Our People & Community
Our Commitment to Our PeopleOur people are at the core of who we are. Without their dedication, knowledge and commitment, we would not be able to manufacture thousands of premium, reliable energy storage products every day. We strive to be an employer of choice, where individuals can bring their authentic selves to work in a safe environment where they are valued and part of a team that promotes their growth and development, personally and professionally.
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Workforce Health and Safety
HEALTH AND SAFETY MANAGEMENT
Protecting our employees is paramount to our operations and an integral component of our corporate culture. Our workforce health and safety management system is embedded in the EnerSys Operating System (EOS), especially in the Managing for Daily Improvement (MDI) process, where the People section is always the first to be reviewed before any Customer or Shareholder considerations. Our dedication to protecting our workers is also clearly articulated in our Safety and Health Policy. Safety and health are integral to all operations and are the responsibility of all EnerSys employees.
We are committed to ensuring the safety of all our employees by meeting or exceeding applicable safety and health requirements throughout the company. All employees are required to take safety and health training regularly based on their location and job function. We provide the necessary resources to prevent injuries and illness on the job, conduct regular safety evaluations, develop safeguards for our manufacturing processes and provide training for all employees. Our management team oversees the implementation of all necessary safeguards to protect the safety and health of our employees. Each location is responsible for ensuring these safeguards are in place and for working with employees to protect them from injury and illness. Our corporate Environmental, Health and Safety (EHS) team is responsible for providing counsel and guidance to management in establishing and auditing their safety and health programs.
We also have EnerSys Safety Committees across our global footprint that meet regularly to boost our employee engagement in safety and support hazard identification and prevention. For example, at our Bielsko-Biala, Poland plant, the local safety committee consists of the management team and a company doctor and they investigate and present on EHS data, conduct inspections, and present on risk mitigation and overall safety. Similar committees like this exist in our Americas, Europe, Middle East and Africa (EMEA) and Asia Pacific regions.
We certify our facilities and corresponding management systems to international standards where appropriate. There are seven EnerSys facilities certified to the ISO 45001 occupational health and safety standard. In our Shenzhen, China facility, we received the SA8000 Standard accreditation, recognizing our management system for social and labor standards.
PREVENTING EMPLOYEE EXPOSURE
We constantly endeavor to reduce the impact from the materials used in our products. Manufacturing energy storage systems require the use of potentially hazardous substances. That is why we enforce strict measures to reduce, mitigate or eliminate hazards and eliminate exposure to our employees and surrounding communities. We actively assess and monitor the level of exposure our workers have to chemicals used in the manufacturing environment, including corrosives and lead and its compounds. We meet or exceed all required testing frequencies established by applicable regulatory agencies, such as the Occupational Safety and Health Administration (OSHA).
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. We conduct regular risk assessments, participate in long-term health studies, provide workers with essential personal protective equipment and consider alternative materials wherever possible. When lead is present, we have a stringent program to monitor our employees’ lead exposure levels and take immediate action if they ever exceed our policy. Our internal policy for lead exposure for our workers is much more stringent than regulatory requirements at our facilities globally.
SAFETY PERFORMANCE
EnerSys believes that to deliver innovation, high-quality production, customer satisfaction and business success for our company, we must provide a work environment that enables our people to thrive. Creating a safe work environment is paramount to that objective, which is why we focus on identifying near misses. We educate and train our employees to find and record potential hazards in our safety management system. There is a continued focus on improving the reporting and root cause analysis to prevent future recordable or lost time incidents.
As a result of our dedication to near-miss identification and employee safety, we have seen a decrease in our days-away cases and employee total recordable incident rate (TRIR).
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“Safety drives everything we do at EnerSys. Our goal every day is for our employees to come to work, do their job safely and go home to their families. We work diligently to identify and correct potential hazards and empower our people to provide input and feedback so we can better make that happen.” Randy Reyer |
Explore our Safety Highlights
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Diversity, Equity and Inclusion
At EnerSys, we believe that everyone should be empowered to be their authentic selves at work. We are energized by the excitement our employees have for diversity, equity and inclusion (DEI). Together, we are committed to powering an organization where DEI is embedded in our business strategy and where:
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
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 through daily interactions and self-reflection. Our aim is to foster a genuine and sustainable DEI culture at EnerSys.
