Ingersoll Rand is committed to integrating diversity and inclusion into the core of our business. The ability to manage a diverse workforce enables Ingersoll Rand to drive innovation, achieve greater productivity, and service our customers more efficiently and effectively.
To celebrate diversity and inclusion, Ingersoll Rand recognizes heritage months. Below are just a few we celebrate:
- February - Black History Month
- March - Women's History Month
- May - Asian Pacific Islander American Month
- June - Gay and Lesbian Pride Month
- September - October - Hispanic Heritage Month
- October - National Disability Employment Awareness Month
- November - National American Indian Heritage Month
- December - Universal Human Rights Month
Employee Resource Groups
In addition to Heritage Months, Ingersoll Rand believes Employee Resource Groups (ERGS) serve as a catalyst for helping employees learn about other cultures, embrace differences, and appreciate the strength and value of a diverse workforce. Ingersoll Rand’s ERGs include:
- Black Employee Network
- Hispanic Employee Resource Group
- Lesbian, Gay, Bisexual, Transgender and Ally Employee Resource Group
- New Hire Network
- Pan-Asian Employee Resource Group
- Veteran’s Employee Resource Group
- Women’s Network
- And more coming soon!
We are committed to embracing the diversity of our workforce, our customers, and the communities we serve, and to respecting all Equal Employment Opportunity and Affirmative Action policies.
At Ingersoll Rand, diversity is a business imperative. It is ingrained in our ethical and social responsibility and grounded in our core values. In our continuing effort to attain an inclusive organization and to better serve our clients, we are committed to embracing, leveraging, and respecting the diversity of our workforce, our workforce, our customers, and the communities in which we live, work and serve.
Equal Opportunity Employment
- Our policy is to ensure equal opportunity in all aspects of employment regardless of race, color, religion, sex, national origin, ancestry, citizenship, age, marital status, disability, veteran status, sexual orientation, gender identity, or any other basis protected by law.
- We strive to employ and promote the best-qualified person for each position while valuing and promoting diversity within our workforce.
- We comply with all country, federal and state laws regulating employment decisions. These include, but are not limited to: advertising, recruiting, hiring, placement, promotion, transfer, demotion, compensation, training, layoff or termination, participation in social and recreational functions, and use of employee facilities.
- Globally we prohibit harassment of employees based on race, color, religion, sex, national origin, ancestry, citizenship, age, marital status, disability, veteran status, sexual orientation, gender identity, or any other basis protected by law.
Affirmative Action (US Only)
- Ingersoll Rand is committed to a policy of affirmative action, which facilitates the placement of qualified women and minorities in all levels of the organization.
- Affirmative action plans identify the good faith efforts the company will take to increase representation of women and minorities in its workforce, particularly in management positions.
- All affirmative action plans include outreach, recruitment, upward mobility initiatives, annual goals, and timetables for women and minorities required by Executive Order 11246 and other federal, state, and local affirmative action laws and regulations.
- All Ingersoll Rand managers are responsible for administering and supporting the affirmative action policy.
Ingersoll Rand Global Rights Policy
Ingersoll Rand believes in fundamental standards that support our commitment to our employees, our business partners, our customers, and our communities. Click here to view the full Ingersoll Rand Global Rights Policy to learn more.