Ingersoll Rand has long been committed to building a progressive, diverse and inclusive environment where people of all backgrounds are treated with respect. We know that the diverse views of our global team help us drive stronger performance, creating a virtuous cycle of success which benefits us all. Creating a winning culture is one of Ingersoll Rand’s three key business strategies because how our company profitably grows and achieves premier performance is just as important as the growth itself.
Paradigm for ParityTM
Ingersoll Rand was proud to be the first manufacturing company to join the Paradigm for Parity TM coalition in 2017, pledging to bring gender parity to leadership roles by 2030. Women continue to lag men in reaching senior management positions. Yet, repeated studies have shown that companies with gender-balanced leadership teams perform better. They turn higher profits and earn a stronger return on investment. So, we're approaching this goal just as we would any other, by studying the issue, developing action plans and engaging leaders at every level to support our progress. Making this commitment is consistent with our many years of work to build a culture of inclusion that is respectful at its core.
CEO Action for Diversity & InclusionTM
The CEO Action for Diversity & Inclusion™ aims to rally the business community to advance diversity and inclusion within the workplace by working collectively across organizations. It outlines a specific set of actions companies will take to cultivate a trusting environment where all ideas are welcomed and employees feel comfortable and empowered to discuss diversity and inclusion. The actions include:
1. We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion.
2. We will expand unconscious bias education.
3. We will share best—and unsuccessful—practices.
At Ingersoll Rand, we’re proud of our leadership in the group and our company’s demonstrable progress in these areas, and more.
Employee Resource Groups
Ingersoll Rand’s eight Employee Resource Groups (ERGs) serve as a catalyst for inclusion by helping employees learn about one another, embrace differences, celebrate cultural events, promote career development and give back to the communities in which we live, work and serve. Ingersoll Rand’s ERGs include:
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 customers, and the communities in which we live, work and serve.
Equal Opportunity Employment
Affirmative Action (US Only)
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. View the full Ingersoll Rand Global Rights Policy to learn more.