Unique Perspectives. Driven Talent. Maximizing Potential.
Cummins’ commitment to diversity is reflected in the Company’s Business Case, a document that lays out in writing the reason Cummins believes diversity is important to our business. Our Business Case for Diversity doesn’t limit its definition of diversity to race or ethnicity. It includes age, gender, education, country of origin, and even personality. To develop diversity at Cummins, the Company has more than 100 employee groups organized around diversity. Affinity groups are employee formed and led, organized around specific demographic traits such as women, African-Americans or LGBT (lesbian, gay, bisexual and transgender). Local Diversity Councils are site-based groups that are Company formed and leader led, promoting diversity and inclusion in general and working on diversity at particular sites.
The business case includes a detailed definition of what diversity means at Cummins.
On a personal level, the diversity of an individual is defined by his or her cultural and personal differences, as well as life and professional experiences.
At the organization level, diversity is created through the distinct personalities and capabilities of each individual within the group.
Taken together, the diversity of individuals and organizations creates an environment where innovation and ideas flourish.
The Business Case sets four key goals for the Company to derive the greatest benefit from diversity.
- Create a workplace population with representation that is similar to the markets in which it operates.
- Demand that the workplace is safe and inclusive for all individuals and organizations.
- Develop a collective behavior that encourages all individuals and employees to best use their talents.
- Capitalize on a diverse workforce to enhance the Company’s competitive position in the marketplace.
The final section of the Business Case highlights the strategic advantages of diversity:
- Attract and retain the best talent.
- Create a safe and inclusive work environment that fosters innovation.
- Promote differing viewpoints to enhance problem solving and decision-making.
- Develop a positive reputation in our communities.
- Create a safe and welcoming culture for our employees.
Diversity in Cummins Middle East ABO - UAE, Qatar, Lebanon, Saudi Arabia and Kuwait
The Middle East is unique in that the majority of the employee population are expatriates (non-nationals living under time bound employment visas). There are 405 employees across the UAE, Qatar, Lebanon, Saudi Arabia and Kuwait our demographics reveal the extent of this diversity, be it gender, nationality or age. Our workforce comes from various parts of the world, together comprising 40 nationalities.
Diversity Strategy at Cummins Middle East ABO
- Female representation in the Middle East workforce has undergone major improvement over the past decade. Over a period of 6 years, there has been a significant drive to increase the number of women in the workplace – these efforts have led from 11% to 20% increase in female employees. Our focus Focus on Female Talent in non-traditional roles for the next five years to reach an overall target of 30%.
- People With Disability - Cummins Middle East PWD 05 year strategy is to Promote integration of people with disabilities to fully participate in society. This involves 5 key initiatives:
4. Another approach of Diversity for Cummins Middle East is through the College Hires. We have partnered with various universities to attract young talent into the organisation to develop them.
Our Journey Forward
- Aim to position CME as the employer of choice for women.
- Increase the number of Universities and Colleges and reevaluate the existing ones
- Focus on Female Talent in non-traditional roles for the next five years to reach an overall target of 30% in the UAE and Qatar.
To learn more about diversity at Cummins, go to page 104 of the 2014-2015 Sustainability Progress Report here.