2018 Downloads

2018 CSR Report

2018 Executive Summary

ITW 2018 CDP Verification Statement

View all Downloads and Past Reports

Diversity-and-Inclusion Diversity-And-Inclusion-Mobile
Reaching full potential starts with our core values of Respect and Integrity. We believe that we are at our best when we bring together unique perspectives, experiences and ideas. We strive to create diverse and inclusive workplaces where all of our ITW colleagues can perform to their full potential. We place particular emphasis on developing our people and building a deep and diverse talent pool to ensure ITW’s sustained success over the long term.

ITW’s Diversity & Inclusion Strategy

Our Diversity & Inclusion (D&I) Council, which has been in place since 2012 and consists of ITW senior leaders, helps drive positive change in this area. Our progress is rooted in our comprehensive enterprise D&I framework, which outlines our focus in four key areas:

Leadership Commitment & Accountability

Global, Diverse Talent

Inclusive Workplace

Best-in-Class Employer

Diversity & Inclusion

We expect our leaders to embody ITW’s values with global cultural awareness. A core responsibility of our leaders is to build and develop a diverse pipeline of talent, contribute to achieving our enterprise diversity goals and be stewards of our D&I initiatives.

x

Diverse backgrounds bring unique perspectives, helping to drive innovation and organic growth – key objectives of ITW’s business strategy. In order to compete successfully in a global market, we must continue to focus on attracting and retaining the best talent that is reflective of our global communities.

x

Creating an environment where all team members feel valued is critical. This includes promoting employee development, actively seeking different perspectives and supporting ITW’s Employee Resource Groups.

x

We strive to be a best-in-class employer and commit to working diligently to strengthen and sustain ITW’s unique and differentiated enterprise brand. Our efforts include sharing our progress and success and being an active member of our communities through key professional associations, universities and community partnerships that align with our D&I goals.

x

Supporting Our Commitment to Diversity & Inclusion

In 2017, ITW Chairman and Chief Executive Officer Scott Santi joined the leaders of what is now over 500 companies in support of the CEO Action for Diversity & InclusionTM – the largest CEO-driven business commitment to advance D&I in the workplace. Through this commitment, we agree to work collaboratively across our organizations to advance D&I and take concrete actions to cultivate work environments where diverse experiences and perspectives are welcomed and where employees feel comfortable and empowered.

To further our efforts to foster greater depth and diversity of talent and enhance our focus on inclusion, we implemented an inclusive leader initiative for over 1,000 global leaders in 2018. This initiative included training to provide our global leaders with an understanding of unconscious bias, guidance on actions we can take to minimize its effects in our workplaces and tools to lead an inclusive workplace. 

Read more about our inclusive leader initiative.

Reporting Our Progress on Diversity & Inclusion

We remain fully committed to achieving our D&I goals and enhancing the diversity of our global leadership teams. We continue to make good progress in our D&I journey and have achieved significant improvement since its beginning in 2013. We look forward to continued progress in this area.

Diversity & Inclusion Goals

30 %
Global Women Leaders
20 %
U.S. Ethnically Diverse Leaders *Top 1,000 leaders across ITW

2018 D&I Data

Global Women Leaders
  • Percent
U.S. Ethnically Diverse Leaders
  • Percent

Engaging Diverse Talent

Another way we encourage D&I is through our Employee Resource Groups (ERGs). ERGs are voluntary, employee-led groups that bring diverse groups of people together to share experiences and innovative ideas to help accelerate our path to full potential. At ITW, our ERGs directly support the enterprise talent strategy with specific focus on attracting, retaining and developing talent and promoting cultural diversity and community.

  • ITW Women’s Network. The ITW Women’s Network (IWN) supports the attraction, development and retention of ITW’s professional women and reinforces ITW’s inclusive workplace across our global divisions. Through its 12 chapters in North America and eight chapters around the globe, IWN actively engages our female colleagues in networking and professional development, including training programs in leadership development, ITW’s 80/20 business process and financial training for non-financial professionals. In 2018, IWN had over 1,500 members actively engaged in IWN chapter activities around the world. Our male leaders are also an integral part of IWN’s success as they sponsor and participate in support of ITW’s female talent.
  • Young Professionals Network. ITW’s Young Professionals Network (YPN) focuses on empowering early-in-career professionals across ITW by building a community for the next generation of ITW leadership through social platforms, networking activities and development opportunities. In its fifth year, YPN continues to grow, with now over 1,000 members in 11 chapters around the world. The group hosted 28 events in 2018, which focused on service to the community and professional development.
  • African American Network. The ITW African-American Network (AAN) is committed to the specific needs of people of African ancestry by building a community of leaders through informative workshops, networking activities and development opportunities. In its first full year as an established group, AAN chapters across ITW’s U.S. businesses focused on growing participation and engaging members through a variety of social and educational activities.

2018_AfricanAmericanNetwork_Web_3
Members of ITW’s Board of Directors, senior management team, AAN’s leadership team and other African-American colleagues from across ITW attend an event in Washington, D.C.

Previous Section :‹ Workplace Culture, Compensation & Benefits
Next Section : Talent Development ›