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Global Directory
- Anguilla - English
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- Bahamas - English
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- Cayman - Islands - English
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About Us
Diversity, Equity & InclusionA global commitment to diversity, equity and inclusion
Johnson Controls has long understood the value of diversity and inclusion. It is present in everything we embody – from our values to our Leader Expectations Model. Building on this history, our leadership is moving diversity and inclusion beyond a foundational value to a business imperative.
Our Mission and Vision
Our mission:
Empower every employee to take an active role in creating a culture that values uniqueness, celebrates creativity and drives innovation.
Our vision:
Our rich culture of inclusion will drive the right mindsets and behaviors, unlock engagement, accelerate productivity and foster innovation, leading to exceptional customer outcomes.
Culture of Inclusion
Our dedication to diversity and inclusion starts with our values. We lead with integrity and purpose, focusing on the future and aligning with our customers’ vision for success. Our High-Performance Culture ensures that we have the best talent that is highly engaged and eager to innovate.
Our D&I mission elevates each employee’s responsibility to contribute to our culture. It’s through these contributions that we’ll drive the mindsets and behaviors we need to power our customers’ missions. You have the power. You have the voice. You have the culture in your hands.
Business Resource Groups
Johnson Controls supports and sponsors Business Resource Groups (BRGs) across the company. BRGs are an integral component of our overall workforce diversity strategy to create and sustain a diverse and inclusive workplace. The Johnson Controls BRGs will focus on two very important and tangible benefits, personal/professional development and business impact. BRGs are employee driven, voluntary, open to all employees, and are global talent engines which showcase diverse perspectives to create business impact.
- We have 9 different types of BRGs with more than 70 chapters, globally.
- APBRG: Strengthening the Johnson Controls diversity profile in the community and spreading its image as an employer of choice.
- Global Sustainability Network: Engaging employees to serve as catalysts for advancing sustainable business practices across Johnson Controls.
- JC4e: Recognizing and supporting our lesbian, gay, bisexual and transgender (LGBT) employees, their families and their allies.
- ONYX: Striving to improve the competitiveness of Johnson Controls as the employer of choice for Black professionals.
- SYNERGY: Creating connections and promoting the development of our future leaders.
- UNIDOS: Providing a channel to share ideas, raise awareness, and build talent.
- Unlimited: Supporting people impacted by disabilities.
- VET: Making Johnson Controls the veteran's employer of choice, leveraging this tested, diverse talent pool to exceed Johnson Controls business expectations.
- Women's Global Network: Harnessing the power, influence and intelligence of Johnson Controls women employees to establish a community.
Partnerships
- Catalyst
- Diversity Best Practices
- American Corporate Partners
- National Action Council for Minorities in Engineering (NACME)
- Society of Women Engineers
- National Society of Black Engineers
- Society of Hispanic Professional Engineers
- The Conference Board
- Executive Leadership Council
- Hispanic Professionals of Greater Milwaukee
- WI LGBT Chamber of Commerce
- African American Chamber of Commerce of Wisconsin
Employer Information Report
In furtherance of our robust diversity and inclusion initiatives, we have elected to publish information regarding the makeup of our workforce because, while it is impossible to capture the diversity of backgrounds and thought in a single chart, we want to be transparent about our diversity. We believe that transparency will play a critical role in driving action by shining a light on areas for improvement and serving as a mechanism for leadership accountability.
The data in the link provided below on the diversity of JCI’s U.S. workforce is pulled from our most recent annual submission to the U.S. Equal Employment Opportunity Commission (EEOC) and reflects data as November 30, 2021. The report breaks down the Company’s workforce by race, ethnicity, and gender across job categories established by the EEOC. While the EEOC mandates the use of the specific job categories shown, these categories do not always reflect how JCI organizes its workforce. As a result, each EEOC job category may encompass a range of JCI job titles and job grades.
