Trane Technologies Careers, Benefits, Review

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.

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. 

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