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
- May - Asian Pacific Islander American
- June - Gay and Lesbian Pride Month
- September -
Hispanic Heritage Month
- October - National Disability
Employment Awareness Month
- November - National American
Indian Heritage Month
- December - Universal Human Rights
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
- Lesbian, Gay, Bisexual, Transgender and Ally Employee
- New Hire Network
- Pan-Asian Employee
- 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
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.
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.