Hero - People & Workplace

People & Workplace

We have created a high-performance culture by understanding that it’s a two-way street.  Emerson expects nothing less than top performance from our employees, and employees expect a destination-of-choice workplace from Emerson.  We strive every day to keep both ends of that bargain.


Our employee management process, has always centered on open and honest communication.  This philosophy guides our broad efforts to create a global workforce that encourages diversity and embraces inclusion while promoting workplace safety and fair labor practices. 


We carry these core beliefs, approaches and tools with us as we continually look to break new ground in recruiting, diversity and safety programs, and we bring these programs to every country where we operate across six continents.  This combination of core values and program innovation helps Emerson to maintain its status as an employer of choice, which in turn maintains our long heritage of delivering excellence for customers. 

Diversity & Inclusion

We are dedicated to creating a global workplace that supports and promotes diversity, and cultivates respect for the individual. We believe that bringing together bright, enthusiastic, and talented people from a variety of backgrounds and cultures promotes the birth of new ideas that match the needs of our diverse global customer base.


Equal Opportunity

We are committed to equal opportunity in all phases of employment. Our company prohibits discrimination against or harassment of any employee or applicant on the basis of race, color, religion, sex, sexual orientation, gender identity, age, disability, national origin, veteran status, political affiliation, union membership, or any other factor deemed unlawful. 

Recruiting for a Diverse Workforce

We actively seek to increase the diversity of our workforce by hiring women and minorities and promoting them to our management ranks.  These efforts include both an ongoing focus on maintaining an inclusive workplace, as well as pioneering partnerships designed to identify and foster top talent.  For example, we recruit candidates for our MBA Leadership Program through our partnership with the Consortium for Graduate Study in Management, the nation's largest diversity network that seeks to reduce underrepresentation of African Americans, Native Americans and Hispanic Americans in education and business by linking corporate partners with top-tier students. Emerson was one of the first companies to become a Consortium corporate partner and participation has become a cornerstone of the company’s MBA recruiting program. 


We are a proud corporate partner of the Society of Women Engineers (SWE), an organization dedicated to the advancement of women engineers. Through SWE, we conduct outreach and recruitment of female engineering talent for our company.


In 2015 and 2016, Emerson was ranked in the “Top 50 Employers” in Woman Engineer magazine among the top companies in the U.S. for which women engineers would most like to work or whom they believe would provide a positive working environment.


We also offer networking and learning opportunities through groups such as our Women in Engineering Council; and we have an internal task force that meets to identify company initiatives and best practices that will support a diverse workforce.


We work hard to create an environment where everyone can contribute and succeed at every level of the company. We seek to create an employer-of-choice environment in terms of promotions, transfers, compensation, benefits, career mentoring, company-sponsored training, tuition assistance, and social and recreational programs for our employees.


We participate in recruiting events at universities and business schools, and at job fairs during professional societies’ annual conferences, to help us target qualified candidates for both entry- and executive-level positions.

Health and Safety

We strive to create and sustain a safe and healthy work environment for all of our employees, focusing our efforts in three critical areas:

  • Implementing global safety and health standards that are based on some of the strongest regulations from around the world.
  • Tracking global injury trends from first aid, medical treatment, restricted, and lost time injuries.
  • Conducting safety and health audits of our operations around the globe.

The safety and health of all our employees is a core value within our company. We expect all levels of management and employees to not only anticipate hazards, but also to address them and stop employees if they deem a work environment or task to be unsafe.  Our safety efforts are led by our Corporate Safety Council, which meets quarterly. The Council sets expectations, provides oversight and tracks progress of our global safety program in order to drive continuous improvements, reinforce our safety culture and reduce injuries in Emerson’s operations. All of our significant locations have a health and safety committee, which includes representation from members of the work force, to work proactively in addressing health and safety concerns. We conduct safety training for all operational management and require each significant location to have a formal safety program. Emerson’s emphasis on safety and health encourages continuous improvement in all our processes, including the following:

  • Protective Devices - We continually engineer and apply devices that mitigate risk from workplace processes and equipment.
  • Ergonomics - Where processes involve repetitive tasks, we design work approaches to minimize the impact on our employees.
  • Preventive Maintenance – With sound maintenance routines and protocols, Emerson continually reviews equipment to keep it in top operating shape, which reduces the potential for hazards while maximizing productivity.
  • Security - To assure a well-protected, safe workplace, we consistently manage access to our facilities following international guidelines and standards.

