Respectful Work Environment Principle
Principle Statement:
Everyone is entitled to respectful treatment in the 3M work environment. A respectful work
environment is free from unlawful discrimination and harassment, but it involves more thancompliance with the law. It is a work environment that is free of inappropriate or unprofessional
behavior-- including bullying, intimidation and other inappropriate communications--andconsistent with 3M's ethics, values, and culture of inclusion. In a respectful work environment,
people feel free to report workplace concerns without fear of retaliation or reprisal.
Purpose:This Principle helps to ensure that people are treated with dignity and respect when working for
3M. It also reinforces 3M's commitment to compliance with laws prohibiting discrimination,harassment, and reprisal.
This Principle applies globally to all employees and may apply to those acting on behalf of 3M. See
the Compliance Principle for information on when a third party might be covered by the Code ofConduct Principles. This Principle applies to all locations and situations where 3M business isconducted and other settings where conduct may impact the 3M workplace, such as work eventsor other social gatherings. This Principle applies to both in-person and virtual interactions, such as
email, virtual meetings, chat, text, and social media communications.
Additional Guidance:
Respectful Work Environment
3M's goal is to have a work environment that reflects and values the best in everyone, wherepeople treat each other respectfully and professionally, and where individual differences arevalued. Behaviors that interfere with that goal—including harassment, discrimination, bullying, orother inappropriate communication or behavior—will not be tolerated.
Discrimination
3M prohibits discrimination based on race, color, age, gender, gender identity, sex, national origin,citizenship status, disability, religion, creed, sexual orientation, marital status, veteran status,
pregnancy, or genetic information. 3M also complies with anti-discrimination law everywhere we
do business.
Harassment
Harassment is prohibited by this Principle. Harassment is unwelcome conduct toward an individualthat creates an intimidating, hostile, or offensive work environment and that:•Is due to personal traits such as race, color, age, gender, gender identity, sex, nationalorigin, citizenship status, disability, religion, creed, sexual orientation, marital status,

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Harassment is against the law in many countries. Examples of harassment that may violate the law
and will violate this Principle include but are not limited to:•••••Oral or written communications that contain offensive name-calling, jokes, slurs, negative
stereotyping, or threats.
Nonverbal conduct, such as staring, leering, and giving inappropriate gifts
Physical conduct, such as assault or unwanted touching
Visual images, such as offensive pictures, cartoons, drawings, or gestures
Requests or demands for sexual favors by someone in authority, where the demand is tied
to hiring, promotion, termination, or any other condition of employment.

Bullying
Bullying is not tolerated in the 3M work environment. Bullying is any aggressive, malicious,insulting, unprofessional, or abusive behavior through means resulting in humiliation, denigration,or intimidation of another that a reasonable person would find unprofessional, disturbing or
harmful to their psychological health. A single act is generally not considered bullying unless it isespecially severe and egregious. Examples of bullying that may violate this Principle include but
are not limited to:••••

Shouting at someone, name-calling, ridiculing or making belittling or demeaning comments
about someone, whether in private or in front of others
Using one’s authority to threaten someone elseUndermining someone by excessively monitoring or criticizing someone’s work without
justification
Intentionally undermining someone’s work by adding or removing responsibilities,
withholding relevant information, or excluding them from relevant communications ormeetings

Inappropriate Communication & Other Inappropriate Behavior
Inappropriate Communication is defined as verbal or non-verbal communication that is not suitable
for a professional setting and causes a negative impact on one or more individuals or disrupts thework environment. Examples of inappropriate communication that may violate this Principle
include but are not limited to:•••Oral or written communications that contain offensive name-calling, slurs, jokes orcomments that may otherwise hurt the reputation of an employee
Using profanity or other offensive language that would cause a reasonable person to be
uncomfortable or angry
Spreading malicious rumors, slander or gossip about employees

Behaviors that are NOT violations of this Principle include but are not limited to:•Differences of opinion that are approached with maturity and a desire for resolution

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Disciplinary or performance discussions that are intended to help an employee improveupon gaps in performance and/or behavior and communicated in a professional manner
Leadership styles that are direct and assertive
Feedback from a manager or peer that is delivered objectively and fairly
Reasonable work direction provided by a manager

While conflict in the work environment can be uncomfortable, it is often inevitable whenemployees of various backgrounds, priorities and communication styles are working together.
Conflict should be addressed and resolved, first and foremost by the employees directly involved.
In some cases, a person may make a comment or do something that was not intended to offend,
but it has that effect. Treating each other with respect means being honest and open enough to leta colleague know if you have been hurt or offended. Respect also means that if a colleague tells
you that you have done something to offend, you should respond in a respectful fashion and treat
that colleague respectfully in the future. That type of respectful dialogue may address many
situations, but if you need help dealing with inappropriate workplace behavior, you should contact
3M Human Resources for assistance.
How to Report a Violation
To report suspected violations of this Principle, employees can contact their supervisor ormanager, or assigned Human Resources leader, or go to someone higher in the Human Resourcesorganization. Employees can also use 3MEthics.com or any of the additional reporting options
listed in the "Report Concerns or Ask Questions" section of the Ethics & Compliance website.
3M Management Responsibility
Every 3M supervisor and manager is responsible for ensuring that 3M provides a respectful workenvironment. This includes ensuring that supervisors and managers are proactively assisting
employees in resolving concerns or conflict. 3M supervisors and managers are also responsible for
ensuring complaints of discrimination, harassment, bullying, or inappropriate behavior are handledproperly and effectively, in partnership with Human Resources. See the Employee Obligation andReporting Principle for information on resources for making such reports.
Retaliation is Prohibited
This Principle strictly prohibits any retaliation against anyone who in good faith reports a concern
about discrimination, harassment, or other violation of this Principle.
Penalties:
Violations of the law and 3M's Code of Conduct will result in discipline, up to and including
termination from employment.

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