More than 100 years ago, our founders made a commitment to do business differently. Our seven core values ground us and push us to do more and be better every day.

At Steelcase we:

Act with integrity
Tell the truth
Keep commitments
Treat people with dignity and respect
Promote positive relationships
Protect the environment
Grand Rapids, Michigan, United States Grand Rapids, Michigan, United States

Company Information

Steelcase leads the way in creating great experiences by offering a range of architecture, furniture and technology products and services designed to help people reach their full potential.

Our comprehensive portfolio is anchored by two core brands: Steelcase, Coalesse. Together with our partners, we design spaces to help people work, learn and heal.

And because protecting the environment is in our DNA, we drive sustainable social, economic and environmental change through our decisions and actions. At Steelcase, we don’t just do what’s right, we do what’s best — for people and for the planet.

How many internships are you providing to the program?: 25

Company History

Established in 1912 as the Metal Office Furniture Company, our first patent for a metal wastebasket meant safety for office workers. In crowded cities where fires spread quickly, replacing wicker with steel was a lifesaving innovation.

Founders Peter M. Wege, Walter D. Idema and David D. Hunting built the business in Grand Rapids, Michigan–a city then known as “The Furniture City” because of its many wood furniture manufacturers.

By 1919 the company began to establish its dealer network, making desks, cabinets and other products available nationwide. Officially known as Steelcase Inc. beginning in 1954, the company grew globally and executed the largest single shipment in the industry in 1973, providing over 400 truckloads of furniture for Chicago’s Sears Tower. Steelcase became publicly traded in 1998.

We’ve been looking forward since the beginning. From our early years to 21st-century breakthroughs, Steelcase turns insights into innovations and pushes limits to transform and reimagine the workplace.
Placements require a financial obligation of $1,600 for each youth under 18 years old, and $2,000 for each intern 18 or older. Please indicate if you are a nonprofit organization and need wage assistance.: No
What transportation options for getting to and from work are available to you?: By Public Transport (Bus, Wheels to Work, or Bike/ Walk)
Public Transportation Supports: Proximity to bus line and details of which line/stop. Wheels to Work program participation and cost.: Bus routes 4 and 44 (Eastern & 44th Street) have stops within .1 and .2 miles of the office.
Is your organization a Minority Business Enterprise?: No
Diversity Equity, & Inclusion Commitment: Share your organizations commitment to DEI, including local or national diversity commitments/pledges, links to public content outlining your strategy, and current representation in leadership and the general workforce.: The Steelcase Commitment to Diversity, Equity, and Inclusion: Unlock human promise for every employee to help people and our business thrive At Steelcase, our core purpose is to unlock the human promise of our employees and customers by transforming work, workers, and the workplace. We were founded on a set of values that continue to guide our strategic choices, anchor innovation, and inform the way we conduct our business. More broadly, those values lead us to connect people with their potential and better serve our customers and communities. By 2025, our goal is to create a culture of belonging at Steelcase—one that reflects the many communities around the world in which we live and work. To achieve this goal, our Diversity, Equity, and Inclusion commitments are: Build diverse teams that reflect our communities • Develop mechanisms for bias mitigation in our talent systems • Diversify candidate slates across the company • Continue efforts to mitigate bias in hiring and recruiting • Continue efforts to diversify our suppliers and dealer network Ensure equitable development opportunities • Diversify the leadership pipeline • Increase leadership representation with a focus on gender and minority groups Create a culture of inclusion • Curate candid conversations about bias, discrimination, and inclusion issues • Develop inclusive leadership behaviors • Enhance manufacturing employees’ experiences • Lead social learning at team and local events We believe investing in Diversity, Equity, and Inclusion is the right thing to do—not just for our company, but for our people, customers, and partners. Centering our DEI initiatives will drive change, augment performance, and sustain innovation. Our Next Steps We believe the workforce at Steelcase should reflect the diversity of our local communities and every employee should feel a strong sense of belonging to both Steelcase and their team. For the first phase of our five-year DEI strategy, we’re focusing on a series of initial steps, changes, and decisions to create a culture of inclusion at Steelcase: • Increase representation of women and under-represented minority groups at senior leadership levels • Increase hiring of professionals in under-represented minority groups in mid-career salaried roles • Define diversity by global location and market needs • Close the gap on growth and development opportunities for under-represented minority talent • Enable employees or employee groups to spark critical conversations about diversity, equity, and inclusion • Create learning experiences to equip leaders to create more inclusive team environments As a global company, our communities require different DEI support. While some of these goals may not be applicable globally, all of our regional goals are specific, measurable, attainable, relevant and time-based to further advance our DEI strategy, no matter the location. What We’ve Been Up To Our approach to Diversity, Equity and Inclusion is both part of a comprehensive strategy and a natural extension of who we are. We believe all have a part to play in creating a truly inclusive environment that affirms and encourages others to bring their whole selves to work. • Building a DEI Core Team within our organization who are experts in diversity, project management, communications, learning experiences, and analytics • Building a DEI Executive Team of leaders with a strong racial and gender diversity who represent the different regions and areas of our company • Empowering and engaging DEI Champions across the company • Partnering with HireReach and Talent 2025 to minimize barriers, leverage tools and data, and implement evidence-based selection with our applicant pool • Creating and empowering Business Inclusion Groups within the company, like the Gender Equity Network, Pride, Working Parents, and Young Professionals, that allow employees to actively impact policy and culture • Jim Keane, Steelcase CEO, signing the Business Roundtable’s Statement on the Purpose of a Corporation, which fundamentally commits the company to invest in our employees by providing fair wages, benefits, and opportunities for growth and foster diversity, inclusion, dignity, and respect • Earning a perfect score of 100 points on the Corporate Equality Index, issued by the Human Rights Campaign Foundation and reflecting our policies and practices around LGBTQ • Earning a spot on the Civic 50 list for the third time for our community engagement and corporate citizenship • Conducting evidence-based hiring to drive equal access to career opportunities at Steelcase and selecting the right candidates for open positions • Launching a civility training program where we help Steelcase employees around the world explore differing norms about what is appropriate or productive so that we can do more to empower our people, enable innovation, and reduce accidental incivility The DEI Team Structure The synergy of our DEI Executive team, Core team, Experts, and Champions enable the inclusion of diverse voices, encourage broad participation and local ownership, and scale measurable change across Steelcase. Our global DEI principles and goals are augmented by the efforts, visibility, and engagement of these teams. • Link to public content outlining your strategy. Steelcase DEI Site: Global Human and Labor Rights Policy which includes DEI: • Current representation in leadership. Executive Team: BOD: • Current representation in the general workforce. Keep in mind these % include only US employees, and are based on voluntary self-identification, it is not mandatory for employees to disclose this information with us. What Percent of your Employees are Female? 36% What percentage of employees are considered - Not an Ethnic Minority? 72.3% What percentage of employees are considered - African American? 13.2% What percentage of employees are considered - Hispanic American? 7.9% What percentage of employees are considered - Asian Pacific American? 0.1% What percentage of employees are considered - Asian Indian American? 4.4% What percentage of employees are considered - Native American? 0.5% What percentage of employees are considered - Other Ethnic Minority? 1.4% What percent of employees are considered Disabled Veteran? 0.2% What percent of employees are considered Healthy Veterans (non-disabled)? 1.9%

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