OUR ASPIRATIONS
Improve our female representation at the leadership level from 9% to 20%.
OUR PROGRESS
We marked an improvement, increasing to 12.5%* total female representation at the leadership level. We are on-track to meet our goal. We are also focused on ensuring a strong pipeline of gender diverse talent at all levels of our organization.
*Data as of February 28, 2023
Improve our representation of multicultural talent in the US at the leadership level from 16% to 25%.
OUR PROGRESS
In 2022 we implemented several measures to attract and retain talent. A diverse employee base is a key part of our success. However, our multicultural talent representation declined by 2.7%*. We remain focused on driving progress toward achieving this goal.
*Data as of February 28, 2023
Become recognized by at least three global indexes as a leading employer.
OUR PROGRESS
In 2022 we were recognized as one of Newsweek’s America’s most responsible companies. In early 2023, Argentina, Brazil, and China all achieved a score high enough to be certified Great Place to Work. We are on track and will continue to pursue internal and external efforts to ensure EnerSys remains an employer of choice.
DEI GOVERNANCE
At EnerSys, we value the uniqueness of every one of our employees. Whether that is identified by their background, culture, perspective or skillset, we strive to foster a workplace where everyone can bring their whole selves to work.
Our commitment to DEI extends to all layers of our organization, including our Board of Directors and leadership team. This year we developed our DEI Steering Committee, which is comprised of our most senior business and functional leaders, as well as a mix of diverse influential colleagues from around our business. In line with our four pillars around Commerce, Community, Culture and Talent, we formed subcommittees of strategic advisors from within the business. These committees will include employees from diverse backgrounds, as well as experts in the field. They will act as a sounding board for the DEI Steering Committee, keeping them informed of the needs, progress and impact of DEI initiatives within the business.
Our Workforce Labor Rights Policy includes more information about our guiding principles and the actions we take to ensure an inclusive working environment. We are committed to providing equal employment opportunities to all applicants and employees without regard to sex, race, color, religion, national origin, age, disability, covered veteran status, or any other characteristic protected by law.
EMPLOYEE ENGAGEMENT
We recognize that employee engagement is critical to our success as a business. Each year we complete a diversity engagement survey to determine our employees' sense of belonging and to also seek understanding of EnerSys as a workplace.
We were pleased with our employee Net Promoter Score (eNPS) score of 14; however, the overall level of participation was 51%. As we build focus and awareness around the importance of our employee experience, we expect our survey participation rates to improve over time.
RESULT HIGHLIGHTS:
51%
51% of our employees worldwide participated; we will aim for higher participation in future surveys.
68%+
Our scores were positive overall (68% or higher).
50%
We have the most area of improvement around career pathing, with 50% of our employees understanding next steps in their career.
DEI PROGRAMS
BUSINESS RESOURCE GROUPS
One way we promote DEI in the workplace is through business resource groups (BRGs), which are networks of employees who create a community based on shared identity, backgrounds, characteristics or life experiences. EnerSys’ BRGs are voluntary and employee-led, and they aim to bring people together and provide employees with a voice and a sense of belonging.
We are very proud of the success our BRGs have in shaping the culture at EnerSys. These networks all share a similar mission: alignment to our DEI initiatives and structural support backed by executive sponsorship. We are proud to have launched 2 new BRGs in 2022.
WOMEN IN LEADERSHIP
As part of our efforts to support gender diversity, we launched a BRG in 2020 focused on women at EnerSys. We are proud of the success our Women in Leadership (WiL) BRG has had in creating a support network for people across our organization. Each month they bring awareness to a new topic through events, dialogue and resources. In addition, WiL hosted its annual weeklong virtual symposium focused on leadership, empowerment, financial wellness, professional development and challenges women face in the workplace.
