Workplace Diversity

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:

  • Women’s Employee Network (WEN)
  • Black Employee Network (BEN)
  • VisAbility (Disability Employee Resource Group)
  • Global Organization of Latinos (GOL)
  • PRIDE (LGBT+Ally Employee Resource Group)
  • InterGenerational Employee Resource Group (iGEN)
  • Asian Employee Resource Group (AERG)
  • Veteran’s Employee Resource Group (VERG)

Fair Treatment

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. View the full Ingersoll Rand Global Rights Policy to learn more.

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