Empowering Team Members, Strengthening Communities
The talent, ambition and expertise of Parker team members is a powerful resource. By focusing their efforts through High Performance Teams and embracing an ownership mentality, team members drive our company forward and provide the foundation for sustained success.
In turn, Parker is committed to workplace safety and providing team members the resources, flexibility and autonomy to thrive both personally and professionally, and make a positive impact in the lives of those around them.
Safety
Safety is our highest priority. We have reduced our Recordable Incident Rate by 72% and our Lost Time Incident Rate by 44% through 2022[RT1] . We intend to reach our goal of achieving zero recordable incidents by 2030 through our continued focus on team member engagement along with having strong systems and procedures in place.
Parker’s safety management system is used at all locations and provides a range of specific tools and procedures. For leading indicator corrective action, we leverage a globally deployed Gensuite® operating platform to proactively manage corrective action and employ data analytics to address potential injury risk. More than 75,000 issues were analyzed for corrective action in 2022, including 16,000 identified during kaizen events and several thousand from the value stream HPTs, the balance coming from assorted team members submissions.
Engaged People
We strongly believe in empowering our team members to think as owners and take action to improve their areas of the business. Parker activates engagement through HPTs, which apply the expertise and perspective of team members who are closest to the product and customer to drive improvement throughout the company. Our 2022 survey achieved a 91% reponse rate with an overall engagement score of 73%, ranking within the top 8% among our proxy peers.
Diversity, Equity & Inclusion
We have four global HPTs focused on DE&I. Each is led by a senior executive and tasked with rethinking the way we attract and develop diverse team members, design education and awareness opportunities, and define sustainable progress measures in fostering an inclusive culture.
We have three team member led Business Resource Groups (BRGs) including Peer W for women; Parker Next to develop future skill sets; and Nia Network that attracts and retains Black team members.
Social Responsibility
Parker’s strategy empowers team members to make a difference in the places we call home. With support from the Parker Foundation, team members maximize their impact through four key programs:
- Volunteers: The global Volunteer Program includes paid volunteer time off and grants for the charitable organizations Parker people support.
- Grants: We have expanded our Grant Program to strengthen communities in 29 countries, directing more than $6 million to local charitable causes in 2022.
- Matching Gifts: Team members can double the impact of their personal donations to eligible organizations. In 2022, our team members extended their giving by requesting more than $800,000 in matching funds.
- Disaster Relief: We provide support to our team members and communities following natural disasters and other catastrophic events. In 2022, all Foundation giving totaled more than $7 million to global charities, not just disaster relief.
Equal Employment Opportunity Report
Review our Equal Employment Opportunity disclosure chart, which contains data from USA Parker Team Members' voluntarily self-identification as of Dec. 31, 2021.
Team Member Experience
Parker has a well-defined talent development program managed through our catalyst Talent Central system that connects all business units on a common platform and provides visibility to skill development, career planning and learning opportunities.
Our annual review process facilitates the identification of key talent and allows us to build meaningful development plans and align career growth opportunities, including robust succession planning for leadership roles.