Leading from Every Seat in Our Diversity and Inclusion Journey

A key component of our 2030 Sustainability Commitments is creating opportunity for all. We prioritize workforce diversity that reflects our communities, gender parity in leadership roles, and an uplifting culture that is purpose-driven, inclusive, and engages and develops people. We constantly strive to ensure that the communities where we live and work have the resources they need to thrive. That effort and commitment requires a unique kind of leadership.

Leading Inclusively

At Trane Technologies, everyone is a leader; we all lead from every seat.

With the responsibility and privilege of leadership comes the opportunity to intentionally lead inclusively. We believe that when you don’t intentionally include, you unintentionally exclude. We also believe that inclusive leadership is effective leadership and effective leadership is inclusive leadership.

So, no matter how you look at it – being an inclusive leader is essential to our company’s purpose, strategies, and principles. And with that approach to leading, we’re embedding leading inclusively into the fabric of our culture, who we are and how we do things.

Being an inclusive leader starts with awareness of bias and valuing equity. It’s about becoming someone who supports those who are underrepresented or marginalized. It’s about advocating for belonging by creating an environment where everyone feels valued and included. As inclusive leaders grow their understanding and impact, they leverage their positions of power and privilege to sponsor others so they too can advance. Inclusive leadership is about ultimately ensuring that equitable systems are in place to foster an inclusive culture.

Inside the Organization

We are leading inclusively within our company by implementing leadership principles, that when practiced consistently, foster an inclusive culture. We are also deploying learning paths that develop inclusive leadership capability and other components of an inclusive culture such as allyship and mitigating unconscious bias. Part of our commitment to inclusive leadership comes from our goal to be an employer of choice for the best talent, including talent that is currently underrepresented.

At the end of 2020, our workforce was 25.3% women and 35.5% racially and ethnically diverse employees. 21.7% of leadership positions were held by women and 12% were held by racially and ethnically diverse leaders. Five out of the 13 members of our Board of Directors are women. Through our 2030 Sustainability Commitments, we aim to achieve gender parity in leadership and workforce diversity reflective of our communities and increase racial and ethnic diversity of our salaried population in the U.S. by 50% from 17% to 26%.

As a member of the Paradigm for Parity (P4P) coalition, we’ve joined more than 100 other corporations who are also committed to closing the gender gap in corporate leadership. Collectively, P4P companies employ more than 6.1 million workers worldwide from 28 industries, including technology, health care, food service, retail and financial services. Through the partnership, we’re instilling P4P’s 5-point action plan to bring parity to our leadership teams.