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Leveraging Employee
Resource Groups to
Drive Change
Diversity & Inclusion @ Ingersoll Rand
2015
Perez,Neddy
Ingersoll Rand...
About this Guide
In the nextfew pages,youhave anopportunityto
learnmore aboutIngersoll Randandthe work we
are doingtodrive...
Neddy Nereida
(Neddy) Perez, Vice
President&Chief DiversityOfficer, Ingersoll
Rand
Why Employee Resource
Groups (ERGs)?
Th...
Focus of the ERGs
Withmore than2000 employeesengagedin
employeeresource groupactivitiesandevents,it
iscritical that the ER...
 Hostingmore than 30 eventsatthe
national andlocal level focusingon
work-lifemanagement,career
development,leadership, et...
enable ustoattract the bestand the brightest
talentpossible.
Supplier Diversity and
Dealerships
We are committedtonot just...
Volunteers from one of the ERG Summits
Steve Hagood, CIO and leaders of the U.S.Pan Asian
American Chamber of Commerce.
An...
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Employee Resource Groups Annual Report

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Employee Resource Groups Annual Report

  1. 1. Leveraging Employee Resource Groups to Drive Change Diversity & Inclusion @ Ingersoll Rand 2015 Perez,Neddy Ingersoll Rand 1/1/2015
  2. 2. About this Guide In the nextfew pages,youhave anopportunityto learnmore aboutIngersoll Randandthe work we are doingtodrive change and create a more progressive,diverseandinclusive workplace throughEmployee Resource Groups(ERGs). Ingersoll Randiscommittedtofosteringaculture that encouragesandenablesemployees,vendors and customersto feel respectedandvalued. We are notjust interestedinattractingtoptalent,we wantto make sure that we are buildinga sustainable pipeline of incredible people whoare alignedwithourcore values,are passionate aboutthe environment,andinterestedinbeing affiliatedwithaglobal premierperforming company. Our DiversityandInclusioneffortsare an importantpart of the company’sgoalsto create a WinningCulture,drive Operational Excellenceand Growth. All of our ERGs are focusedondeveloping businessskills,increasingbusinessunderstanding, servingasbrand ambassadorsinthe community and helpingtouncovernew marketniches. Sincerely,
  3. 3. Neddy Nereida (Neddy) Perez, Vice President&Chief DiversityOfficer, Ingersoll Rand Why Employee Resource Groups (ERGs)? The recruitment,developmentandretentionof people inmanufacturingisacritical part of our overall diversity, talentandworkforce strategies. In the U.S. manufacturing accounts for 12.0 percent of gross domestic product (GDP). The industry employeesmore than17.5 millionpeople andin the next10 yearsthere will be over3.4 million new jobscreatedof which approximately1.4 millionof those roleswill gounfilleddue toa growingtalentgapand competitionfortalent fromotherbusinesssectors. Part of the challenge facingmanufacturingisthat careersin the industryhave notbeenseenas physicallyorfinanciallyappealingbecause thereis a perceptionthatthe jobsavailable are indirty and are locatedin outdatedplants. Additionally, the percentage of womenandminoritiesthat pursue degreesinthe Science,Technology, EngineeringandMath(STEM) isverylow. Ingersoll Randrecognizes thatinorderto be successful andfullyengage the workforce thatwe neededtohelpgrowthe pipeline of toptalentby showcasingthe manufacturingindustryasa viable place tohave a careerwhere women and minorities canthrive personallyandprofessionally at a global level. As part of thiscommitmentwe have setinmotion a numberof programs and partnershipstohelp focusour effortsandincrease awarenessabout careeropportunities,including:  Our boardof directorsnow has 33% female representationandthere are three womenonour executive leadership team.  As part of our SustainabilityGoalswe have made a commitmenttogrow our female pipeline of womeninseniorrole to 34 % by 2020.  Startingin 2011, withthe launchof the Women’sEmployee Network(WEN), we have launchedseven otherERGs. We now have more than 2000 employees involvedgloballyinERGs.  We createdan in-house Women’s LeadershipProgramfocusingonthe talentdevelopmentneeds of women  We have builttalentacquisition, promotionandretentiongoalsintoour businesssectorgoals;and  Established more than12 external partnershipswithanumberof nonprofits and professional associationsin Engineering,Finance &Accountingand Businessinordertoincrease ourbrand externallywithdiverse talent.  We have partneredwiththe ManufacturingInstitute whichisanarm of the National Associationof Manufacturersto effectchange inthe industry’sdiversitypipeline. Employees at the annual ERG Summit
