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Employee relations // diversity
Rojas started her initiative by sponsoring
a Six Sigma project on injuries at the plant.
Rojas, though, said the most important
thing her team did was talk to employees
Leveraging the full benefit of diversity
EMPLOYEE RELATIONS
Six Sigma is the data-based problem
solving tool used across Cummins. Rojas
recruited participants from various areas
of the plant to be part of her team to
ensure each area had a voice in the effort.
She said Borunda’s willingness to
enhance the “Ergo Team” by adding
15 young engineering interns was critical.
The engineers, who received some
basic training in ergonomics, brought
fresh new ideas to the project as well
as a lot of energy.
“Six Sigma is our cultural tool to attack
complex issues,” Borunda said. “Then
you need resources around to execute
the method and make the difference.”
An added benefit of Rojas’ initiative is
that the engineers will now have a good
understanding of how the processes they
design can impact an operator’s health,
positively impacting quality and efficiency
as well as health and safety.
Proper posture is key
As part of its review of plant operations,
the ergonomics team at San Luis Potosí
redesigned some jobs. In the “before” picture
on the left, an employee stretches awkwardly
to pick up something out of a bin. The job
was redesigned so the employee could pick up
to learn what they were thinking.
“The person doing a job, they know
what is giving them trouble, what is
causing them discomfort,” Rojas said.
“Really listening helps you come up with
the best solution and makes changes
much easier to implement.”
Plant leaders set priorities and implemented
a program in 2011 that included an
improved procedure to report incidents
to the medical department, prevention of
some injuries through exercise, and some
engineering changes in the way certain jobs
were performed.
In addition, a physical therapy clinic was
established using simple things like a tub
full of rice or lentils and blocks of wood
to enhance exercises to build strength.
“I think our project went beyond just
preventing injuries,” said Rojas, who
believes it could be a model for other
Cummins facilities. “Not only is the
plant safer, I think we’ve helped
improve the work environment, too.”
A diverse and inclusive work environment helps all
employees work more effectively and efficiently, both with
their local teams and with colleagues around the world.
This ability to work locally and globally allows Cummins to
focus on leveraging the full power of the Company for its
customers no matter where they are located.
One way Cummins works to create the
right environment for success is through
a program called Unleashing the Collective
Power of Groups and Individuals, also
known as the Affirmative Development
Project. This project brings employees
at all levels together to learn and practice
skills that facilitate better understanding
and engagement.
Workshops are customized for each
participating group, depending on its
specific needs, and help managers work
more effectively with affinity groups, which
are organized at Cummins around a specific
demographic trait, and Local Diversity
Councils, which are designed to promote
diversity in general. The project’s goal:
help all employees reach their full potential.
“This project helps employees who are
affinity group or Local Diversity Council
members, as well as leaders, better align
and strengthen their organizations. It helps
managers and supervisors better connect
with and lead diverse teams,” said Lisa
Gutierrez, Executive Director of Cummins’
Global Diversity Department.
HOW IT WORKS
While much of the discussion during
the sessions is customized to meet
the particular cultural needs of the
audience, the framework remains
the same around the world.
A series of one-on-one conversations with
employees at all levels of the organization
begins the workshop planning process.
These conversations are intended to
help the facilitators better understand
the intricacies and concerns of the
local cultures they will be working
with throughout the project.
The second part is a full day session with
affinity group and Local Diversity Council
members, their managers and the local
leadership. This event offers a venue for
employees to speak freely about issues,
work collaboratively to develop plans to
Highlights
»»
Affirmative
Development
Project goes to
Brazil and Australia.
»»
Chairman’s Diversity
Council meets on
a range of issues.
»»
Company adds
more employee
resource groups.
EMPLOYEE RELATIONS
what she needed without reaching a long way.
The plant has been seeing fewer ergonomic
injuries since making this and other changes.
SUSTAINABILITY REPORT 2011–2012 83