With our continuous commitment to employee safety and health, Emerson ensures that safety goes hand-in-hand with operating productively, which in turn helps Emerson to compete effectively.  Beyond this, many of Emerson’s products and services, including automation, monitoring and consulting services, are designed to help our customers increase safety within their own operations. 


Measuring Success

We consistently measure health and safety performance to assure continuous improvement and high standards in every facility.  The most important measure is the workplace injury rate among our global workforce, where Emerson has seen substantial reductions in incidents between 2011 and 2015.

Our commitment to continual evaluation and improvement of our health and safety standards will help us to keep these numbers on a downward trend.


We conduct selective audits annually to measure compliance with safety standards.  Based on audit results, we work with facility management to rate safety compliance, and provide step-by-step plans to address any issues that are discovered.  In the vast majority of cases, audit issues are addressed within 90 days.


Labor Practices

As part of our commitment to employees, we seek to uphold the highest standards in our labor practices, including conditions of employment and human rights.   We do not employ child labor and we respect our employees’ right to freedom of association in choosing labor organizations to represent them.  Many of our employees are represented by unions or works councils and we strive to maintain positive relationships with those representatives.


Wages and Benefits

Our compensation practices comply with applicable wage laws and international standards, including those relating to minimum wages, overtime compensation and legally mandated benefits. In compliance with local laws, employees receive compensation for overtime at pay rates higher than regular hourly rates. The basis on which workers are paid is documented in a timely manner via pay stub or similar written communication. It is Emerson’s policy to recruit, hire, train and promote people in all job classifications without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, marital status, or genetic information. It is our policy and our practice that this equal employment opportunity be present in all aspects of employment, including but not limited to compensation, benefits, promotions, transfers, layoff, company sponsored training, tuition assistance and education.


Conditions of Employment

Emerson operates with reasonable working hours to maintain a positive and productive work environment consistent with commonly accepted practices in each locale. Employees elect whether to accept employment after being fully apprised of the terms, conditions, practices and expectations of their jobs. Workers are not required to surrender government-issued identification, passports or work permits as a condition of employment.


Human Rights

As we work in all parts of the world, Emerson lives its commitment to protect and promote human rights that are essential to a healthy and vital commercial environment and to a broader society. This entails specific attention to particularly challenging issues and activities including:

  • Commitment to Humane Treatment - We do not allow or condone any form of harsh or inhumane treatment, including sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse, nor do we allow managers to threaten treatment of this nature.
  • Prohibition on Forced Labor - Our policies prohibit and we do not use any forced, bonded, indentured or other compulsory labor.  We also prohibit our suppliers from using any forced, bonded, indentured or other compulsory labor. 
  • Prohibition of Child Labor - Our policies oppose child labor and we do not use child labor in any facility or business. Emerson has established age 18 as a standard minimum age for employment, which complies with or exceeds local legal requirements. We support the use of legitimate workplace apprenticeship programs that conform with laws and regulations. We also prohibit our suppliers from employing anyone under the local legal working age, or 14, whichever is greater.  

Grievance Mechanisms

In addition to formal and informal complaint or grievance procedures at our business units, concerned parties have easy access to Emerson’s global ethics and compliance hotline to report complaints or concerns. 

The Board of Directors Audit Committee chair directly receives all accounting, audit, and internal control related hotline communications independent of management. In addition, the company’s Ethics Committee reviews the investigation results of all significant allegations and approves any related remediation action.  The Chief Compliance Officer and Vice President, Internal Audit provides regular reports to the Audit Committee regarding these matters, which would include any potential human rights issues.  

Please enable JavaScript to use this website.