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Diversity and Inclusion

WE ARE COMMITTED TO DIVERSITY LEADERSHIP

We build a culture of diversity and inclusion through accountability, including CEO-approved diversity goals, regular executive review of our results, and behavior-based efforts such as coaching/mentoring, leadership development, succession management and diversity leadership summits. In Fiscal 2016, female executive representation was 21 percent globally. Ethnic minority executive representation was 20 percent in the United States.

We actively engage employees in our diversity and inclusion strategy. Our nine Business Resource Groups (BRGs), with 67 chapters worldwide, connect employees who have similar interests, experiences or characteristics in a common cause. Members pursue personal development, support an inclusive workforce and promote business success. The BRGs comprise African Americans, Asians, Hispanics, emerging leaders, LGBTQ, people with visible and invisible disabilities, veterans, employees with international cultural knowledge, and women. Groups are open to all employees and help Johnson Controls lead in the markets we serve as well as in diversity and inclusion.

women in engineering
Partnerships attract diverse talent to engineering

Johnson Controls partners globally with the Society of Women Engineers (SWE) through international events and by engaging with chapters at targeted universities to support women in engineering. Through the Network/Educate/Expand/Transform (NEXT) program, we help female students build their networks and gain a realistic view of professional engineering opportunities. The partnership with SWE helps Johnson Controls strengthen female diversity across our global manufacturing operations.

We also partner with the Society of Hispanic Professional Engineers (SHPE), sponsoring workshops for those considering a career at Johnson Controls. In 2016, workshops highlighted a day in the lives of our engineers as well as careers in Distributed Energy Storage. More than 350 attendees learned how they can make a difference in people’s lives by working at Johnson Controls.

Tyco African Heritage Growth Network seeks to engage, encourage, empower

This year the African Heritage Growth Network strengthened its foundation and furthered its commitment to member and business success. Drawing on “voice of the customer” feedback, the group held events such as a lunch-and-learn presentation by a leading diversity expert on recognizing and managing unconscious bias.  

African Heritage Growth Network
veterans
Veterans initiatives recognized and expanded

U.S. Veterans Magazine named Johnson Controls a Top Veteran-Friendly Company for the fourth consecutive year. As part of the fifth anniversary celebration of Joining Forces, dedicated to honoring and supporting service members, survivors, veterans and their families, we pledged to hire 1,000 to 3,000 veterans and military spouses over the next five years. We are one of 40 companies making a total commitment of more than 110,000 such hires. 

Leadership in supplier diversity continues

By incorporating diverse suppliers as well as small or disadvantaged businesses into our customer solutions, we economically equip entire communities and gain a competitive advantage. We expect our key suppliers to pursue similar initiatives.

diversity chart