We’re building a culture that is inclusive, respectful and driven to provide opportunity for all. Diverse teams are more innovative and collaborative, better at solving problems and better suited to push what’s possible.
At the end of 2019, our workforce was 24.3% female and 23.1% of leadership positions were held by women. On our Board of Directors, 4 out of the 12 members are women. Through our 2030 Sustainability Commitments, we aim to achieve gender parity in leadership and workforce diversity reflective of our communities. We are proud to set such aspirations that are particularly difficult to achieve in the manufacturing sector. We know it will take exponential change, not just incremental growth, to reach our goals. With a strong body of internal champions, a broad range of supportive initiatives, and a keen focus from leaders with shared goals, we welcome the challenge. Read more about our employees and workplace diversity.
|2019 Gender Diversity Data||Female||Male|
We launched and progressed several programs in 2019 as a platform to reach our 2030 Sustainability Commitments. These include:
Black Leader Forum — Brought together more than 60 company leaders for a two-day intensive event focused on career development, executive engagement and community building to support our strategic intent to advance black leaders.
Bridging Connections — Facilitated employee discussions dedicated to providing open and safe spaces for employees to address critical, often contentious issues related to race, gender, ethnicity, mental illness, the multigenerational workforce and more. In 2019, 3,141 employees participated in the program.
Employee Resource Group (ERG) Leaders’ Summit 2019 — In August, we hosted more than 140 people from 25 Charlotte-area companies for a day-long conversation and workshop addressing the need for bold, inclusive conversations and equipping employee resource group leaders to further those discussions. The rich idea exchange among leaders in the space allowed companies to share their wins and gain insight into new best practices.
Relaunch — A new program helping qualified engineers who have stepped away from their careers, re-enter the workspace, netted eight extremely qualified new hires in four cities in the U.S. and India.
The Women’s Leadership Program (WLP) — Launched in 2012, the program has since graduated nearly 200 women in North America, EMEA and Latin America. This experiential leadership program challenges participants to solve business problems through coursework and teamwork, and it pairs each participant with a mentor. The success of WLP led to the launch of two additional career development programs for women in 2019.
Women in Action — Offers career development for three distinct populations of women leaders in the company: senior, mid-level and emerging leaders. This program prompts women to invest one hour per month in their own development by using online, high-impact training assets that include videos, book summaries, activities and reflective thinking exercises, all aimed at developing specific competencies.
Women on the Rise — Empowers, connects and supports emerging women leaders via a one-week in-person session, as well as virtual learning and mentoring.
Together, our Women in Action and Women on the Rise programs graduated 220 participants in 2019.
We have eight employee resource groups (ERGs) company-wide, which reflect the diversity of our workforce. Our ERGs include the following:
Each of these groups has an enterprise steering committee and local chapters across the U.S., and the Women’s Employee Network is active around the globe. Collectively, our ERGs created 40,000+ touchpoints for employees in 2019 with career development programs, talent recruiting efforts, awareness and education events and charitable and community outreach activities.
In addition to ERGs, we’ve launched Inclusion Networks in more than a dozen manufacturing plants and sales offices. These local diversity committees work together to sponsor a range of events that address a variety of issues and topics throughout the year. Each committee has representatives who are tapped into the enterprise-wide ERGs for support and guidance, greatly multiplying the reach of our ERGs.
In 2017, we became the first in our industry to enter the Paradigm for Parity Coalition, a pledge to bring gender parity to our corporate leadership structure by 2030, and we underscored this commitment when we set our 2030 Sustainability Commitments. As part of our pledge, we are implementing a comprehensive action plan to (1) minimize and ultimately eliminate unconscious bias in the workplace; (2) significantly increase the number of women in senior operating roles; (3) measure and communicate progress both with senior leaders and publicly; and (4) build career progress and create a culture change for flexible work arrangements.
Our progress in 2019 included:
When America’s leading CEOs pledged to cultivate diversity and inclusion in the workplace, expand unconscious bias education and share best practices — both successful and unsuccessful — through the CEO Action for Diversity and Inclusion, we were among the first companies to join. Launched in 2017, today more than 800 CEOs have signed that pledge.
We joined the coalition of 264 companies calling for the U.S. Congress to pass the Equality Act, which cleared the House of Representatives in 2019 and is now awaiting a vote by the Senate. We also signed a “friend of the court” brief with the Supreme Court, which will rule on a trio of cases that may decide anti-discrimination law for LGBTQ citizens in matters of employment, housing, health care and education.
When we all work together, we can inspire change. Our ongoing actions to create a winning culture were recognized for awards in 2019, including:
Where many companies discourage conversations about controversial topics, we embrace it. During moments of crisis, employees are often left wondering how to deal with feelings of loneliness, fear and distress, and are expected to leave those feelings at the office door.
But we don’t want our people to feel like they can’t share — even when it is hard. That’s why our progressive diversity and inclusion (PDI) team created Bridging Connections, sessions that provide an outlet for employees to have open conversations about topics that can be difficult. More than 3,100 employees in 10 countries participated in 2019, discussing issues such as race, gender and mental illness. These sessions have proven that by connecting people and ideas, we can leverage the power of diversity and inclusion to bring people together.