Environmental, Social & Governance

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JBT has a long tradition and culture of doing what is right, partnering with our customers, and giving back.

We have employees located throughout the world. At the end of 2020, we had approximately 6,200 employees worldwide, with approximately 3,400 located in the United States. We operate sales, service, manufacturing and sourcing operations in more than 25 countries.  Our strong employee base, along with their commitment to our uncompromising values of integrity, accountability, continuous improvement, teamwork, and customer focus, provide the foundation of our company’s success.

Our core values provide a solid foundation for long-term sustainable and successful business.


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Diversity, Equity & Inclusion

JBT embraces diversity, equity and inclusion (DEI), and we believe a diverse workforce fosters innovation and cultivates an environment filled with unique perspectives. We are committed to creating an inclusive culture where employees can bring their whole selves to work and strive to use our resources to support causes that help to create a respectful and accepting global community.

As part of JBT’s commitment to DEI, a global DEI Council was established at our global headquarters and has partnered with the executive team to develop and deploy programs, processes, and communications to further our DEI objectives. The mission of the council is to increase diversity at all levels amongst the JBT community by ensuring there is an inclusive, equitable and welcoming culture for all to thrive and grow at JBT. Specifically, we have partnered with an industry leader in DEI to develop and launch the JBT Inclusive Leadership Series (ILS). The ILS is a 6-session program that focuses on providing a series of structured and interactive leadership training sessions to leaders across the organization, with the primary objective to help JBT leaders incorporate inclusive practices into the way they manage their teams.

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We are also focused on recruitment of diverse candidates as well as on internal talent development of our diverse leaders so that they can advance their careers and move into leadership positions within the company.

To promote awareness and provide guidance for future DEI programs, JBT’s senior management hosted a series of listening sessions which provided employees the opportunity to share their experiences as diverse persons within JBT.

Finally, we have partnered with three organizations whose missions focus on addressing inequality, fostering diverse and inclusive organizations and societies, and serving under-resourced communities. This includes investments of our employee’s time as well as JBT resources.


Talent Attraction and Development


Employee Resource Groups

Employee Resource Groups (ERGs) build high-trust relationships that help companies flourish. The groups foster a sense of belonging and inspire conversation, bring new ways to look at issues and drive innovation. In 2021, we plan to introduce two employee resource groups.


Employee Engagement Survey

In an ever-growing competition for the best employees, companies need to provide a good working environment. Moreover, job satisfaction increases productivity and generates better employee performance. Specifically, it is an organization’s ability to energize the discretionary efforts of its employees that enable better performance and more engaged employees. We have conducted engagement surveys across JBT in different forms, and plan to deploy our first organization-wide employee survey in 2021.


Development of our Employees

We invest in programs and processes that develop our employee’s capability to ensure that we have the talent we need to execute our strategic plan.

Our executive Performance Management Program ensures that all leaders have clear priorities, and that their performance relative to these priorities are linked to their total rewards package.

Our annual Leadership Development Process includes a full-day talent discussion in each of our businesses and culminates in a talent review with the executive leadership team and the Compensation Committee of the Board of Directors. The result is a specific and actionable talent plan in every business that ensures the execution of the important priorities set for each business.

Our Leadership Excellence Program provides an overview of the 13 competencies that have been identified in successful JBT leaders and deploys a formal framework through which these traits can be assessed and developed. This ensures a fair, accurate and consistent approach in the development and assessment of leaders and potential leaders.


Employee Health & Safety

Employee safety is of paramount importance to JBT. We understand risk is a part of doing business but make managing this risk is a priority to all our employees. We give employees the proper tools through risk management techniques, training and empowering employees to stop work if they encounter a risk they perceive as too great. These tools, along with the management belief that all injuries can be prevented drive our Employee Health and Safety (EH&S) program.

JBT Target Zero

We have a corporate objective of Target Zero, “We’re committed to Zero Incidents, Worldwide, Every day.” These programs, and others, are the highlights of a foundational commitment to safety that shows in our recordable and lost-time rates below. In 2020, our Recordable Incident Rate (RIR) was 0.97, which is better than the 2019 Bureau of Labor Statistics (BLS) average of 4.18 for the industries we operate in. Our Lost Workday Care Incident Rate of 0.13 was also
better than the 2019 BLS average of 2.4.

 

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Metrics include full-time and contract employees.

Specifically, we have deployed a global Near Miss reporting program, under which potential unsafe conditions or behaviors are proactively reported and corrected before they become an injury. We require our employees to report near miss incidents when they occur. This gives us an opportunity to prevent future incidents because by collecting this data we help create a culture that seeks to identify and control hazards, which will reduce risks and the potential for harm.

In 2020, more than 13,000 near miss incidents were reported by our employees, for an average of 2.15 incidents reported per employee. Our goal was for each employee to report at least 1.50 each.


Covid-19 Response

We have taken significant actions to keep our employees safe throughout the COVID-19 Pandemic. In March 2020, we formed the COVID-19 Crisis Response Team, comprised of senior leaders across JBT, to develop and deploy policies, programs, and protocols that ensure the effective management of pandemic-related risks to JBT employees. This included, but is not limited to, global travel guidelines, personal protective equipment (PPE) and social distancing requirements, required location protocols, testing and return-to-work policies.

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