Ingersoll Rand Inc. (IR) — ESG & Values Scores

Environment story

Ingersoll Rand discloses environmental goals but lacks granular Scope 1, 2, and 3 emissions data in public filings. The company states commitment to GHG emissions reduction, renewable energy, water usage and landfill waste targets but does not specify net-zero year or quantify baseline/current emissions. Risk factors acknowledge ESG cost exposure and reputational challenges. Acquisitions of SSI Aeration and TMIC/Adicomp align with clean energy and renewable natural gas positioning, suggesting incremental decarbonization investment. However, absence of verified Scope 3 disclosure and unclear net-zero timeline trigger material deductions. No major environmental controversies or toxic waste liabilities disclosed in reviewed materials.

Criticisms on file

Superfund and Environmental Liability Exposure
Source: 10-K Risk Factors: 'We have been identified as a potentially responsible party with respect to several sites designated for cleanup under the Superfund or similar state laws.'
Undisclosed Scope 3 Emissions and Net-Zero Timeline
Source: 10-K: Company announces environmental goals but does not disclose Scope 1, 2, or 3 emissions baselines, current levels, or net-zero target year in SEC filings.

Disclosed initiatives

Environmental Goals and Sustainability Commitment

Company announced commitment to environmental goals with respect to greenhouse gas emissions, renewable energy, water usage and landfill waste. Specific targets and timelines not disclosed in 10-K.

Directional sustainability positioning; no quantified impact absent baseline/target data.
SSI Aeration Acquisition (February 2025)

Acquisition of wastewater treatment equipment manufacturer enables combination with low-pressure compressor technologies to provide end-to-end solutions for water treatment.

Supports customer sustainability processes in water treatment; incremental clean-energy exposure.
TMIC/Adicomp Acquisition (July 2025)

Acquisition of international air/gas compressor manufacturer and subsidiary focused on renewable natural gas industry engineered-to-order solutions.

Expands renewable natural gas segment; positions company in emerging clean energy applications.

Social story

Ingersoll Rand reports 21,000+ global employees (6,100 US-based) with approximately 370 US union-represented workers and significant international works councils. Voluntary turnover rates are 8.1% (hourly) and 7.8% (salaried) in 2025, indicating modest stability. Company emphasizes ownership culture via Ownership Works equity grant program and achieved 88% engagement survey participation with 81 engagement score (top 10% manufacturing benchmark). Leadership development programs, diversity recruitment partnerships (Disability IN, SHPE, National Black MBA, Women in Manufacturing), and 'Lead Like an Owner' executive program documented. CEO-to-median-worker pay ratio not disclosed; diversity percentages for leadership/board not disclosed in reviewed materials. Supply-chain human-rights audits, labor controversies, or strikes not reported. Company maintains satisfactory labor relations claim with no material work stoppages mentioned.

Criticisms on file

Potential Labor Disputes Risk
Source: 10-K Risk Factors: 'Although we believe that our relations with employees are satisfactory and have not experienced any material work stoppages, work stoppages have occurred, and may in the future occur, and we may not be successful in negotiating new collective bargaining agreements.'

Disclosed initiatives

Ownership Works Program

Equity grant program provided to all eligible new and acquired employees regardless of organizational level after one year of service, designed to foster ownership culture.

Broad-based equity participation; supports employee retention and engagement.
Employee Engagement and Development

Strategic talent reviews, succession planning, multi-year development plans, mid-year and year-end reviews for all salaried employees. Training resources and tracking via HR systems. Engagement survey achieved 88% participation in May 2025 with 81 engagement score.

Strong engagement (top 10% manufacturing); supports retention and leadership pipeline.
Diversity Recruitment Partnerships

Collaborations with Disability IN, Society of Hispanic Professional Engineers (SHPE), National Black MBA Association, and Women in Manufacturing to attract early and mid-level talent from diverse backgrounds.

Targeted talent pipeline expansion; external recognition of inclusive culture.
Leadership Development

'Lead Like an Owner' executive-level program to establish leadership standards and build top-level succession. Skill-based programs for manufacturing employees. Instructor-led and online learning content delivered globally.

Establishes inclusive leadership development as core competency; supports internal promotion and gender/URG advancement pathways.
Great Place to Work Recognition

Won Great Place to Work certification in United States and several Latin American countries.

External validation of employee culture and work environment quality.

Governance story

Ingersoll Rand maintains single-class share structure with no dual-class voting supermajority disclosed. Board independence percentage not explicitly stated in reviewed proxy excerpt, but governance framework includes Compensation Committee oversight. Company discloses lobbying exposure and acknowledges anti-ESG regulatory pressures and federal directives targeting DEI programs (executive orders in early 2025). No active antitrust proceedings, consumer-safety fines, or SEC consent decrees disclosed in 10-K. Goodwill and intangible asset impairments of $229.7M (goodwill) and $43.7M (tradenames) in 2025 reflect fair-value adjustments following organizational changes and market conditions; no regulatory sanctions noted. Company subject to Superfund environmental liability but not as primary defendant in active proceedings. Proxy materials show structured executive compensation with clawback policies and equity grant governance.

Criticisms on file

Anti-ESG Regulatory Pressure and Federal Compliance
Source: 10-K Risk Factors: 'Various presidential executive orders issued in early 2025 implement new obligations for Federal contractors/subcontractors... directs Federal agencies to formulate enforcement plans to deter DEI programs in the private sector... Several states have enacted or proposed anti-ESG policies or legislation.'
Lobbying and Trade Association Alignment Risk
Source: 10-K Risk Factors: 'Shareholder, customer and regulatory agency emphasis on environmental, social, and governance responsibility may impose additional costs... Conversely, anti-ESG sentiment has gained momentum... various presidential executive orders issued in early 2025... NGOs may criticize our sustainability initiatives or take actions against us like boycotts or adverse media campaigns.'
Goodwill and Intangible Asset Impairment History
Source: 10-K: Q2 2025 impairments of $229.7M goodwill (Biopharma $170.3M, Aerospace & Defense $59.4M) and $43.7M tradenames reflect post-acquisition integration challenges and forecast revisions following organizational changes.

Disclosed initiatives

Compensation Clawback Policy

Policy in place for recovery of compensation in specified circumstances (details in proxy statement Section on Compensation Clawback Policy).

Governance safeguard for executive accountability.
Equity Grant Policies

Documented policies governing equity grants to executives and employees, including vesting, clawback, and blackout provisions.

Aligns long-term incentives with shareholder interests; mitigates short-term compensation abuse.
Annual Goodwill and Intangible Asset Impairment Testing

Rigorous testing regime using income (75%) and market multiples (25%) approaches; discount rates 8.0%-10.0%, terminal growth rates 2.5%-3.5%. Interim testing performed when organizational changes occur.

Conservative asset valuation practices; $229.7M goodwill impairment and $43.7M tradename impairment in 2025 reflect disciplined accounting.
Board and Committee Governance

Compensation Committee provides structured oversight of executive pay, performance metrics, and equity awards. Regular compensation risk assessments conducted.

Mitigates pay misalignment and conflicts of interest.

These are Missionomics' own editorial scores — directional signals built from disclosed facts under a published method, not certifications or definitive ratings of Ingersoll Rand Inc.. Coverage and confidence vary by data point, and figures can lag real-world changes. Read the full Methodology for sourcing, scoring, and correction details — or open Ingersoll Rand Inc. in the app for interactive charts and portfolio building.

More in Industrials

Space Exploration Technologies Corp. (SPCX) Caterpillar Inc. (CAT) GE Aerospace (GE) RTX Corporation (RTX) Union Pacific Corporation (UNP) The Boeing Company (BA)