investing in automation and engineered solutions where feasible, establishing effective administrative controls such as job rotation, introducing a dynamic stretching program, improving task work design, and launching multiple campaigns on ergonomics awareness for musculoskeletal disorders and injury prevention. Benjamin Moore also partners with our insurance providers to improve our occupational health programs.