The information below, as well as the policies and related content elsewhere in this report, is intended to help you understand the performance and impact of Ingersoll Rand through the environmental, social, human rights and business practices we work to uphold.
The European Union (Disclosure of Non-Financial and Diversity Information by certain large undertakings and groups) Regulations 2017 (S.I. 360/2017) (as amended) (the “2017 Regulations”) require us to disclose certain non-financial information in the Directors’ Report (the “Irish Directors’ Report”) accompanying our Irish statutory financial statements. For the purposes of the 2017 Regulations, the sections entitled Description of Business Model, Environmental Matters, Employee Matters, Social Matters, Human Rights, and Anti-Corruption and Anti-Bribery set out below are incorporated by reference into the Irish Directors’ Report.
Our integrated 2018 Annual Report and 2018 ESG Report provide additional information that may be relevant to investors in assessing Ingersoll Rand’s sustainability commitments and achievements but, except as expressly provided above, the integrated 2018 Annual Report and 2018 ESG Report are not incorporated by reference into the Irish Directors’ Report. Copies of this 2018 Annual Report, our 2018 ESG Report can be accessed at www.ingersollrand.com.
We are a diversified, global company that provides products, services and solutions to enhance the quality, energy efficiency and comfort of air in homes and buildings, transport and protect food and perishables and increase industrial productivity and efficiency.
Our two business segments, Climate and Industrial, feature strong brands and highly differentiated products within their respective markets. We generate revenue and cash primarily through the design, manufacture, sale and service of a diverse portfolio of industrial
and commercial products that include well-recognized, premium brand names such as Ingersoll Rand, Trane, Thermo King, American Standard,® ARO,® and Club Car.
To achieve our mission of being a world leader in creating comfortable, sustainable and efficient environments, we continue to focus on growth by increasing our recurring revenue stream from parts, service, controls, used equipment and rentals; and to continuously improve the efficiencies and capabilities of the products and services of our businesses. We also continue to focus on operational excellence strategies as a central theme for improving our earnings and cash flow.
Approach Our commitment to sustainability extends to the environmental impacts of our people, operations, and products and services. From the efficiency of our buildings to our progress in managing energy, water and waste, we continue to find ways to reduce our impact on the environment and embed sustainability throughout our businesses. We proactively engage with key external and internal stakeholders to identify the most material sustainability-related topics and metrics for operations strategy as well as public disclosure. We also think about the stakeholder groups most impacted by these material topics through the lens of a value chain assessment that we perform. These commitments are embedded in an Environment, Health and Safety (“EHS”) Policy which defines our stakeholders, our roles and responsibilities and our goals and targets with respect to EHS matters and our Business Partner Code of Conduct which requires our business partners to adhere to our standards.
Due diligence processes We have a vital role to play in mitigating global climate change by reducing the environmental impact of our operations, products, and services. This responsibility begins by setting specific and measurable climate commitments and working to achieve these goals. In addition, we work to systematically ensure that our suppliers share our values and adhere to our standards of business ethics, health and safety, environmental and social responsibility as specified in our Business Partner Code of Conduct. Suppliers must have an effective environmental policy and conduct their operations in a way that protects the environment. They must also obtain and keep current all required environmental permits and meet all applicable environmental rules, regulations and laws in the countries where they do business.
Policy outcomes / Key Performance Indicators Our global Climate Commitment is the foundation of our efforts to increase energy efficiency and reduce the greenhouse gas emissions related to our operations and products. In 2010, Ingersoll Rand launched the Center for Energy Efficiency and Sustainability (CEES) to help our customers and our company leverage best practices in sustainability. Within Ingersoll Rand, the CEES is a strategic business catalyst that helps us understand the benefits that sustainability can have in growing our company and reducing our own operational footprint, while helping increase the pace of sustainable innovation.
Our energy consumption from fuels and electricity totaled 3,594 billion kilojoules in 2018. Greenhouse gases emitted indirectly through the use of electricity, and directly, through the burning of fuels or emissions of refrigerants, totaled 536,785 metric tons of CO2e.
Approach As a global organization that employs 49,000
we are committed to building a progressive, diverse and inclusive environment in which people of all backgrounds are treated with equality and respect. We also aim to provide a safe, secure workplace that supports employee well-being and productivity. Investing in our associates and creating a culture where they feel engaged and included is key to unleashing the power of their innovation and creativity, and to delivering the enduring results that create a sustainable world. We formalize these aspirations in our Environment, Health and Safety Policy which addresses employee health and safety among other matters. We provide annual anti-harassment training to all salaried employees worldwide and we set policies in key employee areas, including our Global Human Rights Policy, our U.S. Equal Employment Opportunity Policy, and our Policy Prohibiting Harassment or Discrimination, which are made available to Ingersoll Rand employees worldwide.
