1. Leveraging Employee
Resource Groups to
Drive Change
Diversity & Inclusion @ Ingersoll Rand
2015
Perez,Neddy
Ingersoll Rand
1/1/2015

2. About this Guide
In the nextfew pages,youhave anopportunityto
learnmore aboutIngersoll Randandthe work we
are doingtodrive change and create a more
progressive,diverseandinclusive workplace
throughEmployee Resource Groups(ERGs).
Ingersoll Randiscommittedtofosteringaculture
that encouragesandenablesemployees,vendors
and customersto feel respectedandvalued. We
are notjust interestedinattractingtoptalent,we
wantto make sure that we are buildinga
sustainable pipeline of incredible people whoare
alignedwithourcore values,are passionate
aboutthe environment,andinterestedinbeing
affiliatedwithaglobal premierperforming
company.
Our DiversityandInclusioneffortsare an
importantpart of the company’sgoalsto create a
WinningCulture,drive Operational Excellenceand
Growth.
All of our ERGs are focusedondeveloping
businessskills,increasingbusinessunderstanding,
servingasbrand ambassadorsinthe community
and helpingtouncovernew marketniches.
Sincerely,

3. Neddy Nereida
(Neddy) Perez, Vice
President&Chief DiversityOfficer, Ingersoll
Rand
Why Employee Resource
Groups (ERGs)?
The recruitment,developmentandretentionof
people inmanufacturingisacritical part of our
overall diversity, talentandworkforce strategies.
In the U.S. manufacturing accounts for 12.0 percent
of gross domestic product (GDP). The industry
employeesmore than17.5 millionpeople andin
the next10 yearsthere will be over3.4 million
new jobscreatedof which approximately1.4
millionof those roleswill gounfilleddue toa
growingtalentgapand competitionfortalent
fromotherbusinesssectors.
Part of the challenge facingmanufacturingisthat
careersin the industryhave notbeenseenas
physicallyorfinanciallyappealingbecause thereis
a perceptionthatthe jobsavailable are indirty
and are locatedin outdatedplants. Additionally,
the percentage of womenandminoritiesthat
pursue degreesinthe Science,Technology,
EngineeringandMath(STEM) isverylow.
Ingersoll Randrecognizes thatinorderto be
successful andfullyengage the workforce thatwe
neededtohelpgrowthe pipeline of toptalentby
showcasingthe manufacturingindustryasa
viable place tohave a careerwhere women and
minorities canthrive personallyandprofessionally
at a global level.
As part of thiscommitmentwe have setinmotion
a numberof programs and partnershipstohelp
focusour effortsandincrease awarenessabout
careeropportunities,including:
 Our boardof directorsnow has 33%
female representationandthere are
three womenonour executive leadership
team.
 As part of our SustainabilityGoalswe
have made a commitmenttogrow our
female pipeline of womeninseniorrole
to 34 % by 2020.
 Startingin 2011, withthe launchof the
Women’sEmployee Network(WEN), we
have launchedseven otherERGs. We
now have more than 2000 employees
involvedgloballyinERGs.
 We createdan in-house Women’s
LeadershipProgramfocusingonthe
talentdevelopmentneeds of women
 We have builttalentacquisition,
promotionandretentiongoalsintoour
businesssectorgoals;and
 Established more than12 external
partnershipswithanumberof nonprofits
and professional associationsin
Engineering,Finance &Accountingand
Businessinordertoincrease ourbrand
externallywithdiverse talent.
 We have partneredwiththe
ManufacturingInstitute whichisanarm
of the National Associationof
Manufacturersto effectchange inthe
industry’sdiversitypipeline.
Employees at the annual ERG Summit

