Here are some ways we maintain a healthy atmosphere of inclusion and diversity at Eaton:
Hiring
At Eaton, we value individual differences, unique perspectives, and life experiences, and recognize the importance of supporting work-life balance. A diverse and inclusive environment is critical to our success because when you can bring your whole self to work, good things like collaboration, better decisions, and innovation happen.
Eaton India has 25% women talent of the total headcount and 14.6% women talent in leadership positions (10 years+ work experience) till December 2021. There has been a constant increase in the year-on-year metrics related to women talent owing to the measures and steps taken. As a deliberate step towards hiring female professionals, the Talent Acquisition team at Eaton has the mandate to present at least one CV of a suitable female candidate among the slate of 4 resumes shared with the hiring team.
Here are some of our programs to enable the hiring of women professionals from a rich talent pool:
Encouraging women referral, EVA
EVA is an exclusive program to promote female referrals for Indian leadership positions. EVA is also an extension of our existing Eaton Employee Referral Program (EERP). Every fortnight the positions open for hiring under this program are circulated via a mailer and employees are encouraged to refer their connections, with prior experience in leadership roles for any of the open positions.
We have 102 hires under the EVA program till December 2021.
ReLaunch, helping women restart their careers
Eaton's ReLaunch is a career transition program for female professionals in India who have taken a break in their careers and are now looking to restart their professional journey. The program aims to help women continue their quest for excellence, providing them with full-time job opportunities in various domains at Eaton in India. 92 experienced women professionals were hired at Eaton under the ReLaunch program till December 2021.
Leadership Development Participants Program
We hire Leadership Development Participants from top institutes & experienced professionals in Operations, Finance, Supply Chain, Human Resources, Sales & Marketing & Engineering functions to build strong capabilities & leadership pipelines. In 2021, 25% of leadership participants were women.
Early Talent Program
University Relations Program
We leverage University relations to build our early talent pipeline, these are fresh hires across institutes in India and drive gender diversity, we have empanelment with 3 women engineering colleges. Overall, we have hired 54% diversity through this channel in 2021.
Pratibha: Eaton Excellence Award
Eaton introduces Pratibha - the Eaton Excellence Award, a unique program that aims at encouraging multifaceted women engineering talent in India through educational scholarships at both undergraduate as well as post-graduate levels. Pratibha awards were commenced in the year 2013 since then we have had a major impact on students registering for the program, Till December 2021, we have 94 women engineers, who have received the scholarship (Eaton Excellence) award.
Garnishing Talent
A program aimed at improving employability amongst students from rural, vernacular, and economically /socially disadvantaged groups. This is the 12th year of Garnishing Talent with Cummins college of engineering for women. It commenced in the year 2011 with 90 students registering for the program which has now reached 1200+ students (as of 2022).
Changing Gears
Another initiative aims at improving soft skills and employability amongst students from rural, vernacular, and economically/socially disadvantaged groups. The commencement of this program happened in 2017. Total of 200+ engineering students registered for the program which has reached up to 700+ students in 2022.
Ignited Innovators of India
The I2I initiative has been instituted with the vision of promoting and instilling entrepreneurship, leadership, and team-building skills among students in various colleges. The program encourages them to take up innovative projects that hold the potential to make a tangible difference in the community. I2I commenced in 2009 and with Eaton’s collaboration with I2I in 2011, we have grown from 50 projects in 2009 to 1300 projects in 2020. Currently, we are in the phase of executing 100+ projects.
Annual goals defined at global/regional / country level
Every year, Eaton takes progressive organizational level goals for diversity hiring at the global level, which are further cascaded down to different regions and countries. This implies that hiring women professionals is considered a KRA for each senior leader at Eaton and they are committed to bringing diverse perspectives to the company.
Capacity development and mentoring for women
Eaton believes in the power of perspectives and thus provides learning, growth, and development opportunities to women employees across all hierarchical levels, to ensure the building of a truly diverse organization.
Some of our initiatives in this regard are:
ABHA (Women in Leadership)
ABHA is our special program for women in leadership roles. It includes a powerful framework for women leaders to tap their potential and utilize it to the fullest. The program focuses on self-awareness and evaluation, building capability and confidence as key aspects of development. Deployed in form of a series of workshops, external training, sessions on grooming, networking and experience sharing, and active learning projects, ABHA ensures 360-degree learning for all participants, to enhance their leadership capabilities.
