People & Workplace

Living our core values means Emerson expects nothing less than top performance from our employees, and employees expect a destination-of-choice workplace from Emerson. Our employee management process has always centered on open and honest communication. This philosophy guides our broad efforts to create a global workforce that encourages diversity and embraces inclusion while promoting workplace safety and fair labor practices. We continually look to break new ground in these areas to help Emerson maintain its status as an employer of choice, which in turn drives innovation and delivers excellence for our customers.

Equal Opportunity
We are committed to equal opportunity in all phases of employment. Our company prohibits discrimination against or harassment of any employee or applicant on the basis of race, color, religion, sex, sexual orientation, gender identity, age, disability, national origin, veteran status, political affiliation, union membership, or any other factor deemed unlawful.

Diversity & Inclusion

Emerson is committed to creating a global workplace that encourages diversity and embraces inclusion.   We believe that bringing together bright, enthusiastic, and talented people from a variety of backgrounds and cultures promotes the birth of new ideas and an exciting energy level.

We are committed to increasing the diversity and inclusion of our workforce by seeking to attract, develop and retain more women and minorities as part of our overall workforce and at all levels of our management team. We are actively working to create an employer of choice environment within our industry in terms of promotions, transfers, compensation, benefits, career mentoring, company-sponsored training, tuition assistance, and social and recreational programs for our employees.

At the direction of Chairman and CEO David Farr, the company established the Emerson Diversity Council in 2013. This group, comprises senior leaders from Emerson corporate and our business platforms, helps set direction and provides oversight and guidance on diversity and inclusion initiatives. The Council’s mission is to attract, develop, and retain the best talent around the world.   

  • Initiated research and sharing of best practices on diversity and inclusion. This included sharing best practices across Emerson businesses, as well as hosting an information-sharing session with human resource executives from a group of peer companies to hear about their best practices and key learnings.
  • Identified diversity training on unconscious bias as a priority. This led to engagement with an outside consultant to help the company develop an appropriate training curriculum. Roll-out of the training began in 2016, with over 200 Emerson leaders and employees from across the company participating. This training is being continued and greatly expanded in 2017.
  • Supported the Employee Resources Group (ERG) known as Emerson Women in STEM and conducted research and internal discussions on how the company should support ERGs in general.
  • Strengthened our commitment to outreach and recruitment of minority MBA degree recipients through Emerson lead sponsorship of the Consortium for Graduate Study in Management’s 50th anniversary annual conference in St. Louis, our global headquarters city.

In 2017, Emerson Chairman and CEO David Farr pledged the company’s support for the “CEO Action for Diversity & Inclusion” initiative to work with other U.S. companies, large and small, to advance diversity and inclusion within the workplace.

We offer networking and learning opportunities through Employee Resource Groups, such as our Women in STEM organization which is an outgrowth of the Emerson Diversity Council’s support for the formation of an ERG devoted to this important issue in 2013.  Emerson Women in STEM had more than 590 employee members globally and held 24 regional events in the United States in 2016. The group is focused on attracting, developing and retaining the best women engineers, scientists and technologists to enhance the diversity of ideas and approaches that drive business growth for Emerson.  

Emerson Women in STEM organizes and hosts networking opportunities, professional development sessions and recognition events for female employees, participates in the Society of Women Engineers, promotes awareness of women in STEM career opportunities at schools and youth groups, and participates in company recruiting activities.  With Emerson’s support and encouragement, Emerson Women in STEM began to expand to our global organization in 2016, with activities initiated in Europe (UK, Germany and Romania), India, China and Costa Rica.

We are a proud corporate partner of the Society of Women Engineers (SWE), an organization dedicated to the advancement of women engineers. Through SWE, we conduct outreach and recruitment of female engineering talent for our company in the United States. In addition, in 2016, Emerson participated in the first SWE conference to take place in India and hosted a SWE China roundtable discussion in our Shanghai offices with invitees from other companies. 