4. Focus of the ERGs
Withmore than2000 employeesengagedin
employeeresource groupactivitiesandevents,it
iscritical that the ERGs not justfocuson social
activities. Theyhave beenstructuredasan
extensionof the Diversity &InclusionDepartment
and operate like asmall businessdepartment.
Thisstructure helpsprovide employeeswith
access to seniorleadersandanopportunityto
learncritical businessskillslike budgetand
projectmanagementaswell aspresentationand
teammanagementskills.
There are five areasof focusfor the ERGs, these
include:
 Professional Development – through
workshops and networking events on career
development and management
 Recruitment – participants often attend
conferences and collegeevents to speak to
and recruit new talent to the company
 Community and Sustainability Involvement –
The ERGs have made a huge difference as
ambassadorsin thecommunity. Some
partnerships include:the Urban League
Technician Certification Program,the Dragon
Boat Race, Dances of India Partnership,
Engineering Week and the Charlotte PRIDE
Parade.
 Market Connectivity – Some ERGs have
participated in providinginputto changes in
the company’s domestic partner benefits and
some have played a key rolein our supplier
diversity efforts.
 Cross Collaboration - by working on projects
and activities with employees from different
business groups and functions as well as
gender orientation,and/or other nationalities
locally or globally
Employee Groups in Place
There are a total of sevenemployeeresource
groupsat Ingersoll Rand.These groupsinclude:
 AsianEmployee Resource Group(AERG)
 Black Employee Network(BEN)
 Group of Latinos(GOL)
 NewNet(New Employees)
 PRIDE (Lesbian,Gay,Bisexual&
TransgenderEmployees)
 Women’sEmployee Network(WEN)
 VeteransEmployee Resource Group
(VERG)
All ERGs have a chair and steeringcommittee
structure whichreflectsthe structure of a micro-
businessunitwithinthe company. The structure
includes:
 Executive Sponsor– thisis a senior
memberof the company’s Executive
LeadershipTeam whoisappointedbythe
CEO and Chief HumanResourcesOfficer
to each ERG.
 Chair/Co-chair – whoare selected tolead
a particularERG
 Program Chair – coordinatesand
implementsprograms/activities
 Finance Chair – managesERG budgets
 Membership/CommunicationsChair-
develops andimplements
communications topromote activities.
 Program Chair – createsand leadsevents
for the ERG.
ERGs Make a Difference &
Impact Business
Some of the projectsdevelopedand
implementedbythe ERGs have included:
 The Black Employee Network (BEN)
partneredwiththe UrbanLeague of
Central Carolinas in the creationof a
grant for $100K to increase the
numberof minoritiescertified as
HVACService Technicians

5.  Hostingmore than 30 eventsatthe
national andlocal level focusingon
work-lifemanagement,career
development,leadership, etc.
 Participatingin Habitat for Humanity,
Susan Komen Foundation,United
Way and a multitude of othernon-
profitactivities
 PRIDE’s AllyProgramresultedin350+
people registeringtosupportthe
LBGT community.
 Representingthe companyatnational
or global conferencesasspeakers
and/orrecruiters at the Societyof
WomeninEngineering(SWE);
National Societyof Blacks in
Engineering(NSBE);Global
Conference ofWomen;etc.
 Participatinginthe company’s
supplierdiversityinitiativesto
increase the numberof women,
minority,veteran,LGBT,disability
ownedbusinesses we buyservices
and productsfrom
 Thanksto the effortsof the ERGs the
companyintroducedaback-up care
program that providesemergency
care for workingparentswithchildren
or otherfamilydependents.
External Business Partnerships:
Our companywas foundedbyscientists,
researchersandentrepreneursbutitisengineers
that are critical part of us designing,developing
and improvingproductsandsystemsaswell as
creatingnewproductlines. Aspart of our
diversityeffortswe have focusedonfourkey
partnershipsinengineering:
 Societyof WomenEngineers (SWE)
 National Societyof Blacks in Engineering
(NSBE)
 Native American Associationof Scientists
and Engineers
 Societyof Hispanic Professionalsin
Engineering(SHPE)
Talent Acquisition and Business Leaders at the Society
of Hispanic Professional Engineers national conference.
We have alsodeveloped astrongrelationship
withexternal organizationsthathelpus attract
talentedbusinessleaders rangingfromFinance &
Accountingprofessionalstoa broad range of
otherbusinessskills. These groupsinclude:
 Ascend– enablingconnectionstothe Pan
Asiancommunity
 Associationof Latino Professionalsin
Finance & Accounting(ALPFA)
 LGBT Link – a career networkwithinthe
Lesbian,Gay,Bisexual andTransgender
community
 National Associationof Blacks in
Accounting (NABA)
 Out & Equal – connectingtothe Lesbian,
Gay, Bisexual andTransgender
community
 U.S. BusinessLeadershipNetwork
(USBLN) – providingopportunitiesto
connectwithpeople withdisabilities.
We are constantlyonthe lookoutforother
external partnershipsandopportunitiesthat

