Great Teams
In 2022, we conducted our second materiality assessment to refine our understanding of the environmental, social, and governance topics most relevant to IDEX stakeholders.
Great teams of dedicated IDEX people are central to who we are. Our human capital strategy includes investing in programs designed to attract, retain, and develop talent, and support employee engagement, inclusion, safety, and well-being. Beyond our walls, IDEX supports the communities in which we operate through giving, volunteering, and partnerships that make a lasting impact on people and the planet.
Human Capital Management
Our Chief Human Resources Officer (CHRO) oversees our people and talent management strategy. The IDEX Board of Directors regularly receives updates on key human capital topics. Annually, the CHRO presents a talent review to our Board that focuses on our overall human capital management strategies for business continuity and success, talent development, and succession planning for management.
Our culture sets the tone for our human capital strategy and drives our success. Our human capital strategy focuses on the following key areas:
- enhancing skills across the entire workforce;
- leadership development aligned with the company’s strategy and methodology; and
- fostering a premier and inclusive culture.
We continually measure, review, and refine our strategy to accelerate progress for our employees, teams, communities, customers, and stakeholders.
Retention and Engagement
Sustainable Development Goals:
Our goal is to build a thriving, engaged workforce that reflects our core values. This philosophy advances our people strategy by attracting and retaining talent that we need now and in the future. An engaged workforce is essential to building a strong, inclusive culture where everyone has the opportunity to excel and contribute to long-term, sustainable success.
To support this, leaders at all levels actively seek feedback from our employees through our open door philosophy, annual engagement surveys, and other touchpoints to continuously improve our workplace culture. For the past 15 years, IDEX has invited employees to participate in our annual engagement survey and partnered with our employees to implement meaningful improvements.
In 2024, as we continued to evolve our culture with employees’ voices at the forefront, hundreds of IDEX employees contributed their input to shape My Voice, our new approach to employee listening. Through My Voice, employees can openly share their perspectives and ideas on key factors that shape their daily work experience.
Leaders collaborate with their teams to translate employee insights into meaningful, actionable plans. Senior leadership regularly reviews progress against these action plans and provides updates to the IDEX Board of Directors, demonstrating the importance, transparency, and accountability at all levels.
Results from the 2023 and 2024 engagement surveys reflect a highly engaged workforce and our commitment to fostering a culture of collaboration and trust. Employee participation has remained high: 84% in 2023 and 82% in 2024. Overall engagement scores also are high with a score of 74% in 2023 and 81% in 2024. Importantly, in 2024, 88% of employees felt their teams worked well together, 84% felt comfortable discussing concerns with their managers, and 94% of employees believed that they have the knowledge, skills and information needed to perform effectively in their role.
Despite these positive results, we remain focused on continuous improvement. We are using this data to expand learning and development opportunities, enhance career pathways, and strengthen employee retention efforts.
In addition to our annual employee engagement survey, we regularly conduct pulse surveys to gain valuable insights to maintain a continuous dialogue with employees. We foster open communication year-round through department meetings, frequent townhalls, and one-on-one discussions with managers.
At Banjo, a business that produces pumps and valves used in agriculture and other industries, employee engagement is embedded into operations to drive actions and communication real-time.
Striving to take employee engagement beyond surveys, Banjo operationalized the continuous listening loop by incorporating employee engagement into Daily Management, a core component of the IDEX Operating Model.
Through a cross-functional accountability program, managers and teams collaborate to prioritize targeted action plans to achieve each day. This approach helps employees feel heard, valued, and empowered to contribute to positive change. As a result, Banjo experienced a 20-point increase in employee engagement scores from 2023 to 2024. Banjo’s focus on engagement-driven accountability is a testament to their commitment to using the IDEX Operating Model to create a workplace where employees feel heard.