In 2015, 2016, and 2017, Emerson was ranked by Woman Engineer magazine in the “Top 50 Employers” in the United States for which women engineers would most like to work or whom they believe would provide a positive working environment. In 2017, Emerson announced a partnership with Pink Petro, a global community and social enterprise aimed at ending the gender gap in the energy industry, to support women professionals in energy industry jobs.

We actively seek to increase the diversity of our global workforce by participating in recruiting events at universities and business schools, and at job fairs during professional societies’ annual conferences, to find and engage qualified candidates for both entry- and executive-level positions.

For example, we recruit candidates for our MBA Leadership Program through our partnership with the Consortium for Graduate Study in Management, the largest diversity network in the United States that seeks to reduce underrepresentation of African Americans, Native Americans, and Hispanic Americans in education and business by linking corporate partners with top-tier students. In 2016, Emerson was the leading corporate sponsor for the Consortium’s annual conference in St. Louis. Emerson has been a supporter of their mission for more than 20 years as one of the first companies to become a Consortium corporate partner, and participation has become a cornerstone of the company’s MBA recruiting program. 

U.S. Military Veterans
Emerson and its business units actively seek to recruit U.S. military veterans to explore job opportunities at our company as they transition to their post-military careers. We participate in a number of events and partnerships to that end. For example, our recruiting team from Emerson Automation Solutions in Texas participates in the Service Academy Career Conference, which allows us to connect with high potential candidates that have graduated from service academies. Our Rosemount Measurement business has a Veterans Outreach Committee committed to establishing veteran friendly practices for recruiting, onboarding and retention.

Emerson Commercial & Residential Solutions currently participates in the Veterans and Employers Connection program managed by the Goodwill Easter Seals Miami Valley organization in Dayton, Ohio. This community alliance is dedicated to facilitating meaningful, long-term employment of veterans in Miami Valley with a goal of local companies hiring 5,000 veterans by 2020. In 2015, Emerson received an award for being one of the top employers for hiring veterans in the Miami Valley area of Ohio.

Unconscious Bias Training
With the help of an outside consultant, Emerson has developed a training curriculum focused on unconscious bias. Roll-out of the training began in 2016, with over 200 Emerson leaders and employees from across the company participating. This training is being continued and greatly expanded in 2017. Unconscious bias training will become a part of the company’s Executive Leadership Program curriculum and its e-learning modules for all supervisors.

Promoting Health & Safety

We strive to create and sustain a safe and healthy work environment for all of our employees, focusing our efforts in three critical areas:

  • Implementing global safety and health standards that are based on some of the strongest regulations from around the world.
  • Tracking global injury trends from first aid, medical treatment, restricted, and lost time injuries.
  • Conducting safety and health audits of our operations around the globe.

The safety and health of all our employees is a core value within our company. We expect all levels of management and employees to not only anticipate hazards, but also to address them and stop employees if they deem a work environment or task to be unsafe. Our safety efforts are led by our Corporate Safety Council which meets quarterly. The Council sets expectations, provides oversight, and tracks progress of our global safety program in order to drive continuous improvements, reinforce our safety culture, and reduce injuries in Emerson’s operations. All of our significant locations, those with 50 or more employees, have a health and safety committee operating at the local level, which includes representation from members of the work force, to work proactively in addressing health and safety concerns.  We conduct safety training for all operational management and require each significant location to have a formal safety program.   Emerson’s emphasis on safety and health encourages continuous improvement in all our processes, including the following:

  • Protective devices - We continually engineer and apply devices that mitigate risk from workplace processes and equipment.
  • Ergonomics - Where processes involve repetitive tasks, we design work approaches to minimize the impact on our employees.
  • Preventive maintenance – With sound maintenance routines and protocols, Emerson continually reviews equipment to keep it in top operating shape, which reduces the potential for hazards while maximizing productivity.
  • Security - To assure a well-protected, safe workplace, we consistently manage access to our facilities following international guidelines and standards.

With our continuous commitment to employee safety and health, Emerson ensures that safety goes hand-in-hand with operating productively, which in turn helps Emerson to compete effectively.  Beyond this, many of Emerson’s products and services, including automation, monitoring and consulting services, are designed to help our customers increase safety within their own operations. 