Due diligence processes To reinforce our commitment to cultivate a diverse and inclusive workplace, we were the first company in our industry to enter the Paradigm for Parity Coalition, a pledge to bring gender parity to our corporate leadership structure by 2030. We also provide anti-harassment training to all salaried employees and make clear policies available to employees worldwide. In addition, creating and sustaining a safety-focused, zero-incident culture is a priority for us. We communicate our safety expectations through quarterly CEO town hall meetings as well as monthly environmental, health and safety meetings at both the facility- and service-organization levels.
Policy outcomes / Key Performance Indicators Consistently high annual employee engagement scores demonstrate that we are creating an environment where our people are learning, thriving and expanding their capabilities. We offer a range of learning experiences for managers and employees to expand our culture of inclusion. For example, our Women’s Leadership Program helps accelerate career advancement for high-potential women. Our Bridging Connections sessions create an opportunity for employees to speak openly about topics such as race, gender, ethnicity and sexual orientation, and address issues related to unconscious bias. In addition, our growing number of employee resource groups serve as a foundation to discuss these topics at a deeper level and to engage in the learning and training critical to building a stronger Ingersoll Rand.
Approach Through a variety of social sustainability initiatives, we seek to engage directly with the communities in which our associates live and work, which helps to create shared value and engage our worldwide team in the mission and purpose of the company. Our commitment to social sustainability is also expressed through our supplier diversity program. Our most prominent community initiatives include the Ingersoll Rand Glocal (global + local) program. Launched in 2014 by our Center for Energy Efficiency and Sustainability (CEES), Glocal encourages our employees to partner with local nonprofits and community organizations to advance our social sustainability efforts and nurture authentic engagement. We have identified and are taking action regarding specific social and environmental imperatives that create shared value, result in sustained customer and employee loyalty, and improve the communities where we have business operations. These actions include increasing female representation in the fields of science, technology, engineering and math, addressing nutrition and food waste reduction and supporting housing and shelter needs, among others. Our supplier diversity program embraces suppliers whose ownership is primarily minorities, women, veterans, LGBTQ individuals or people with disabilities.
Due diligence processes We track employee and community
engagement data including the number of volunteers who participate in
community or sustainability initiatives during the year and the number
of hours volunteered. We use a 7-step strategic sourcing process that
includes a Supplier Diversity Matrix, which enables
us to avoid using price as the primary driver for supplier selection.
Policy outcomes / Key Performance Indicators Implementing Glocal and our supplier diversity program have contributed to significant increases in global contributions as measured by the number of associates who have volunteered to participate in community or sustainability initiatives, the total number of hours volunteered and the dollar value of philanthropic giving. Spending on goods and services purchased from diverse-owned businesses also is up significantly.
Approach We believe in fundamental standards that support our commitment to our employees, our business partners, our customers and our communities. We have adopted a number of policies which underline our commitment to human rights. Our Global Human Rights Policy aligns with basic working conditions and human rights concepts advanced by international organizations such as the International Labor Organization and the United Nations. Our Modern Slavery and Human Trafficking Statement outlines our commitment to taking steps to ensure that human trafficking and forced labor is not taking place in our supply chain or business. Our Business Partner Code of Conduct (BPCoC) prohibits human trafficking, including forced or child labor.
Due diligence processes We engage in reasonable due diligence and screening of customers and distributors to ensure compliance with laws that regulate international trade. We annually survey a sampling from the top 80% of direct material suppliers to confirm their adherence to our BPCoC. As part of that survey, we ask suppliers to certify that they and the materials incorporated into the products they sell comply with the laws regarding slavery and human trafficking of the country or countries in which they are doing business.
Policy outcomes Our Global Human Rights Policy is communicated to employees through our Code of Conduct training. In addition, we have implemented a full training course dedicated to anti-human trafficking, in which salaried employees in roles, such as Legal, Human Resources and Global Integrated Supply Chain, are assigned courses based on function and associated risks as part of the 2019 Annual Compliance Training Campaign.
Approach We are proud of our strong business ethics and sustainable business practices, and our values centered in integrity, respect, teamwork, innovation and courage. Our values, ethics and commitment to sustainability are core to how we operate and serve customers.
Ingersoll Rand’s Business Partner Code of Conduct applies to all entities doing business with us and communicates our expectations that our business partners will practice the highest legal, moral, and ethical standards when conducting our affairs. This Code holds our business partners to the same high standards to which we hold ourselves.
Due diligence processes Business partners and service providers are risk-rated and vetted with higher risk third parties undergoing enhanced compliance due diligence. We leverage the services of a third-party vendor to conduct compliance screenings from thousands of global public records databases.
Policy outcomes Salaried employees receive role-based, online compliance training every year. Employees receive specific training on anti-corruption on a cycle determined by the risk rating of their role. In 2018, the roles assigned to anti-corruption training were Business Strategy; Customer Service; Finance; General Management; Global Integrated Supply Chain; Human Resources; Legal; Marketing; and Sales. In addition to these roles, in 2019, employees in services roles, will receive anti-corruption training. Additionally, we deliver periodic live and web-based anti- corruption training to employees.