Unique Perspectives. Driven Talent. Maximizing Potential.
Cummins’ commitment to diversity is reflected in the Company’s Business Case, a document that lays out in writing the reason Cummins believes diversity is important to our business. Our Business Case for Diversity doesn’t limit its definition of diversity to race or ethnicity. It includes age, gender, education, country of origin, and even personality. To develop diversity at Cummins, the Company has more than 100 employee groups organized around diversity. Affinity groups are employee formed and led, organized around specific demographic traits such as women, African-Americans or LGBT (lesbian, gay, bisexual and transgender). Local Diversity Councils are site-based groups that are Company formed and leader led, promoting diversity and inclusion in general and working on diversity at particular sites.
The business case includes a detailed definition of what diversity means at Cummins.
On a personal level, the diversity of an individual is defined by his or her cultural and personal differences, as well as life and professional experiences.
At the organization level, diversity is created through the distinct personalities and capabilities of each individual within the group.
Taken together, the diversity of individuals and organizations creates an environment where innovation and ideas flourish.
The Business Case sets four key goals for the Company to derive the greatest benefit from diversity.
- Create a workplace population with representation that is similar to the markets in which it operates.
- Demand that the workplace is safe and inclusive for all individuals and organizations.
- Develop a collective behavior that encourages all individuals and employees to best use their talents.
- Capitalize on a diverse workforce to enhance the Company’s competitive position in the marketplace.
The final section of the Business Case highlights the strategic advantages of diversity:
- Attract and retain the best talent.
- Create a safe and inclusive work environment that fosters innovation.
- Promote differing viewpoints to enhance problem solving and decision-making.
- Develop a positive reputation in our communities.
- Create a safe and welcoming culture for our employees.
Diversity in Cummins C&G
Female representation in the Cummins C&G workforce has been a key focus area since its inception. The emphasis has been on bringing in female employees in leadership positions who in turn will help to attract key female talent across the breadth of the organisation, including in non-traditional roles for women.
Our Journey Forward
- Aim to position Cummins C&G as the employer of choice for women.
- Have male leaders champion the growth of female employees within the organisation.
- Focus on Female Talent in non-traditional roles for the next five years to reach an overall target of 35%.