As part of our D&I efforts, Williams strives for diverse employee representation at every level of our talent management practices and employee development programs. We are committed to creating an inclusive culture and environment where all employees have an equal opportunity to advance into leadership positions. Both women and underrepresented race and ethnicity groups continue to increase as a percentage of our total workforce and representation in formal leadership.
We emphasize D&I during all development conversations and succession planning initiatives. In 2021, we aimed to increase the percentage of women and underrepresented race and ethnicity groups in leadership roles. We maintained a 100% internal fill rate for all leadership positions within Williams for 2021, focusing on internal talent mobility, promotion and diversity. In 2021, 30% of our leadership team was female or an underrepresented race or ethnicity. Our female leadership representation increased from 18% to 21% from 2020 to 2021, while leadership representation for employees of underrepresented race and ethnicity increased from 10% in 2020 to 14% in 2021. We continued our long-standing practice of maintaining gender diversity on our board by adding two new female directors in 2020 and 2021. See Corporate Governance for more information about the diversity of our board of directors and senior leadership.
Underrepresented Ethnicity & Race at Williams
Gender Diversity at Williams
Underrepresented Ethnicity & Race in Management at Williams
Gender Diversity in Management at Williams
Diversity & Inclusion Report
Our annual D&I report outlines our approach, provides key metrics, celebrates our progress and looks forward to our continued journey.