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Inclusion, Diversity, Equity and Awareness

It Starts With an IDEA

At TPI we are committed to building an inclusive culture. We value diversity in all forms, especially diversity of thought. Our organization prides itself on finding talent that is dedicated to cultivating an environment where collaboration and inclusion can thrive and where everyone feels a true sense of belonging and can bring their full self to work.
IDEA - DEI Image

We define IDEA as:

  • Inclusion is the act of creating environments where everyone feels a sense of belonging and is welcomed, heard, valued and encouraged to participate fully.
  • Diversity is all the ways in which people differ, encompassing the characteristics that make one individual or group distinct from another.
  • Equity is fair treatment, such as providing access to opportunities for advancement and ensuring that everyone feels they can grow in the organization.
  • Awareness is building an accountable culture of choice, facilitating learning opportunities for all and celebrating our efforts internally and externally.
Deane, Chief People Officer of TPI
Building inclusive cultures does not happen just because you will them to be, you have to take very intentional actions as an organization to recognize the culture you want or you might not like what you end up with. – Deane Ilukowicz, Chief People Officer

Everyone has a voice. We want to listen to yours.

Our TPI IDEA Vision is:

As a global business, all of us at TPI have an incredible opportunity to benefit from the diversity we have in our company. We can and will do more to maximize the positive impact that inclusion, equity, diversity, and a feeling of belonging can bring. We recognize that there is value in promoting different ways of thinking, celebrating unique perspectives, and ensuring that diverse points of view are listened to and respected. We want every one of our global associates to feel fairly treated and have equal opportunity to grow their careers at TPI. Our leaders are accountable for intentionally creating an environment where every associate is heard, included, and valued, regardless of any likenesses or differences.

As part of our IDEA program, we conduct an annual IDEA survey and have implemented a Continuous Listening strategy, which aims to elicit associates’ feedback from networked associates monthly. These feedback mechanisms provide an anonymous space for associates to give honest responses. In 2024, our aggregated participation rate was 98% and we received more than 12,000 associate comments. By collecting continuous feedback, we can better support our associates in cultivating an environment where everyone feels they have a voice.

In 2024, we experienced an uptick from 2023, where the average score across our population increased from 7.7 to 7.9 on a scale of 0 to 10 (0 = not at all, 10 = absolutely), with close to half of our global population categorized as promoters on an employee net promoter scale (eNPS). For context, the Peakon Manufacturing Benchmark for the top 25% of manufacturing companies is 8.3. We continue to improve our culture of inclusion, where all our associates feel a sense of belonging and identity, and where access to opportunity is fair and equitable. The increase this year was seen in all three survey areas of Inclusion, Diversity, and Equity. Every geographic region, function, and business team can breakdown specific results for their associate community, so that action plans are relevant and optimized.

 

MX DEI Page Team Photo

 

IDEA Embraced at All Levels

We have an immense opportunity to learn from many different backgrounds and cultures. Annually, each facility develops an action plan and is held accountable for their results. IDEA is embraced at all levels of the organization; it is about all of us making a commitment to seek to understand the thoughts, feelings, and beliefs of others and be respectful of them even if they differ from our own.
Image of TPI Chief People Officer
Our entire Leadership team is committed to listen, learn, and work together to take meaningful action for lasting change at TPI. – Bill Siwek, CEO and President
 

We believe the initiatives we have undertaken to advance IDEA have already and will continue to positively affect both enhancing our culture of inclusion and increasing representation of under-represented groups. We believe these initiatives help everyone within our company feel a sense of belonging and creates opportunities to succeed and thrive.

TPI associates at all levels of the organization receive formal training on topics related to building an inclusive culture at TPI. Our Inclusive Leadership training is deployed to all leaders in the organization. This training focuses on understanding inclusion, diversity, and equity, identifying the characteristics, of an inclusive leader, and formulating a personal plan to put these characteristics into action. In 2024, our associates dedicated over 2,900 hours to IDEA trainings. Moving forward, we will focus on strengthening supplier diversity programs and continuing to embed IDEA into compensation, performance, and talent practices.

The IDEA Journey Continues

At TPI, we know that IDEA is not a destination, but a journey. We are consistently adjusting and adapting IDEA plans to put forth initiatives that are purposeful. By not being intentionally inclusive, we run the risk of being unintentionally exclusive. We believe the initiatives we have undertaken to advance IDEA have and will continue to positively affect both enhancing our culture of inclusion.

At TPI IDEA is more than a program, it is who we are, how we think, and how we behave. It is truly part of our organizational DNA. As we continue our IDEA journey, we use language that is intentional and reflects our own thinking. To strengthen our IDEA efforts, we have created and implemented multiple impactful initiatives including our TPI IDEA Council, Associate Resource Group creations, and partnerships with some of the most influential companies in the IDEA space. We encourage you to visit our additional IDEA pages to learn more.