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We recognize that our employees are our greatest asset, providing us with a competitive edge. For that reason, we believe the power of employee ownership best defines our commitment to DE&I. We are proud to offer all employees equity in our company as part of our Ownership Works Program.
By fostering an environment of employee ownership, we create widespread economic opportunities for all our employees and their families, regardless of their role, location, or background. Ingersoll Rand extends the opportunity of ownership to thousands of people around the world who would not otherwise realize the possibility of long-term value creation through stock ownership. While dialogue and training are critical, employees thinking, acting and being owners is what sets Ingersoll Rand apart in truly taking action to nurture a DE&I culture.
Beyond employee ownership, Ingersoll Rand’s DE&I culture is focused on improvement for women and under-represented talent (URT) in five key areas:
Over the past two years, we have cultivated Ingersoll Rand’s DE&I culture by emphasizing these five areas and fostering an ownership mindset, driving us closer to our goal of becoming a DE&I leader. In addition, we have established four regional groups in Europe and Asia Pacific, as well as a DE&I council in Latin America, EMEIA and North America. We have enhanced our global connectivity and reinforced our commitment to cultivating a more inclusive organizational culture. Our seven company-wide employee empowerment and mentoring circles include:
The following documents our 2023 DE&I employee data with respect to our workforce.
| Diversity Indicator | Percentage of Total Employee Population |
|---|---|
| Females in total workforce | 21.9% |
| Females in all management positions, including junior, middle and senior management (as % of total management workforce) | 18.4% |
| Females in junior management positions, i.e., first level of management (as % of total junior management positions) | 12.1% |
| Females in senior management positions, i.e., maximum two levels from the CEO or comparable positions (as % of total senior management positions) | 6.3% |
| Females in management positions in revenue-generating functions (e.g., sales, as % of all such managers, e.g., excluding support functions such as HR, IT, Legal) | 9.3% |
| Females in STEM (Science, Technology, Engineering, and Math) related positions (as % of total STEM positions) | 12.6% |
Age Breakdown of our Global Employee Population
| Total Population | <30 Years Old | 30-50 Years Old | >50 Years Old |
|---|---|---|---|
| 18,340 | 11.5% | 58.1% | 30.5% |
Diversity Breakdown of our Employee Population in the U.S
| Diversity | Share in total U.S. workforce (as % of the total workforce) | Share in all management positions, including junior, middle and senior management (as % of total management workforce) |
|---|---|---|
| Asian | 2.9% | 3.9% |
| Black or African American | 7.9% | 3.0% |
| Hispanic or Latino | 8.2% | 6.3% |
| White | 70.4% | 78.3% |
| Indigenous or Native | 0.1% | 0.1% |
| American Indian/Alaskan native | 0.2% | 0.2% |
| Other | 9.4% not specified 0.9% two or more races | 7.5% not specified 0.7% two or more races |
Employee engagement is critical to our company’s commitment to create a diverse, inclusive and equitable culture where everyone has the opportunity to thrive. Making Life Better for our employees starts with creating opportunity, which includes a personal ownership stake in Ingersoll Rand.
Ingersoll Rand is proud to care for its employees and attract quality talent with an array of competitive benefits, including but not limited to flexible work hours, work-from-home arrangements where available, part-time work options, Breast-feeding/lactation facilities where available, paid parental leave for primary caregivers and non-primary, caregivers in excess of the minimum legal requirement.
At Ingersoll Rand, we firmly believe that our employees are our most valuable asset. We strive to give them the support they need to develop and achieve their objectives. Our values are rooted in creating a culture of belonging, empowerment, and respect for all our employees. Our commitment to improving our employees' lives begins with providing a
personal ownership stake in Ingersoll Rand.
Ingersoll Rand provides equity grants to all employees, whether they join as new hires or via acquisition, after one year of service1. Ingersoll Rand has provided equity grants to over 23,000 employees since May 12, 2017. The value of our total equity grants if held through March 28, 2024, would total approximately $980 million2. This initiative has empowered our employees, creating economic opportunities for them and their families.
Footnote
Employees must be full time and have one year of service to be eligible. Not available to employees who participate in the company’s management equity program or where prohibited by local law or regulation or where such grant is required to be bargained for with an employee union unless such grant is agreed to as part of such bargaining.
Recognizing that our employees are the cornerstone of our success, we are deeply committed to investing in their growth and development.
Talent development programs are essential to growing our business. By aligning learning to our business strategy and goals, incorporating technology, and ensuring company-wide access to world-class learning opportunities, we have increased employee engagement, development and overall business success. Further, we have placed a strong emphasis on individual development plans tied to specific, measurable, time-bound actions and learning to drive improvement. These actions not only offer a path to career advancement for our employees, they ensure strong internal succession.
The main objectives of our Talent Development strategy are:
With an emphasis on training and development, we offer dozens of in-house courses that are specifically designed to educate, motivate, and equip our employees for personal and professional growth. We exemplify our commitment to ongoing training and development by providing learning opportunities through: Women in Leadership, Lead Like an Owner, and LinkedIn Learning.
Ingersoll Rand continues to improve its achievement in overall employee experience and advancement goals while outpacing the benchmark in happiness at work ratings by the employees, placing Ingersoll Rand in the top 10% of manufacturing organizations.
The activities of Ingersoll Rand impact the lives of millions around the world, and we recognize we play an important role in respecting and upholding human rights. To illustrate our active commitment to and respect of human rights in our business relationships, we developed our human rights policy to further embed and ensure responsibility for people throughout Ingersoll Rand.
Ingersoll Rand Human Rights Policy