Social: Our People Our Communities

Our employees are the cornerstone of our organization. Their unwavering dedication, expertise, and commitment enable us to produce thousands of premium, dependable energy storage products daily. We value each team member and actively promote their personal and professional growth within a supportive and collaborative team environment.

Diversity, Equity & Inclusion 

At EnerSys, we value our employees’ varied talents and ideas. Whether that is identified by their background, culture, perspective or skill set, we strive to foster a workplace where everyone can bring their whole selves to work. Diverse organizations are more successful and diversity is key to our long-term success for access to top talent, fostering creative solutions and building strong customer relationships. We believe everyone should be empowered to be their authentic selves at work and are energized by the excitement our employees have for diversity, equity and inclusion (DEI). We are determined to cultivate a DEI journey at EnerSys that is both authentic and sustainable.

• Talented people of all backgrounds are welcome, and differences embraced
• Everyone has an equal opportunity to progress and develop
• Our working environment supports people bringing their whole selves to work and performing at their best

DEI Government

Our commitment to DEI extends to all layers of our organization, starting with our Board of Directors and leadership team. Our DEI Steering Committee is comprised of our most senior business and functional leaders, as well as a mix of diverse influential colleagues from around our business. The committee meets semi-annually to remain informed of the needs, progress and impact of our DEI strategies that are centered on four pillars of Commerce, Community, Culture and Talent. Our dedication to diversity, equity, and inclusion has grown considerably in recent years, driven by the unwavering commitment and passion of our senior leadership team. This accountability extends beyond just senior leaders to all levels of our organization, who are tasked with shaping the future of our company and implementing our DEI initiatives. Our employees play a critical role in this journey by promoting inclusion, asking questions, and continuously learning and growing in their understanding of diversity and inclusion. Our aim is to foster a genuine and sustainable DEI culture at EnerSys.

In our 2021 report, we recorded aspirational targets aimed at fostering an inclusive and diverse workplace.

Aspiration and Progress

Employee Engagement

We recognize that employee engagement is critical to our success as a business. In 2021 and 2022, we measured employee engagement with the Net Promoter Score,* with 45% employee participation and a score of +4 in 2021 and then increased participation to 51% with a score of 14 in 2022. In 2023, EnerSys implemented a new survey platform using the Great Place to Work® Trust Index Model to survey our entire employee population. Employees were given a platform to voice their opinions, concerns, and suggestions, empowering them to actively participate in shaping the company’s culture and practices.

Our first-year survey results showed a 65% participation rate and 66% positive feedback, with high scores in Justice and Personal Job satisfaction, but noted opportunities for improvement in Collaboration and Impartiality. These insights have allowed EnerSys leaders to pinpoint improvement areas and strategize for better employee satisfaction and engagement. Consequently, EnerSys is reinforcing its status as an employer of choice, dedicated to fostering a supportive and inclusive workplace where employees feel valued and inspired to excel. As we continue to emphasize the importance of our employee experience, we anticipate an increase in survey participation rates over time.


*An NPS score measures the likelihood that someone would recommend a company, product, or a service to a friend or colleague.

EnerSys DEI Business Resource Groups

Our Business Resource Groups (BRGs) are voluntary and employee-led. They aim to unite our teams and give employees a voice and a sense of belonging. Each BRG has an executive sponsor that provides guidance, advice and support to group members. We are very proud of our BRGs’ success in shaping the culture at EnerSys. These networks all share a similar mission: alignment to our DEI initiatives and fostering a sense of community and belonging.

In 2023, we expanded our commitment to diversity and inclusion by launching three new BRGs — joining our existing Women in Leadership, Hispanic/Latinx Organization for Leadership in Action, and Asian Heritage Associate groups. These BRGs foster crosscollaboration, allowing members to utilize their diverse perspectives to address challenges, exchange best practices, and enact significant change. This initiative enhances our culture, ensuring a workplace where everyone’s voice is valued and employees are empowered to excel both professionally.

Diversity, Equity & Inclusion continued Black Unity in Leadership Development (BUiLD): Introduced in early 2023, BUiLD aims to cultivate a community of Black leadership at EnerSys through coaching, development, empowerment, and advocacy. It is vital in promoting inclusivity and equity, supporting our diverse workforce, and organizing cultural awareness events, professional development opportunities, and community engagement.

Green Leadership Opportunities Working Group (GLOW Group): Focused on advancing the sustainability efforts of EnerSys, the GLOW Group was established to promote environmental awareness, education, and action. This group encourages sustainable practices across the company, spearheading green initiatives and contributing to a culture of environmental responsibility and innovation for a sustainable future.

PRIDE: Launched in late 2023, the PRIDE BRG emphasizes respect, inclusivity, and equity for all, specifically advocating for the LGBTQ+ community and its allies. This group is dedicated to creating a welcoming environment that fosters acceptance and understanding, ensuring every individual is heard and contributing to a more inclusive workforce.

Military Veterans Program

EnerSys proudly honors veterans and service members by creating a path to leverage their valuable skills. We participate in the U.S. Department of Defense Skillbridge Program, connecting transitioning service members with civilian work experience through internships, apprenticeships, and industry training. Our commitment to this community extends beyond recruitment. We actively support them through affirmative action efforts and our multinational Military Veteran Ambassador Network, which engages new veteran hires during their first 90 days.