6. enable ustoattract the bestand the brightest
talentpossible.
Supplier Diversity and
Dealerships
We are committedtonot justincreasingthe
percentof women andminoritiesinthe industry
and seniorrolesbutwe alsowantto see women
minorityentrepreneursandbusinessownersbe
successful.
In 2013, the commitmentof the DiversityCouncil,
Office of DiversityandInclusionandProcurement
organizationthe companyhireditsfirstsupplier
diversityleader.
Ingersoll rand team at the Women Business Entrepreneurial
National Council (WBENC)
Withinthree years time,Ingersoll Randhas
increasedfromtwopercentspendwithdiverse
supplierstosix percent spend.
In addition,seniorleaderandpastDavidsonWEN
Chaptersponsor,SheilaTierneyhasbeenelected
to the board of the National MinoritySupplier
DiversityCouncil (NMSDC).
Under the leadershipof Jackie LaJoie,managerof
SupplierDiversity, aSupplierDiversity
Ambassador Program to engage the ERGs was
developed. Thiseffortledtostrongpartnerships
withthe BEN ERG inGeorgiaand Tennessee.
In addition,the companyisnow activelyinvolved
and attendingawide varietyof eventsfocusedon
increasingthe mix of women,minority,veteran,
disabilityandLGBTownedbusinessesthrough
partnershipslike:
 WomenBusinessEntreprise National
Council (WBENC)
 WEConnect- global womenbusiness
ownersnetwork
 National MinoritySupplierDevelopment
Council (NMSDC)
 National GayLesbian Chamberof
Commerce (NGLCC)
 U.S. BusinessLeadershipNetwork
(USBLN)
 U.S. Pan Asian AmericanChamber of
Commerce (USPAACC)
Breaking New Ground
In 2012, the NorthCarolinaEmployee Resource
Group Summitwascreatedas a way to provide,
not onlyIngersoll Rand’s ERGs,anopportunityto
learnand share bestpracticeswith eachotherbut
alsobecame a way forvendorsandclient
companiestodo the same.
Overthe course of the last two years, the event
has beenrecognizednationallyandcompanies
fromas far as CaliforniaandNew Yorkhave sent
representativestothe conference. Averaging,
150+ attendees,the eventallowsemployees from
differentindustriesandcompaniestolearnfrom
each other. It providesanopportunityforthese
groupsto alsocollaborate onlocal community
eventsandcauses.

7. Volunteers from one of the ERG Summits
Steve Hagood, CIO and leaders of the U.S.Pan Asian
American Chamber of Commerce.
An Employer of Choice
We are fortunate that as a companyour efforts to
drive organizational change have beenrecognized
by our colleagues,vendorsandevencompetitors
for consistentlyoutstandingresults. Amongour
accoladesare:
Dragon Boat Races – Ingersoll Rand Team
 DiversityCareers ReadersChoice Award
for 3 years straight
 Human RightsCampaign Equality Index
 Latina Style Top 50 Best Places to Work
 MilitaryFriendly(2013, 2014 & 2016)
 ProfilesinDiversityJournal Innovation
Honorable Mention
 Rostoff Diversity& InclusionHonorable
Mention
 Windsof Change (Native American)
Magazine
For more information on the Employee Resources
Groups and Diversity and Inclusion efforts please
contact:
Nereida (Neddy) Perez,
Vice President& ChiefDiversityOfficer,
Talent & Organizational CapabilitiesOffice
Ingersoll Rand
Neddy.Perez@irco.com
http://www.linkedin.com/in/neddyperez/