Diversity In Action

Johnson Controls pushes vigorously for diversity

The Controls Group needs about 200 techies: MEs, EEs, computer and software engineers and tech salespeople with engineering degrees or MBAs

Equilla Wainwright directs workforce diversity and inclusion.

Four years ago Johnson Controls began a corporate-wide diversity awareness initiative. Today, the concepts are evolving into a new company culture. The change is definitely for the better, says Equilla Wainwright, director of workforce diversity and inclusion for the Controls Group.

The company's diversity strategy is centered around four key areas: representation, training, accountability/measurement and communication. "These are the areas that will continue to drive, improve, expand and deepen the understanding of diversity, so we really begin to see cultural change," Wainwright says.

Johnson Controls specializes in automotive systems, facility management and controls. The Controls Group supplies systems to control heating, ventilating and air conditioning (HVAC), lighting, security and fire management for non-residential buildings. It is the core business for the entire corporation. Its first product was the thermostat, invented by founder Warren Johnson.

The Controls Group has about 35,000 employees, with 300 branch offices and a presence in most major cities in the U.S. Most locations employ people in sales, service and various operational areas. Locations may have application engineers, sales engineers, service technicians and project managers. Many of the positions require ME and EE degrees or technical certification.

Because of the modest size of most branch locations, employees get to know each other well and can work closely together, Wainwright says. But since Johnson Controls is a global company, employees at each branch office build strong bonds not only with each other but across the country and around the world.

Training and education is a key component of the Controls Group diversity strategy. The diversity training message is delivered uniformly across the organization, Wainwright stresses. The training effort began three years ago when the Controls Group executive team went through a skills building and diversity training program that focused on inclusion and workplace respect.

Next the program was rolled out to 8,000 managers and supervisors, and then expanded to include the general employee population. The objective of the program was to make all employees responsible for maintaining a respectful work environment.

"Such massive training efforts are often driven by legal requirements but that was not the case with us," Wainwright notes. "Our leadership simply wanted every employee across the U.S., Canada and Mexico to understand that this was the work environment we wanted."

The company measures the success of the programs through written and on-line surveys. Respondees gave the programs very high ratings, Wainwright says.

New employees are required to complete an on-line diversity orientation that focuses on "feedback, assistance, inclusion and respect" (FAIR) and reinforces the same principles as the executive-level program. After they finish the orientation, new recruits are tested on their understanding of the principles.

The company is also building affinity networks that now include the African American Affinity Network, the Professional Women's Network and the Cultural Awareness Committee. The networks help with critical tasks of building a diverse workforce, like mentoring, retention and education.

Building the technical sales force is a particular necessity. "We're constantly looking for experienced technical sales pros with engineering degrees or MBAs," Wainwright says. The company is also looking for MEs and EEs for application engineering positions. Field engineering candidates need experience in facilities management and security systems.

The Systems Products Group in Milwaukee needs people with computer and software engineering degrees and experience or special certifications, Wainwright says. Overall, the company currently has 200 to 300 jobs available. About 70 percent of them require engineering or other technical skills.

A special program for new grads is called education, direction, goals and evaluation (EDGE). "It was designed to build our technical salesforce and has a specific focus on improving our female and minority representation in that area," Wainwright explains.

The company recruits at more than forty colleges and universities, ten to fifteen of them HBCUs. It also supports conferences and events put on by NSBE, SWE, SHPE, AMIE and more.

Johnson Controls encourages community involvement with a diversity component. It has established partnerships with a number of minority-serving middle and high schools in various company locations. A "Career Connect" initiative with technical colleges helps the schools with lab and curriculum development.

This will be the third year that the company has given awards to management teams across the country for driving diversity, inclusion and community involvement at the local level.

The company is particularly proud of its support this year of the "Wisconsin + Women = Prosperity" summit meeting under the direction of lieutenant governor Barbara Lawton. The meeting promotes leadership and economic success for women.

"We've come a long way in four years, but we still have much to accomplish," Wainwright says. "A few years ago, I'm not sure all our employees even knew about our diversity efforts. But today if you ask them if we have a diversity program, I'm certain most would say 'yes.'"

D/C