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Current Region:
Global (EN)
Current Region:
Global (EN)
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 inclusion groups include:
The following documents our 2022 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) | 19.8% |
| Females in junior management positions, i.e., first level of management (as % of total junior management positions) | 21.0% |
| Females in senior management positions, i.e., maximum two levels from the CEO or comparable positions (as % of total senior management positions) | 21.5% |
| 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) | 16.0% |
| Females in STEM (Science, Technology, Engineering, and Math) related positions (as % of total STEM positions) | 13.0% |
Age Breakdown of our Global Employee Population
| Total Population | <30 Years Old | 30-50 Years Old | >50 Years Old |
|---|---|---|---|
| 7,105 | 12.1% | 56.4% | 31.4% |
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 | 3.0% | 3.7% |
| Black or African American | 6.9% | 2.3% |
| Hispanic or Latino | 7.1% | 5.5% |
| White | 70.9% | 79.5% |
| Indigenous or Native | 0.3% | 0.0% |
| Other | 11.3% not specified 0.6% two or more races | 8.8% not specified 0.3% two or more races |
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