Diversity, Equity, and Inclusion
Sustainable Development Goals:
We invest heavily in talent management to cultivate strong leadership and maximize organizational potential. We prioritize hiring and developing people who embrace our high-performing, team-oriented culture.
At IDEX, we recognize the importance of diverse perspectives and an inclusive culture to deliver innovative solutions for our customers. Our DEI strategy is designed to foster a workforce where all employees are given the opportunity to develop and thrive, a core value and strategic advantage aligned with our growth initiatives. This comprehensive strategy is overseen by the Chief DEI Officer, who reports to the CHRO. Together, they regularly report to the Board and its committees on our inclusion strategies and progress with a focus on all employees at IDEX.
a strong sense
of belonging
INCLUSIVE TEAMS AND LEADER DEVELOPMENT
IDEX has built a reputation as a respected employer with a welcoming culture, where 78% of employees feel a strong sense of belonging, according to our 2024 employee engagement survey.
Each quarter IDEX facilitates Inclusive Leadership learning sessions, open to all employees globally through online webinars. Often featuring outside guest speakers, 2024 sessions included “The Hidden Disability: Neurodiversity in the Workplace” and “Supporting the Career Development of Female Talent.” The DEI team also hosts an annual two-day companywide Inclusion Summit, offered online and open to all employees, with 2024 topics including “Growing Your Career as a Frontline Employee” and “Leading Inclusive Change.”
These programs are designed to strengthen leadership skills that foster inclusion and engagement within teams. Participants gain actionable tools for effective inclusive leadership while also building networks across our global organization, enabling employees to collaborate and share best practices in fostering a more inclusive workplace.
We partner with leading organizations to bring in guest speakers, develop inclusive leadership best practices, and collaborate on volunteer opportunities. Some of our partners include the Executive Leadership Council, Society of Women Engineers, (SWE), Women in Manufacturing (WiM), National Black MBA Association (NBMAA), DisabilityIN, Seramont, Catalyst, The Hispanic Alliance or Career Enhancement (HACE), The Hispanic Association on Corporate Responsibility (HACR), Out & Equal, and Ascend.
We are committed to equal pay for equal work. Not only is it the right thing to do, but this commitment allows us to attract, grow, and retain our talent. Pay fairness strengthens our inclusive culture and makes IDEX a higher performing company. IDEX began conducting biennial pay fairness audits for U.S. employees in 2018. As a result of these reviews, IDEX has provided base pay adjustments, where warranted, for outliers whose actual pay fell below predicted pay. Our 2023 pay fairness audit did not uncover any disparate impact or single site issue. A total of 30 pay adjustments across 11 business units were made, and those adjustments were representative of the total workforce demographic. We remain committed to conducting regular pay fairness audits to continue our focus on fair and merit-based pay.
