We were again recognised by the Human Rights Campaign on their 2021 list of Best Places to Work for LGBTQ Equality, achieving a 100% score on HRC's Corporate Equality Index. Eaton has received this recognition for six consecutive years, earning a perfect score each year. Companies are rated on criteria in five categories: non-discrimination policies, employment benefits, demonstrated organisational competency and accountability around LGBTQ diversity and inclusion, public commitment to LGBTQ equality, and responsible citizenship.
To be successful, we must create an inclusive, safe and engaging workplace where every employee has an opportunity to learn, grow and be healthy. To deliver on this, we sponsor and promote Inclusion Employee Resource Groups (iERGs). In 2020, these employee-led resource groups grew to more than 10,500 employees.
Our four pillars serve as the global focus areas for inclusion and diversity:
Inclusion Eaton Resource Groups (iERGs) bring together employees who share a common purpose, interest or background. These eight iERGs promote a welcoming, inclusive work environment that embraces difference and encourages the participation of all employees:
Inclusion ERGs are a place for employees to collaborate and provide or receive mentoring and professional development. Moreover, iERGs introduce new employees to our organisational culture and help to build and maintain employee engagement, satisfaction and retention.
Currently, our eight iERGs have more than 10,500 members in 60 countries.
The WAVE and ENGAGE iERGs operate on a global basis, with more than 150 local groups. The lesbian, gay, bisexual, transgender and queer iERG (Eaton Pride) has its presence in North America, Mexico and parts of Europe. In the United States, the veterans’ iERG serves members of the military and supports allies. Three additional iERGs in the US include SOAR in support of our Asian-American employees; iConnect, supporting employees who are Black/African-American/People of Colour; and #VAMOS!, supporting our Hispanic-American and Latino employees.
And the iERGs can be agents of change:
We are proud of the impact the iERGs have had at Eaton. Their activities are engaging and empowering thousands around the world.
The Eaton global mentoring programme is another resource for developing and advancing our diverse talent. The formal mentoring programme is designed as a mutual process between a paired mentor and mentee to focus on specific development needs aligned with the employee's short- and long-term career aspirations.
The iERGs and the mentoring programme support our aspirational goals and nurture an inclusive work environment through mentoring, education and development opportunities. They also support the strategy and objectives set by Eaton's Global Inclusion Council and the four Regional Inclusion Councils.
In 2014, we launched our full-day leadership experience, Valuing Inclusion & Diversity at Eaton – The Power of Perspectives (VID), globally to all managers of people. Since then, more than 5,900 leaders have attended, with the objective of increasing awareness of personal biases, developing inclusive leadership skills and advancing a culture of inclusion. Participants have said the experience is eye-opening and has positively impacted their perceptions, including focusing on inclusive leadership. To reinforce their VID learning, leaders have access to "Moment of Choice" tools created to aid and encourage their journey from unconscious bias to conscious inclusion. In 2020, we took steps to convert this learning experience to an engaging, high impact virtual platform, allowing broader access to this critical learning opportunity. In addition, we committed to a multi-week virtual learning experience on bias that is rooted in neuroscience research.
Balancing work-life effectiveness is a common concern voiced by our employees. And, with the number of dual income and single-parent households rising around the world, our culture must be supportive of our employees in balancing work, family and personal needs.
By the end of 2020, more than 2,300 employees (3% of global employees) participated in our flexible work solutions programme. Flexible solutions, which have been in place well before the global pandemic, include compressed work weeks, remote work, job sharing, part-time work, flextime and telework. Flexible work solutions and inclusive programmes help us remain competitive in attracting the best talent and improve the lives of our employees, at work and at home.
Small and diverse businesses fuel the economy by creating jobs and delivering innovative solutions. We believe that encouraging these organisations to compete for our business benefits us and our communities.
Eaton’s combined spending with minority, women, veteran-owned diverse and small businesses was greater than 32% of supplier spending in the US in 2020, with a total of $702 million going to minority, women, veteran, LGBT+ and disabled-owned businesses. In 2020 we advanced our supplier diversity programme, purchasing $1.9 billion in goods and services from small and diverse suppliers and growing our business with women-owned businesses by approximately 7% and with veteran-owned businesses by nearly 5% over 2019. Find out more about supplier diversity at Eaton.
Attracting quality talent around the globe
Health and safety
We believe all injuries can be prevented
Helping to build strong communities