Nereida (Neddy) PerezVice President, Diversity & Inclusion

Ingersoll Rand

OverviewTrends & Challenges

AheadDiversity BasicsAlignment to Talent

ManagementLeverage Your Senior

LeadersFive Untapped Market

Resources

Trends & Challenges Demographic Shifts

Smaller populationsShortage of STEM workers

( Intel $350M)The rise of Fivvr and Free

AgentsDon’t count Boomers out

Geopolitical Unrest - Turkey – yesterday - Germany accused of stealing

talentRise of Virtual Workers

Four Hour Work Week – Tim Ferris

Bit Coin Socialized Medicine

Diversity & Inclusion Basics Purpose

Create inclusive work environment free of bias Value Skills w/o bias (Katie’s

Story)Attract TalentImprove Retention

E&Y Study 3x Salary Mercer – Women Thrive

Sell Product/Services Improve market Connectivity

(WLP Fluid Pump) Drive Innovation

Cuba Action Plan Ameristar Rebrand

Need to build into Business Strategy & Goals

What are we trying to impact?Leadership Commitment & TrainingIncrease cultural competencies of all employees (i.e. Production Line to ELT)Reinforce Core Values from PDI lens (Courage, Respect, Teamwork, Integrity)Enabling Processes & PoliciesAttract top talent that is more diverseReview and update or modify policies (i.e. Flexible Workplace, Maternity Leave)Review and identify programs that may need to be revamped and updated Workforce EngagementIdentify gaps and improve retention of talent Enroll employees in helping to drive change (i.e. Employee Resource Groups)Market ConnectivityIdentify and open the door to new market niches Leverage Diversity & Supplier Diversity Spend in an effort to secure new customers or retain customers

Planning/Launch Awareness Equipping Institutionalizing Leading

Phase I: 2010Create the Business

Imperative

Phase II: 2011/2012Prepare Leadership

Phase III: 2012/2014Educate Workforce

Phase IV: 2014/2015Continue PDI AwarenessIntegrate into Winning

Culture

Phase V: 2016 +Integrate

Accountability

Objectives:

Key Actions:

Impact:

•Benchmarked against external entities•Established Business Case•Assessed Org Readiness•Created PDI Council•Conducted initial awareness

Objectives:• Established Structure

for Initiative & Culture Change

• Identify Critical Resources

• Build organizational strategy

• Build Senior Leadership Buy-in (DLL)

• Assess internal systems recruiting, supplier diversity, employee engagement

Objectives:• Provide Common

Language & Understanding of PDI & focus areas

• Sensitize the Environment for Cultural Change

• Launch & Leverage ERGs to engage employees & help drive cultural change

• Review company policies and processes begin modification

• Launch Supplier Diversity

Objectives:• Continue awareness

building; created learning strategy

• Continue to drive Grass Roots Cultural Change (ERGs)

• Seed Organization with Change Agents to Effect Cultural Change (WLP, ALP,ADP, ERGs)

• Leverage PDI & Integrate into Winning Cultures Strategy

• Continue to Build out Supplier Diversity

Objectives:• PDI fully imbedded in

Structures/Practices w Ongoing Evaluation and Accountability

• Examine Systems/Process & Integrate New Values / Principles

• Supplier Diversity fully integrated into all BOS

Key Actions:

Impact:

Key Actions:

Impact:

Key Actions:

Impact:

Adapted from Pope & Associates’ Cultural Inclusion Strategy Model

Ingersoll Rand Diversity and Inclusion Strategy

• Launch Supplier Diversity & track results

• ERG Summit provides Market Connectivity

• Launch of Workflex & Backup Care Programs impact employee engagement

• External Brand Increases

• Established 8 external recruiting partnerships increased

• PDI Awareness Training • 2013: 6,000 participants• 2014: ~ 20,000

Participants• Women’s Leadership

Focus• Supplier Diversity Spend

5.1% in 2013

• Established clear alignment and strategic intent with Ingersoll Rand Board of Directors

• Established leadership commitment to cultural change

• Expanded PDI Council• Introduced Employee

Resource Groups & Supplier Diversity

Board of Directors

Impact:

Key Actions:

Alignment to TalentCompetition for Talent

In general less talent available Assess why Assessment Center

isn’t working The Cheerleader The 5 year MBR The Egyptologist

Got to understand generational differences to recruitGaming – KPMG/ ShellAfrican American

Sororities/FraternitiesLeverage Community Churches –

Hispanic & African American Community

Alignment to TalentAn AARP Card

doesn’t mean you are RetiringPhased Retirement Consultants (Shea’s

Dad)Teachers (KPMG)Retired Executives -

coach nonprofit groups (Shell)

Engaging Senior LeadersSet clear expectation for

involvementExecutive Sponsors of ERGs can

be firedBe specific about where and

what you want from them When, Where, What Who will you meet Why (i.e.

KPMG Leader, Candice Board Member)

What Types of ActivitiesExecutive Sponsor of a NetworkMember of a Diversity Council Member of a Nonprofit Board

Five Untapped Market ResourcesAlumni - Finance &

Accounting Firms TipEstablish and online

networkHost Alumni ReunionsPost/Distribute Jobs

Build your own associationKPMG – LGBT

Finance GroupLatinos in Diversity &

Human Resources (LIDHR)

Five Untapped Market ResourcesExisting

Employees Employee Resource

Groups/BRGs – Largest Diwali

Festival in Charlotte Women’s Employee

Resource Group serve as Ambassadors at SWE

Engineering Week Event – 225 students

Manufacturing Day - 335K participant

Five Untapped Market ResourcesBuild Stronger

Relations & Partner with Customers/Vendors –

Mobilize your customers to: Host a co-shared

recruiting event Share best practices

(North Carolina Employee Resource Group Summit)

Five Untapped Market ResourcesLow Cost/Low Tech

Approaches Don’t Rent a Booth -

Microsoft & the NSBE Conference

Promote Your Leaders - Get your leaders to speak at conferences

SHPE Mechanical Engineering Luncheon

Serve on a panel – also develop your leaders

Five Untapped Market ResourcesPartner with

NonprofitsBuild your own

pipeline: Charlotte Urban League Partnership - Ingersoll Rand & Black Employee Network

Manufacturing Institute STEP

Create or Rebuild a nonprofit: STEMConnector.org –

National Grid National Utilities Diversity

Council

In Closing

Questions

Contact: Neddyperez@ aol.comPhone: 980-800-4641