External collaboration with Global Leadership Development & Inclusion Consulting firm called Beyond Diversity (who have been working in this industry since 2011 in advancing Leadership Potential and especially Accelerator for midcareer Women Leaders) has helped our women leaders to navigate the complexities of their professional and personal lives and to grow holistically.
SHINE (Women Leadership Pipeline)
This program is a platform for strengthening the women’s leadership pipeline. It enables women employees to enhance their leadership skills through self-awareness, confidence building, and empowering them to take charge of their careers. This is a year-long program where selected candidates undergo training by internal and external trainers, get mentored by senior leaders, and share their experiences and learning.
Women in Innovation (WiN)
Eaton’s innovation center started a platform for women engineers to generate novel solutions through an accelerated process. Launched in 2019, the program was quite a success.
India Talent Development Forum (ITDF)- Early Talent Pipeline
India Talent Development Forum (ITDF) was launched in 2014 and has been designed for high-potential early talent primarily millennials, by increasing self-awareness and improving business and financial acumen. Also, the emphasis is on taking responsibility for their career along with interpersonal and networking skills.
This initiative gives an opportunity for employees to connect with leaders across all business entities, gain perspective through external workshops and understand the business environment through experiential lab visits.
Inclusion Eaton Resource Groups
Our inclusion employee resource groups (iERGs) provide a space where various demographic groups and their allies work together toward common organizational goals. Our employees are encouraged to participate in iERGs and contribute unique ideas to evolve our culture toward being a model of inclusion and diversity. To promote this inclusive culture, Eaton has formed inclusion Employee Resource Groups (ERGs) to foster awareness, respect, and inclusion within the workplace.
Women Related iERGs, WAVE – In the year 2014, Eaton launched Inclusion ERGs (Employee Resource Groups) across the organization’s global operations including India – focusing on enhancing Gender Diversity for Women and Generational Diversity for the Next Gen population. The inclusion ERG focusing on Women is named WAVE (Women Adding Value at Eaton) and has global as well as India leadership and team structures in place.
Self-nomination for development programs
At Eaton, we believe that our women colleagues hold the reins to their career path and thus encourage self-nomination to all development programs that they are eligible for. This ensures that they get to avail all available growth and development opportunities and plan their career advancement with the company on sheer caliber and talent.
Women Excellence Awards for APAC region
A WAVE initiative was launched in 2016 to recognize women’s talent across the Asia Pacific region in the areas of Engineering, Sales and Marketing, Program Management, Supply Chain, Manufacturing, and Operations.
Consistent reinforcement of sustained inclusive leadership
Eaton believes in creating a bias-free work atmosphere, even if the bias is unconscious. To make better decisions, our leaders have access to a lot of practical tools to make unbiased choices. For example - "Key Moments of Choice”. This tool addresses key processes and provides concrete examples and suggestions to our leaders.
Stretched Assignment Market Place (SAM)
An iERG initiative, this program is a marketplace for on-job learning projects. Under this program, employees get multiple opportunities to participate in cross-functional projects (global/regional/country-specific). These projects give them an opportunity to lead/contribute their expertise and thus build new skills, network and get visibility across the organization.
The SAM platform has also been used widely to meet strategic organizational goals by creating a conducive environment to enhance talent in the organization by providing opportunities to attract, develop, promote, and retain women’s talent, thereby creating a more inclusive culture.
Various Inclusion ERGs act as a key resource for facilitating Eaton’s gender diversity strategy in India. For example –
- WAVE ERG introduced the Speaker Series Sessions and Round Table Discussions to provide opportunities for employees to network with leaders as well as peers.
- Eaton is associated with some of the industry forums where women leaders in the organization as well as some of the other women professionals get an opportunity to participate, contribute and learn. Some of these forums are - WILL, CII, Young India, etc.
- Eaton also has Talent Days within the organization where high-potential women talent gets an opportunity to interact with global, regional, and country leaders.
- Eaton collaborated closely with CII on Women’s Safety initiatives and in understanding and implementing the POSH regulations.
Engagement
We encourage a culture of open communication and active engagement with employees, to ensure that the company benefits from an array of ideas and perspectives, and we create a favorable and healthy work environment. We believe in making work exciting, engaging, and meaningful for our employees.
