People
People
Elevating the Employee Experience
Our nearly 2,000 employees are the foundation of our company, bringing their time, talent, and commitment to our core values of openness, integrity, community, excellence, and safety. With an impressive average of nearly 10 years of service, Benjamin Moore employees are provided a competitive and well-rounded benefits package, career development opportunities, business resource groups, and programs designed to foster connection and collaboration across the organization.
Holistic Support for Our Workforce
Our Total Rewards program underscores Benjamin Moore’s steady focus on supporting a healthy and resilient workforce—physically, mentally, and financially. We prioritize the holistic care of our employees by ensuring they find purpose in their roles and communities, have opportunities for personal and professional growth, and return home safely each day.
WELL-BEING
Strengthening the overall well-being of our employees remains central to our commitment as an employer. Our comprehensive benefits offerings are designed to meet the needs of our workforce and reflect our dedication to fostering a workplace where everyone can thrive. 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 Dental Coverage: Dental PPO or DMO (depending on location) coverage for all family members, including dependent children covered up until the end of the month in which they turn 26 Vision Coverage: $20 co-pay for preventive exam and a $150 allowance for glasses (frames and lenses) or contacts every 12 months Diabetes Management: Comprehensive weight management, diabetes, and prediabetes support, including employer-paid continuous glucose monitors and integrated digital health tools 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 Discounts: Easy access and discounts via Benjamin Moore’s Everyday Benefits 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 Education Assistance: Tuition reimbursement up to $6,000 per calendar year and student loan repayment assistance Security Protections: Identity and cyber safety protections Wellness Days: Designated wellness days
PURPOSE
Beyond the meaningful work our people do every day, we strive to give them a deeper sense of purpose through community service. While volunteering is encouraged year-round, our company unites each September for Moore Month, an annual month of giving. Since 2017, Benjamin Moore employees have donated more than 11,600 hours to causes and community projects. Additionally, the company offers a matching gifts program, contributing $2 for every $1 donated by an employee to their chosen charities. Over the past six years, this program has contributed more than $3 million to qualified nonprofit organizations.
Fostering an Inclusive Workplace
Benjamin Moore remains steadfast in our commitment to cultivating an environment where all are provided with the tools and opportunities to thrive in the workplace. In 2025, we brought civility and inclusivity practices across our supply chain and corporate functions, and offered psychological safety sessions for all employees.
BENJAMIN MOORE EMPLOYEES
POPULATION BY GENDER AND RACE*
68% male
25% female
32% BIPOC
*13% did not specify gender/race.
SALARIED EMPLOYEES 59% male 41% female 26% BIPOC
Multigenerational Talent
Our workforce spans multiple generations, contributing diverse perspectives, experiences, and energy that strengthen our culture. This reinforces our belief that varied talents and perspectives are essential for driving collaboration, sparking innovation, and achieving sustainable success.
BENJAMIN MOORE EMPLOYEE POPULATION BY GENERATION
- 39% Generation X
- 37.5% Millennials
- 12% Generation Z
- 11.5% Baby Boomers
Business Resource Groups (BRGs)
Our seven BRGs serve as a cornerstone of our inclusion and belonging strategy, driving engagement and connection across the organization. Representing a wide range of communities, these groups are open to all employees, creating spaces for learning and personal growth while fostering a culture of respect and shared purpose. BRGs bring together more than 230 employees around shared objectives, interests, and experiences. They also provide valuable insights and perspectives to help us attract and develop top talent, drive innovation, and enhance Benjamin Moore’s presence in the marketplace. 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.
Unlocking Potential Through Continuous Learning
We invest in the ongoing development of our employees because we believe nurturing talent and encouraging individual growth are essential to building a resilient, future-ready workforce. Our Transformation and Development team reviews and expands offerings to support employees in today’s dynamic workplace. Through programs such as Learn Moore, Know Moore, and LEAD Circle sessions, we help employees build business acumen, strengthen professional skills, and stay connected with colleagues. IN-PERSON & ONLINE LEARNING We recognize that our people learn and access content differently; we offer employees opportunities to enrich their skills in many ways. This year, employees engaged in over 25,000 hours of learning, including more than 350 employees utilizing LinkedIn to complete 909 e-learning hours. STRENGTHENING WORKPLACE ETIQUETTE & MANAGERIAL CAPABILITIES In 2025, we delivered workshops focused on civility, challenging the status quo, and understanding communication preferences across our supply chain and within various departments. These sessions were designed to strengthen collaboration and reinforce a culture of respect. We launched a Manager Resources website to provide people managers a centralized hub for continuous learning, offering tailored tracks for newly hired, first-time, and established managers. The site offers live and on-demand training, webinars, podcasts, and curated reading recommendations. People managers also have access to Blue Ocean Brain®, a digital learning platform that provides curated content and micro-lessons on inclusive leadership, navigating change, and employee well-being. Additionally, we introduced Manager Connect, a six-month blended learning, invitational development program for established managers. COMPLIANCE We also upheld our commitment to annual compliance training in cybersecurity, ethical business practices, the Foreign Corrupt Practices Act (FCPA), and harassment prevention.
Employee Health and Safety
Benjamin Moore is committed to protecting the health, safety, and security of our employees, as well as the environment of the communities where we operate.
CRITICAL SAFETY PROGRAMS
We continuously improve our Critical Safety Program, which includes lockout/tagout, mobile equipment, fall protection, confined space entry, machine guarding, electrical safety, hot work, and risk assessment/safe work permits. All Benjamin Moore locations use standardized controls and countermeasures to enforce safety policies, procedures, rules, and work practices. Employees, contractors, and visitors are expected to comply with these requirements and to stop work if an unsafe condition is identified or an unsafe act is observed. We continue to invest in safeguards, including vehicle pedestrian separation, roof access control, elevated work surfaces, machine guarding, and dock safety measures.
OPERATIONS LEADERSHIP & BEHAVIOR-BASED SAFETY PROGRAMS
The SafeStart® Critical Error Reduction Techniques program is a key component of our safety program, helping to reduce the risk of human error in our supply chain departments.
To sustain this vital program, Benjamin Moore conducts periodic reinforcement training for existing employees and provides SafeStart training as part of the new hire onboarding process. Benjamin Moore also conducts the SafeStart Safety Leader program, SafeLead, within our manufacturing facilities. This interactive program equips frontline leaders with effective leadership skills and actionable knowledge to engage employees. Participants are also taught to assess various hazards, encourage more near-miss reporting, and anticipate human error.
Planet
Our employees are engaged in environmental stewardship at work and in the community.
Product
Committed to delivering products to our customers that are innovative, effective, and safe.
Partnerships
Our goal is to help create healthy, accessible, safe, and inclusive environments.