In an effort to expand their presence throughout the global organization, WiL launched an EMEA chapter with dedicated leadership and executive sponsorship to support local events and opportunities. Additionally, WiL established a corporate partnership with Women in Manufacturing as a way to bring development opportunities, mentorship and networking to EnerSys’ production employees.
HISPANIC/LATINX ORGANIZATION FOR LEADERSHIP IN ACTION
The Hispanic/Latinx Organization for Leadership in Action (HOLA) launched at EnerSys in early 2022 with a mission to develop a network of employees who celebrate the Hispanic/Latinx heritage. HOLA has created an inclusive and welcoming environment for its employee members with an aim at networking, enhancing cultural awareness, professional development and providing a positive impact to the local community. During Hispanic Heritage month in September & October, HOLA sponsored weekly celebrations including cultural spotlights, trivia, community donation drives, and featured cuisine.
ASIAN HERITAGE ASSOCIATION
A new BRG sprouted in late 2022 with a focus on the Asian employee community. The Asian Heritage Associate (AHA) was established to build visibility and awareness while celebrating the diversity of our Asian employees who are divided by boundaries but united by culture. The group initiatives will include various social networking, educational programs and cultural celebrations. For example, AHA hosted a kickoff event with a Diwali celebration in November that included a candle lighting ceremony, flowers, lights and Indian cuisine.
Workforce Training and Development
At EnerSys, we know that investing in our employees’ training and development is an investment in our business. In addition to our health and safety training, we provide our employees with both formal and informal learning and development opportunities to advance their skills and careers. While training courses like anti-bribery and corruption, compliance, code of conduct, safety and general data protection regulation (GDPR) are compulsory, employees have access to additional educational opportunities within and outside of EnerSys to advance their development. We prioritize access to foundational and advanced training for all employees. Every EnerSys employee has access to our internal learning platform, housing over 2,500 courses on a variety of topics.
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. The other major factor in assigning training is pay grade. Supervisors and managers often receive different assignments, targeted at manager responsibilities. On the right are assignments for typical USA-based employees.
| Employee Role | Hours of Required Training |
| USA Employees | 14.25 Hours |
| USA Manager | 19.4 Hours |
| Plant Manager | 21.5 Hours |
| USA VP | 10.6 Hours |
| Canadian Employee | 7.4 Hours |
| Canadian Manager | 4.5 Hours |
| Global Employee/Manager | 4.95 Hours |
We have established development programs to provide opportunities to foster the leadership skills of our talented employees, deepen their sense of purpose, and help to build intra-organizational relationships. EnerSys Leadership Program (ELP) is a year-long program run by the EnerSys Academy that includes graduate-level course work, leadership and management skills training, an overview of EnerSys products and processes, as well as development in general business acumen. The “flagship” Leadership Development Program 2022 cohort included twenty participants globally, up significantly from 15 in 2020-2021. In 2022, the program changed slightly to a calendar year program.
Employee Training
- Intro to Sustainability Training
- Climate Risk Training
- Anti Trust and Fair Competition Training
- Bribery and Corruption Red Flags Training
- MIS/Legal Information Security Breach Training
- Health and Safety
- Code of Business Conduct and Ethics Training
- Discrimination, Diversity and Harassment Training
The Global Academy continued its partnership with the Operations Team to maintain and expand the Operations Leadership Development Program. The program is designed to help high performing and high potential employees from our manufacturing locations develop skills and knowledge to advance in their career here at EnerSys. Nine employees in the Americas cohort joined eleven employees located in EMEA and APAC to continue the initial program.
To grow our catalog of available learning content, the EnerSys Academy has developed the Level UP program, which provides training, expert guidance, and support to individuals who have a desire to educate others. The internal certification process provides employees with the knowledge and skills needed to design and deliver effective training and presentations, allowing employees to educate one another and grow our collective expertise. The Level UP program kicked off Employee Learning Week, the week of December 5.
Employees from all over EnerSys conducted six different webinar sessions averaging 73 attendees per session. Attendance and reaction level survey information can be found below:
Level UP training continues into calendar 2023 as the Academy will be offering Monthly Webinars featuring "Level Uppers."