EnerSys is also a proud recipient of the Military Friendly Employer Award 2024, which is the standard that measures an organization’s commitment, effort and success in creating sustainable and meaningful benefit for the military community.


EnerSys has recently signed the Armed Forces Covenant, a pledge ensuring those who serve or have served in the British Armed Forces, and their families, are treated fairly and with respect throughout society.

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To further express our gratitude for our service members, we developed our own token of recognition called the Veterans Salute Coin. The Veterans Salute Coin recognizes employees currently serving in the military or veterans of military service in any of the global markets we serve.


Safety and Health

The health of our employees is our highest priority, and our management of safety risks includes efforts to monitor and reduce acute and chronic exposures in the workplace. This involves conducting routine risk assessments, engaging in long-term health studies, ensuring workers have access to necessary personal protective equipment, and exploring alternative materials whenever feasible.

We are dedicated to prioritizing the safety of all our employees by adhering to and often surpassing, relevant safety and health regulations across our organization. Mandatory safety and health training sessions are regularly conducted for all employees, tailored to their specific location and job responsibilities. We provide ample resources to prevent on-the-job injuries and illnesses, conduct frequent safety assessments, implement safeguards for our manufacturing processes, and ensure comprehensive training for all staff members.

Our management team oversees the implementation of all necessary safety measures to safeguard the well-being of our employees. Each facility is
accountable for ensuring the deployment of these measures and collaborates with employees to mitigate risks of injury and illness. Additionally, our corporate Environmental, Health and Safety team offers guidance and support to management in establishing and auditing safety and health initiatives.

Our dedication to protecting our workers is also exhibited through our Safety and Health Policy. In 2023, we reduced our Days Away Cases, despite
an increase in the number of total hours worked. We maintained our record of zero fatal injuries as the safety of our people is a paramount consideration.

20 GRI 403-1 Occupational health and safety management system, GRI 403-2 Hazard identification, risk assessment, and incident investigation, GRI 403-3 Occupational health services, GRI 403-4 Worker participation, consultation, and communication on occupational health

Training & Development 

EnerSys prioritizes employee training and development as essential to our success, offering both mandatory health and safety training and a mix of formal and informal learning opportunities. Beyond obligatory courses like Anti-Bribery, Safety, and General Data Protection Regulation, we support continuous development with over 4,000 courses on our internal platform, covering diverse topics in multiple languages, and accessible to all employees. EnerSys employees are assigned compliance, regulatory and safety training, with most courses recurring on an annual, every other year, or every third-year basis. Training is assigned based on position title/category – some courses are specific to the job role. Another key consideration in allocating training is the employee's pay grade. Supervisors and managers typically receive specialized assignments designed to address their managerial duties.

The EnerSys Academy has developed training programs aimed at enhancing leadership skills, fostering a sense of purpose, and building internal relationships among employees. The EnerSys Leadership Program, a comprehensive year-long initiative, offers graduate-level courses, leadership training, an introduction to EnerSys products and processes, and business acumen development. The 2023 cohort of the flagship Leadership Development Program had twenty global participants, maintaining the size of the 2022 group.

In collaboration with the Operations Team, the Global Academy continued the Operations Leadership Development Program, aimed at equipping high-potential manufacturing employees with the skills to progress their careers at EnerSys. The first cohort, comprising eleven employees from Europe, Middle East and Africa and Asia, completed their training and moved on to project work applying their new skills.

Furthermore, the Global Academy expanded its training to manufacturing plants with the Managing for Modern Manufacturing (M3) program in 2023. A train-the-trainer event in Missouri prepared trainers to conduct M3 sessions in Mexico, Poland, the UK, and the USA, with plans to reach more locations in 2024.

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• Antitrust and Fair Competition Training
• Bribery and Corruption Red Flags Training
• Management Information System / Legal Information Security Breach Training
• Health and Safety
• Code of Business Conduct and Ethics Training


Community Engagement

EnerSys understands we are part of a global community wherever we do business. Our commitment to being good neighbors and nurturing local relationships is at the heart of our culture and sustainability ethos. We empower our employees to contribute to their communities through volunteerism, further reinforcing our dedication to making a positive impact beyond our business operations.

Engaging stakeholders, including indigenous peoples and those from other at-risk populations, is a foundational element of our respect for human rights. Where practical, we are committed to dialogue and our goal is to listen, learn and consider the diverse views and local issues that affect the communities in which we operate. This includes a commitment to free, prior and informed consent with regard to indigenous peoples’ inherent and prior rights to their lands and resources, as defined and recognized by the United Nations Department of Economic and Social Affairs.

SPOTLIGHT: United Way & Big Brothers Big Sisters

EnerSys proudly supports the United Way of Berks County, and at the start of 2024 received the Top Ten Company award, recognizing our steadfast commitment to United Way’s mission to inspire collaboration, volunteerism and financial support to build a stronger community.

In 2023, EnerSys continued its partnership with Big Brothers Big Sisters (BBBS) through their SMART program, which stands for “Students & Mentors Achieving Results Together.” The SMART program is the BBBS school-based program at Glenside Elementary, which matches EnerSys employee mentors with children to help with schoolwork and do fun activities that enhance self-esteem, socialization skills, and more.

Additionally, with EnerSys support in these programs, BBBS is able to bring needed resources to six different school districts in Berks County. Read more about this program here.

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“It’s incredibly meaningful and important to me to work for a company that gives back to the communities where we operate.”

Joe Lewis
Chief Legal and Compliance Officer