  4. 4. Focus of the ERGs Withmore than2000 employeesengagedin employeeresource groupactivitiesandevents,it iscritical that the ERGs not justfocuson social activities. Theyhave beenstructuredasan extensionof the Diversity &InclusionDepartment and operate like asmall businessdepartment. Thisstructure helpsprovide employeeswith access to seniorleadersandanopportunityto learncritical businessskillslike budgetand projectmanagementaswell aspresentationand teammanagementskills. There are five areasof focusfor the ERGs, these include:  Professional Development – through workshops and networking events on career development and management  Recruitment – participants often attend conferences and collegeevents to speak to and recruit new talent to the company  Community and Sustainability Involvement – The ERGs have made a huge difference as ambassadorsin thecommunity. Some partnerships include:the Urban League Technician Certification Program,the Dragon Boat Race, Dances of India Partnership, Engineering Week and the Charlotte PRIDE Parade.  Market Connectivity – Some ERGs have participated in providinginputto changes in the company’s domestic partner benefits and some have played a key rolein our supplier diversity efforts.  Cross Collaboration - by working on projects and activities with employees from different business groups and functions as well as gender orientation,and/or other nationalities locally or globally Employee Groups in Place There are a total of sevenemployeeresource groupsat Ingersoll Rand.These groupsinclude:  AsianEmployee Resource Group(AERG)  Black Employee Network(BEN)  Group of Latinos(GOL)  NewNet(New Employees)  PRIDE (Lesbian,Gay,Bisexual& TransgenderEmployees)  Women’sEmployee Network(WEN)  VeteransEmployee Resource Group (VERG) All ERGs have a chair and steeringcommittee structure whichreflectsthe structure of a micro- businessunitwithinthe company. The structure includes:  Executive Sponsor– thisis a senior memberof the company’s Executive LeadershipTeam whoisappointedbythe CEO and Chief HumanResourcesOfficer to each ERG.  Chair/Co-chair – whoare selected tolead a particularERG  Program Chair – coordinatesand implementsprograms/activities  Finance Chair – managesERG budgets  Membership/CommunicationsChair- develops andimplements communications topromote activities.  Program Chair – createsand leadsevents for the ERG. ERGs Make a Difference & Impact Business Some of the projectsdevelopedand implementedbythe ERGs have included:  The Black Employee Network (BEN) partneredwiththe UrbanLeague of Central Carolinas in the creationof a grant for $100K to increase the numberof minoritiescertified as HVACService Technicians
  5. 5.  Hostingmore than 30 eventsatthe national andlocal level focusingon work-lifemanagement,career development,leadership, etc.  Participatingin Habitat for Humanity, Susan Komen Foundation,United Way and a multitude of othernon- profitactivities  PRIDE’s AllyProgramresultedin350+ people registeringtosupportthe LBGT community.  Representingthe companyatnational or global conferencesasspeakers and/orrecruiters at the Societyof WomeninEngineering(SWE); National Societyof Blacks in Engineering(NSBE);Global Conference ofWomen;etc.  