The Global Academy also kicked off the Engineering Mentoring program in 2022. Ten junior level Engineers have been paired with senior-level mentors from all areas and locations. Mentors were provided with guidance and training on effective mentoring, and both mentors and mentees participate in semi-monthly activities and training sessions. At the conclusion of the program, mentees are then assessed by their mentors for placement in the EnerSys Leadership Program, further mentoring or on to the burgeoning Fellows Program.
Talent Management
We encourage our employees to take ownership of their careers and we have therefore established robust talent management practices to empower our employees to continuously improve their performance and development. With a utilization rate of 95+%, the company has embraced a culture of Continuous Performance Management (CPM) in which employees schedule regular quarterly one-on-one meetings with their managers. CPM allows employees the opportunity to highlight their accomplishments, request real-time feedback, solicit support and align on near-term progress toward goals with their managers.
Our goal management approach is top-down, meaning that goals are cascaded down through the organization based on company initiatives routed in the EnerSys vision, key objectives and value metrics. Goals are set within three pre-set categories: People, Customer and Shareholder, and all are aligned with the EnerSys Operating System (EOS). Similarly, EnerSys core values - Teamwork, Energy, EOS, Customer Experience, Safety & Our Environment and Accountability - symbolize the actions, attitudes, qualities and behaviors we use every day to drive our vision and EOS culture. Through our annual performance review process, employees are encouraged to complete a self-assessment. At the same time, managers evaluate their employees based on progress towards annual goals and performance alignment with these core values.
In 2021, we launched a career development tool within our talent management system to allow employees to expand the focus of their CPM meetings beyond performance goal progress and to include career goals and aspirations. Unlike the performance goals created and owned by managers, employees can establish development goals, reinforcing their abilities to take charge of their career growth. Within the talent management platforms, employees can link and track development activities towards the progress of their goals while also leveraging learning opportunities.
Across our global organization, employees are urged to maintain their talent profiles within the talent management system to allow their managers, human resources and business leaders to have visibility to the broad range of skills and experience that our employees bring to the workplace. Using the talent profiles and performance management tools, managers have the mechanisms needed to evaluate their employees’ potential and drive development opportunities. These processes also help inform succession planning discussions, which occur annually with our global business leaders.
Community Engagement and Philanthropy
Being an active member of the communities in which we work and live is at the core of our culture at EnerSys. Being a good neighbor and strengthening local relationships is part of how we define sustainability at EnerSys. We support our employees in their efforts to volunteer their time in their communities.
We put our most robust emphasis on educational programs in schools and colleges, community activities and supporting employees who give freely of their own time to serve on boards or committees in many organizations. A core underlying principle to our efforts is to encourage diversity, equality and inclusion within the communities we operate in.
We are proud to support communities in our areas of operation and around the globe. EnerSys is dedicated to improving the lives of people through our time and products.
In 2022, we gave approximately $1 million to charities focused on the following priorities:
• Community and economic development
• Education and workforce development
• Health and human services
CHARITABLE GIVING PARTNERS
We also support our communities through partnering with Charitable Giving organizations to use their expertise and systems to use the dollars in meaningful ways. Below is a select list of our charitable contributions. This list is not comprehensive, as we partner with organizations of all sizes, but includes charities that have received donations greater than $2,500.
- Berks Business Education Coalition
- Berks County Community Foundation
- Big Brothers, Big Sisters
- Caron Foundation
- Centro Hispano
- Clare of Assisi House
- Eastern PA Scholarship Foundation
- Girl Scouts of Eastern PA
- Greater Reading Economic Partnership
- Hawk Mountain Council – Boy Scouts of America
- Olivet Boys & Girls Club
- Opportunity House
- Reading Hospital Foundation
- Reading Royals
- Reading Symphony Orchestra
- Remote Energy
- SafeBerks
- Slapshot Charites
- South Mountain YMCA
- YMCA of Reading and Berks County
Community Engagement Highlights
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Sustainability Update 2022
Learn how EnerSys is contributing to building a sustainable future