Lexmark is committed to promoting a diverse and inclusive business culture where employees can reach their full potential. We strive to show continuous progress in the hiring and promotion of people with diverse thoughts, experiences and backgrounds as well as under-represented groups such as women and minorities.
Lexmark’s workforce includes regular employees, temporary employees (limited assignments, students and co-ops) and contingent workers around the world. Our total workforce is approximately 17,600, of which 75 percent are regular employees. The complete breakdown by geography follows.
|Geography||Regular Employees||Temporary Employees/ Contingent Workers|
Lexmark recognizes the value of tracking the turnover rate of our employees in the many countries in which we operate. We continuously look at ways to improve our view of employee attrition and are establishing system processes to enable us to better report and analyze global information. There was a slight decrease in regular employees in the Asia Pacific region while temporary employees and contingent workers increased in that region. The opposite was true in Latin America, where regular employees increased by four percent and temporary employees and contingent workers decreased by 15.5 percent. Overall employment increased slightly from 2010 to 2011.
Lexmark’s Board of Directors is comprised of 12 directors, 11 of whom are independent. Two of the 12 board members (17 percent) are female while two (17 percent) are African-American. Eleven of the 12 board members are over 50 years of age. One of the seven executive management team members (14 percent) is female and one (14 percent) is Hispanic. Three of the team members (43 percent) are over 50 years old while four (57 percent) are 30–50 years old.
Salaries vary within Lexmark, as they do in all companies, depending upon the location of employment, education level, job function and a number of other factors. Lexmark is committed to equal pay for work of equal value. This commitment includes equal remuneration for male and female workers. In support of this commitment, we contract with third-party agencies to conduct remuneration studies and we conduct other studies internally. For example, in the United States, an annual analysis is done by a third-party entity to ensure pay equity based on demographics. Actions taken in response to these analyses, including promotion of educational and career advancement opportunities and salary adjustments, help Lexmark uphold its commitment to equal pay for equal work.