Participatinginthe company’s supplierdiversityinitiativesto increase the numberof women, minority,veteran,LGBT,disability ownedbusinesses we buyservices and productsfrom  Thanksto the effortsof the ERGs the companyintroducedaback-up care program that providesemergency care for workingparentswithchildren or otherfamilydependents. External Business Partnerships: Our companywas foundedbyscientists, researchersandentrepreneursbutitisengineers that are critical part of us designing,developing and improvingproductsandsystemsaswell as creatingnewproductlines. Aspart of our diversityeffortswe have focusedonfourkey partnershipsinengineering:  Societyof WomenEngineers (SWE)  National Societyof Blacks in Engineering (NSBE)  Native American Associationof Scientists and Engineers  Societyof Hispanic Professionalsin Engineering(SHPE) Talent Acquisition and Business Leaders at the Society of Hispanic Professional Engineers national conference. We have alsodeveloped astrongrelationship withexternal organizationsthathelpus attract talentedbusinessleaders rangingfromFinance & Accountingprofessionalstoa broad range of otherbusinessskills. These groupsinclude:  Ascend– enablingconnectionstothe Pan Asiancommunity  Associationof Latino Professionalsin Finance & Accounting(ALPFA)  LGBT Link – a career networkwithinthe Lesbian,Gay,Bisexual andTransgender community  National Associationof Blacks in Accounting (NABA)  Out & Equal – connectingtothe Lesbian, Gay, Bisexual andTransgender community  U.S. BusinessLeadershipNetwork (USBLN) – providingopportunitiesto connectwithpeople withdisabilities. We are constantlyonthe lookoutforother external partnershipsandopportunitiesthat
  6. 6. enable ustoattract the bestand the brightest talentpossible. Supplier Diversity and Dealerships We are committedtonot justincreasingthe percentof women andminoritiesinthe industry and seniorrolesbutwe alsowantto see women minorityentrepreneursandbusinessownersbe successful. In 2013, the commitmentof the DiversityCouncil, Office of DiversityandInclusionandProcurement organizationthe companyhireditsfirstsupplier diversityleader. Ingersoll rand team at the Women Business Entrepreneurial National Council (WBENC) Withinthree years time,Ingersoll Randhas increasedfromtwopercentspendwithdiverse supplierstosix percent spend. In addition,seniorleaderandpastDavidsonWEN Chaptersponsor,SheilaTierneyhasbeenelected to the board of the National MinoritySupplier DiversityCouncil (NMSDC). Under the leadershipof Jackie LaJoie,managerof SupplierDiversity, aSupplierDiversity Ambassador Program to engage the ERGs was developed. Thiseffortledtostrongpartnerships withthe BEN ERG inGeorgiaand Tennessee. In addition,the companyisnow activelyinvolved and attendingawide varietyof eventsfocusedon increasingthe mix of women,minority,veteran, disabilityandLGBTownedbusinessesthrough partnershipslike:  WomenBusinessEntreprise National Council (WBENC)  WEConnect- global womenbusiness ownersnetwork  National MinoritySupplierDevelopment Council (NMSDC)  National GayLesbian Chamberof Commerce (NGLCC)  U.S. BusinessLeadershipNetwork (USBLN)  U.S. Pan Asian AmericanChamber of Commerce (USPAACC) Breaking New Ground In 2012, the NorthCarolinaEmployee Resource Group Summitwascreatedas a way to provide, not onlyIngersoll Rand’s ERGs,anopportunityto learnand share bestpracticeswith eachotherbut alsobecame a way forvendorsandclient companiestodo the same. Overthe course of the last two years, the event has beenrecognizednationallyandcompanies fromas far as CaliforniaandNew Yorkhave sent representativestothe conference. Averaging, 150+ attendees,the eventallowsemployees from differentindustriesandcompaniestolearnfrom each other. It providesanopportunityforthese groupsto alsocollaborate onlocal community eventsandcauses.
  7. 7. Volunteers from one of the ERG Summits Steve Hagood, CIO and leaders of the U.S.Pan Asian American Chamber of Commerce. An Employer of Choice We are fortunate that as a companyour efforts to drive organizational change have beenrecognized by our colleagues,vendorsandevencompetitors for consistentlyoutstandingresults. Amongour accoladesare: Dragon Boat Races – Ingersoll Rand Team  DiversityCareers ReadersChoice Award for 3 years straight  Human RightsCampaign Equality Index  Latina Style Top 50 Best Places to Work  MilitaryFriendly(2013, 2014 & 2016)  ProfilesinDiversityJournal Innovation Honorable Mention  Rostoff Diversity& InclusionHonorable Mention  Windsof Change (Native American) Magazine For more information on the Employee Resources Groups and Diversity and Inclusion efforts please contact: Nereida (Neddy) Perez, Vice President& ChiefDiversityOfficer, Talent & Organizational CapabilitiesOffice Ingersoll Rand Neddy.Perez@irco.com http://www.linkedin.com/in/neddyperez/

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