Manufacturers nationwide are taking steps to ensure a supportive and respectful workforce that values the varied talents and backgrounds of all employees. nVent—a manufacturer of electrical connection and protection solutions—believes that inclusion and diversity initiatives have the potential to positively impact every part of its business.
Inclusion and diversity have been a priority for nVent since it became a public company in 2018. By identifying strategic initiatives for its inclusion and diversity efforts, nVent has become a thought leader in the electrical manufacturing industry. Five years later, those initiatives have become a comprehensive strategy that is embedded in the company’s operations.
“We may not always have the answers,” said Chief Inclusion and Diversity Officer Laura Brock, “But we want to make sure we create an opportunity for progress and share the resources we have developed with our customers and partners to drive inclusion in our industry.”
A comprehensive strategy: nVent’s strategy is built around four pillars designed to promote inclusion and diversity throughout the company, according to Brock and Inclusion and Diversity Manager Jasmin Buckingham.
- Employees: From recruitment onward and throughout the employee lifecycle, nVent ensures that inclusion and diversity is part of every employee’s experience.
- Communities: nVent strives to be “a good citizen” in its community by promoting shared economic growth through multiple avenues—including philanthropy. It has made inclusion and diversity a central aim of these efforts.
- Customers: The company supports a diverse range of customers in the electrical industry and works to meet all customers where they are.
- Suppliers: nVent is focused on supplier diversity, which promotes engagement, growth and innovation through diverse business relationships.
Other initiatives: nVent runs several initiatives within its pillar strategy to drive inclusion and diversity across the company:
- ERGs: Employee Resource Groups are an important part of inclusion and diversity at nVent. These groups are “the hands and feet of creating an inclusive culture,” according to Brock. All employees are welcome to join ERGs, which create connections between peers across the globe. The ERGs allow employees to share experiences and discuss topics that are important to them, she added.
- Workshops: After the murder of George Floyd in 2020, nVent hosted workshops where people could ask questions and engage in discussion about race and injustice. Attendance sometimes topped 900 employees.
- Learning circles: nVent created a series of additional opportunities to bring employees together in inclusive spaces. These smaller groups allow employees to share stories and engage in open conversation.
Accountability for inclusion: Brock and Buckingham made it clear that the company’s inclusion and diversity work requires constant progress and accountability—making it essential to track metrics and promote improvements.
- Through an “inclusion index”—an employee pulse survey that sent out four times a year—nVent employees share their honest feedback. The data is then used to generate ESG scorecards for departments and leaders, which are a factor in compensation.
- “The choices we make and the behaviors we exhibit impact our culture at nVent. Everyone plays a role in creating an inclusive and respectful environment for all,” according to Brock.
Taking the pledge: nVent is also a proud signatory of the NAM’s Pledge for Action, which commits the industry “to taking 50,000 tangible actions to increase equity and parity for underrepresented communities, creating 300,000 pathways to job opportunities for Black people and all people of color” by 2025.
Advice for the industry: Companies should “get comfortable being uncomfortable,” according to Buckingham. “It can be uncomfortable having these open conversations … but it is important and impactful so that you can learn and understand one another better to make it a more inclusive workplace.”