Here are some ways we maintain a healthy atmosphere of inclusion and diversity at Eaton:
Hiring
At Eaton, we value individual differences, unique perspectives, and life experiences, and recognize the importance of supporting work-life balance. A diverse and inclusive environment is critical to our success because when you can bring your whole self to work, good things like collaboration, better decisions, and innovation happen.
Eaton India has 25% women talent of the total headcount and 14.6% women talent in leadership positions (10 years+ work experience) till December 2021. There has been a constant increase in the year-on-year metrics related to women talent owing to the measures and steps taken. As a deliberate step towards hiring female professionals, the Talent Acquisition team at Eaton has the mandate to present at least one CV of a suitable female candidate among the slate of 4 resumes shared with the hiring team.
Here are some of our programs to enable the hiring of women professionals from a rich talent pool:
Encouraging women referral, EVA
EVA is an exclusive program to promote female referrals for Indian leadership positions. EVA is also an extension of our existing Eaton Employee Referral Program (EERP). Every fortnight the positions open for hiring under this program are circulated via a mailer and employees are encouraged to refer their connections, with prior experience in leadership roles for any of the open positions.
We have 102 hires under the EVA program till December 2021.
ReLaunch, helping women restart their careers
Eaton's ReLaunch is a career transition program for female professionals in India who have taken a break in their careers and are now looking to restart their professional journey. The program aims to help women continue their quest for excellence, providing them with full-time job opportunities in various domains at Eaton in India. 92 experienced women professionals were hired at Eaton under the ReLaunch program till December 2021.
Leadership Development Participants Program
We hire Leadership Development Participants from top institutes & experienced professionals in Operations, Finance, Supply Chain, Human Resources, Sales & Marketing & Engineering functions to build strong capabilities & leadership pipelines. In 2021, 25% of leadership participants were women.
Early Talent Program
University Relations Program
We leverage University relations to build our early talent pipeline, these are fresh hires across institutes in India and drive gender diversity, we have empanelment with 3 women engineering colleges. Overall, we have hired 54% diversity through this channel in 2021.
Pratibha: Eaton Excellence Award
Eaton introduces Pratibha - the Eaton Excellence Award, a unique program that aims at encouraging multifaceted women engineering talent in India through educational scholarships at both undergraduate as well as post-graduate levels. Pratibha awards were commenced in the year 2013 since then we have had a major impact on students registering for the program, Till December 2021, we have 94 women engineers, who have received the scholarship (Eaton Excellence) award.
Garnishing Talent
A program aimed at improving employability amongst students from rural, vernacular, and economically /socially disadvantaged groups. This is the 12th year of Garnishing Talent with Cummins college of engineering for women. It commenced in the year 2011 with 90 students registering for the program which has now reached 1200+ students (as of 2022).
Changing Gears
Another initiative aims at improving soft skills and employability amongst students from rural, vernacular, and economically/socially disadvantaged groups. The commencement of this program happened in 2017. Total of 200+ engineering students registered for the program which has reached up to 700+ students in 2022.
Ignited Innovators of India
The I2I initiative has been instituted with the vision of promoting and instilling entrepreneurship, leadership, and team-building skills among students in various colleges. The program encourages them to take up innovative projects that hold the potential to make a tangible difference in the community. I2I commenced in 2009 and with Eaton’s collaboration with I2I in 2011, we have grown from 50 projects in 2009 to 1300 projects in 2020. Currently, we are in the phase of executing 100+ projects.
Annual goals defined at global/regional / country level
Every year, Eaton takes progressive organizational level goals for diversity hiring at the global level, which are further cascaded down to different regions and countries. This implies that hiring women professionals is considered a KRA for each senior leader at Eaton and they are committed to bringing diverse perspectives to the company.
Capacity development and mentoring for women
Eaton believes in the power of perspectives and thus provides learning, growth, and development opportunities to women employees across all hierarchical levels, to ensure the building of a truly diverse organization.
Some of our initiatives in this regard are:
ABHA (Women in Leadership)
ABHA is our special program for women in leadership roles. It includes a powerful framework for women leaders to tap their potential and utilize it to the fullest. The program focuses on self-awareness and evaluation, building capability and confidence as key aspects of development. Deployed in form of a series of workshops, external training, sessions on grooming, networking and experience sharing, and active learning projects, ABHA ensures 360-degree learning for all participants, to enhance their leadership capabilities.