Measuring Success
We consistently measure health and safety performance to assure continuous improvement and high standards in every facility. The most important measure is the workplace injury rate among our global workforce, where Emerson has seen reductions in incidents between 2012 and 2016.

Our commitment to continual evaluation and improvement of our health and safety standards will help us to keep these numbers on a downward trend.

We conduct selective audits annually to measure compliance with Emerson’s and local safety standards, whichever is higher.  Based on audit results, we work with facility management to rate safety compliance, and provide step-by-step plans to address any issues that are discovered.  In the vast majority of cases, audit issues are addressed within 90 days.

Labor Practices

As part of our commitment to employees, we seek to uphold the highest standards in our labor practices, including conditions of employment and human rights.   We do not employ child or slave labor and we respect our employees’ right to freedom of association in choosing labor organizations to represent them.  Many of our employees are represented by unions or works councils and we strive to maintain positive relationships with those representatives. In the United States, 6 percent of our workforce is unionized and 29 percent of our worldwide employees are represented by an employee representative organization such as a union or works council.

Wages and Benefits
Our compensation practices comply with applicable wage laws and international standards, including those relating to minimum wages, overtime compensation and legally mandated benefits. In compliance with local laws, employees receive compensation for overtime at pay rates higher than regular hourly rates. The basis on which workers are paid is documented in a timely manner via pay stub or similar written communication. It is Emerson’s policy to recruit, hire, train and promote people in all job classifications without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, marital status, or genetic information. It is our policy and our practice that this equal employment opportunity be present in all aspects of employment, including but not limited to compensation, benefits, promotions, transfers, layoffs, company sponsored training, tuition assistance, and education.

Paid Family Leave
As a company that has grown by acquisition, Emerson has a wide variety of business units in the United States, in different industries and employment markets, and with different benefit structures. Paid leave is handled in a variety of ways at Emerson’s U.S. business units, with some units offering designated paid maternal and/or paternal parental leave in addition to vacation and other types of time off; some providing paid time off for any purpose; and some providing unpaid family leave in addition to traditional paid vacation. Emerson is currently studying the leave policies of its various business units in order to identify possibilities for harmonization of U.S. time-off programs.

Conditions of Employment
Emerson operates with reasonable working hours to maintain a positive and productive work environment consistent with commonly accepted practices in each locale. Employees elect whether to accept employment after being fully apprised of the terms, conditions, practices and expectations of their jobs. Workers are not required to surrender government-issued identification, passports, or work permits as a condition of employment.

Human Rights

As we work around the world, Emerson lives its commitment to respect and promote human rights that are essential to a healthy and vital commercial environment and to a broader society. This entails specific attention to particularly challenging issues and activities including:

  • Commitment to humane treatment - We do not allow or condone any form of harsh or inhumane treatment, including sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse, nor do we allow managers to threaten treatment of this nature.
  • Prohibition on forced labor - Our policies prohibit and we do not use any forced, bonded, indentured or other compulsory labor.  We also prohibit our suppliers from using any forced, bonded, indentured or other compulsory labor.  Our policies are in compliance with important regulations like the UK Modern Slavery Act 2015. Emerson fully supports these and other efforts to eradicate human trafficking across the globe.
  • Prohibition of child labor - Our policies oppose child labor and we do not use child labor in any facility or business. Emerson has established age 18 as a standard minimum age for employment, which complies with or exceeds local legal requirements. We support the use of legitimate workplace apprenticeship programs that conform with laws and regulations. We also prohibit our suppliers from employing anyone under the local legal working age, or age 14, whichever is greater.  

Grievance Mechanisms & Reporting
In addition to formal and informal complaint or grievance procedures at our business units, concerned parties have easy access to Emerson’s global ethics and compliance hotline to report complaints or concerns.

The Board of Directors Audit Committee chair directly receives all accounting, audit, and internal control related hotline communications independent of management. In addition, the company’s Ethics Committee reviews the investigation results of all significant allegations and approves any related remediation action. The Chief Compliance Officer and Vice President, Internal Audit provides regular reports to the Audit Committee regarding these matters, which would include any potential human rights issues.  

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