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Diversity & Inclusion

Creating an inclusive and uplifting culture for all

At Trane Technologies, we include and uplift one another. We embrace differences and value the opinions and contributions of each person. 

At the end of 2020, our global workforce was 25.3% women, with 21.7% of leadership positions held by women. In the U.S., our workforce was 35.5% racially and ethnically diverse , with 12% of leadership roles held by racially and ethnically diverse people. And, as of December 2020 Five out of the 13 members of our Board of Directors were women. In June 2021, with the retirement of one of our long time directors, this will change to five of 12. Through our 2030 Sustainability Commitments, we aim to achieve gender parity in leadership and workforce diversity reflective of our communities. This includes increasing the racial and ethnic diversity of our salaried population in the U.S. by 50% from 17% to 26%. We will meet this challenge with a strong body of internal champions and a broad range of change initiatives that drive success. Inclusive leadership, results in innovation, better business results, and the best talent doing their finest work - read more about our approach here.

Key Stats

35.5%

U.S. workforce that is racially and ethnically diverse in 2020

5 of 13

Members of our board of directors are women in 2020

25.3%

global workforce that is women in 2020

Gender Diversity Data


Women
Men
Governance body (Executive Leadership Team)
12.5%
87.5%
Leadership positions (director level, vice president and above)
21.7%
78.3%
All management positions (all levels of management)
21.8%
78.2%
Workforce
25.3%
74.7%

Racial & Social Justice

Diverse teams are more innovative and collaborative, better at solving problems and necessary to boldly challenge what’s possible for a better, more just and sustainable world. That’s why we embrace efforts to achieve racial equity and social justice in the U.S. and around the world. 

CEO Action for Diversity and Inclusion

We were among the first companies to join CEO Action for Diversity and Inclusion. Today, more than 1,600 CEOs have signed that pledge. As part of the commitment, each member company is urged to create open, trusting environments where employees have complex, sometimes difficult, conversations about race, gender and equality. Each year since signing the pledge, Mike Lamach, Trane Technologies chairman and CEO, has proudly hosted the CEO-led Day of Understanding with our team.

CEO Day of Understanding 

On June 25, 2020, around 3,000 Trane Technologies employees came together from around the globe for our third annual Day of Understanding. Themed “Dimensions of Diversity,” our conversation delved into what makes each of us unique, in an effort to foster the understanding that collectively, our differences can unite us. Our CEO led the conversation, and throughout the day we encouraged, listened and learned from each other to promote inclusion throughout our company.

OneTen Coalition

In December 2020, Trane Technologies helped launch the OneTen Coalition. OneTen brings together more than 30 major employers to act and invest in continued growth and progress for Black people in America. The goal is to train, hire and advance 1 million Black Americans in the next ten years, with a focus on family-sustaining jobs. The coalition will connect members with partners that support the development of diverse talent in the workforce, especially for people without four-year college degrees. Trane Technologies made a significant financial contribution to seed the coalition and will work with OneTen to accelerate our company’s progress in attracting, hiring and developing Black talent.

NAM Pledge for Action

As chair of the National Association of Manufacturers, Trane Technologies Chairman and CEO Mike Lamach, and NAM’s executive committee passed the Pledge for Action, an 11-point commitment for manufacturers to advance justice, equality and opportunity for all people of color.

“My heart is heavy with recent events. While the killing of George Floyd sparked this outcry, this is a crisis that has gone unaddressed for far too long. We introduced this Pledge for Action to demonstrate our commitment to being part of the solution and to stand against injustice and create a better future for the Black community and all communities of color.” 

Mike Lamach, Trane Technologies chairman and CEO

Ally for Equality

In 2020, we launched “Ally for Equality” and will offer Ally learning modules in 2021. With a community of equality supporters, we will continue to encourage a supportive workplace where every single person feels they belong. Allies show up in both big and small ways and play an important role in cultivating our award-winning diverse and inclusive culture. They pledge to listen and engage; be open-minded; speak up against bias and confront their own bias; always choose inclusion and get comfortable being uncomfortable. 

2020 Racial & Ethnic Diversity Data


Percent of Population
Racially & Ethnically Diverse** (US)
Overall: 35.5%
Salaried: 17.5%
Hourly: 50.5%
​Promotion Rates
Overall: 4.4%
Women: 5.8%
Men: 3.9%
Racially & Ethnically Diverse (US): 5.7%
White: 4.8%

*Excludes retirement and involuntary exits. We retained salaried women and men at equal rates. 

**Classified into five minimum categories by the US Census: White, Black or African American, American Indian or Alaska Native, Asian, and Native Hawaiian or Other Pacific Islander

Our 2020 Progress

Our progress in 2020 included:

  • Launched our new Diversity & Inclusion strategy. Read more about our employees and workplace diversity.
  • Improved retention across gender and racially & ethnically diverse employees.
  • Developed executive-led diversity and inclusion plans for every business and corporate function.
  • Continued participation by executive leaders in our two-day Diversity Learning Lab.
  • Continued participation in unconscious bias training and our inclusion course.
  • Increased the availability of new career development programs for women, doubling participants in Women in Action.
  • Designed Future of Work Framework for implementation in 2021.
  • Launched new leadership principles, which include pledge to include and uplift one another. Read more about leadership principles in company culture

To reach our 2030 Sustainability Commitments, we continue to focus on these elements:

Paradigm for Parity

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. We underscored this commitment with 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 the public; and (4) build career progress and create a culture change for flexible work arrangements.

Black Leader Forum Alumni 

In 2020, we continued engaging Black Leaders who participated in the Forum in 2019 through focus groups on our social justice approach and input on the new Diversity & Inclusion strategy.

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 2020, 1,493 employees participated in the program that covered the topics of race and ethnicity & understanding, as well as structural inequalities. 

Women in Action

Women in Action is a virtual, self-paced program that provides women with access to online learning content that promotes their leadership development skills. Women typically invest 2-4 hours per week while in the program. It also includes discussions with the cohorts where they can share learnings and reflections.

We increased the availability of new career development programs for women by doubling the participants in Women in Action for 2020.

Building a Diverse Pipeline

Through our work with community partners, we work to advance student success, and build new pathways to green and STEM careers. We have a growing network of dedicated non-profit partners that includes NC3, Urban League of Central Carolinas, the National Society of Black Engineers, Project Scientist, Climate Generation and others. This collective supports us in our mission to bolster academic achievement among underrepresented students, to increase diverse recruiting, and to ensure that our industry has a rich talent pipeline to lead future generations.

Employee Resource Groups and Inclusion Networks

We have eight employee resource groups (ERGs) company-wide that reflect the diversity of our workforce. 6,260 employees participated in ERG events in 2020.

Our ERGs include the following:

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

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. In 2020, our ERGs created opportunities for employees with career development programs, talent recruiting efforts, awareness and education events and charitable and community outreach activities.

In addition to ERGs, we expanded our Inclusion Networks across the company. Our local diversity committees work together to sponsor a range of events that address a variety of issues and topics throughout the year and are able to represent a broader range of diversity dimensions. 

External Recognition

When we all work together, we can inspire change. Our ongoing actions to create an uplifting culture were recognized for awards in 2020, including:

  • FORTUNE World’s Most Admired Companies (#167 overall)
  • Corporate Equality Index (score of 90)
  • Forbes’ list of America’s Best Employers for Diversity
  • National Society of Black Engineers – SEEK Award
  • National Institute of Manufacturing Leadership Award – Talent Management category (ReLaunch program)
  • Charlotte Business Journal – Healthiest Employers of Charlotte (ranked #7)
  • 2020 Military Friendly designation from VIQTORY