External collaboration with Global Leadership Development & Inclusion Consulting firm called Beyond Diversity (who have been working in this industry since 2011 in advancing Leadership Potential and especially Accelerator for midcareer Women Leaders) has helped our women leaders to navigate the complexities of their professional and personal lives and to grow holistically.
SHINE (Women Leadership Pipeline)
This program is a platform for strengthening the women’s leadership pipeline. It enables women employees to enhance their leadership skills through self-awareness, confidence building, and empowering them to take charge of their careers. This is a year-long program where selected candidates undergo training by internal and external trainers, get mentored by senior leaders, and share their experiences and learning.
Women in Innovation (WiN)
Eaton’s innovation center started a platform for women engineers to generate novel solutions through an accelerated process. Launched in 2019, the program was quite a success.
India Talent Development Forum (ITDF)- Early Talent Pipeline
India Talent Development Forum (ITDF) was launched in 2014 and has been designed for high-potential early talent primarily millennials, by increasing self-awareness and improving business and financial acumen. Also, the emphasis is on taking responsibility for their career along with interpersonal and networking skills.
This initiative gives an opportunity for employees to connect with leaders across all business entities, gain perspective through external workshops and understand the business environment through experiential lab visits.
Inclusion Eaton Resource Groups
Our inclusion employee resource groups (iERGs) provide a space where various demographic groups and their allies work together toward common organizational goals. Our employees are encouraged to participate in iERGs and contribute unique ideas to evolve our culture toward being a model of inclusion and diversity. To promote this inclusive culture, Eaton has formed inclusion Employee Resource Groups (ERGs) to foster awareness, respect, and inclusion within the workplace.
Women Related iERGs, WAVE – In the year 2014, Eaton launched Inclusion ERGs (Employee Resource Groups) across the organization’s global operations including India – focusing on enhancing Gender Diversity for Women and Generational Diversity for the Next Gen population. The inclusion ERG focusing on Women is named WAVE (Women Adding Value at Eaton) and has global as well as India leadership and team structures in place.
Self-nomination for development programs
At Eaton, we believe that our women colleagues hold the reins to their career path and thus encourage self-nomination to all development programs that they are eligible for. This ensures that they get to avail all available growth and development opportunities and plan their career advancement with the company on sheer caliber and talent.
Women Excellence Awards for APAC region
A WAVE initiative was launched in 2016 to recognize women’s talent across the Asia Pacific region in the areas of Engineering, Sales and Marketing, Program Management, Supply Chain, Manufacturing, and Operations.
Consistent reinforcement of sustained inclusive leadership
Eaton believes in creating a bias-free work atmosphere, even if the bias is unconscious. To make better decisions, our leaders have access to a lot of practical tools to make unbiased choices. For example - "Key Moments of Choice”. This tool addresses key processes and provides concrete examples and suggestions to our leaders.
Stretched Assignment Market Place (SAM)
An iERG initiative, this program is a marketplace for on-job learning projects. Under this program, employees get multiple opportunities to participate in cross-functional projects (global/regional/country-specific). These projects give them an opportunity to lead/contribute their expertise and thus build new skills, network and get visibility across the organization.
The SAM platform has also been used widely to meet strategic organizational goals by creating a conducive environment to enhance talent in the organization by providing opportunities to attract, develop, promote, and retain women’s talent, thereby creating a more inclusive culture.
Various Inclusion ERGs act as a key resource for facilitating Eaton’s gender diversity strategy in India. For example –
- WAVE ERG introduced the Speaker Series Sessions and Round Table Discussions to provide opportunities for employees to network with leaders as well as peers.
- Eaton is associated with some of the industry forums where women leaders in the organization as well as some of the other women professionals get an opportunity to participate, contribute and learn. Some of these forums are - WILL, CII, Young India, etc.
- Eaton also has Talent Days within the organization where high-potential women talent gets an opportunity to interact with global, regional, and country leaders.
- Eaton collaborated closely with CII on Women’s Safety initiatives and in understanding and implementing the POSH regulations.
Engagement
We encourage a culture of open communication and active engagement with employees, to ensure that the company benefits from an array of ideas and perspectives, and we create a favorable and healthy work environment. We believe in making work exciting, engaging, and meaningful for our employees.
