Employee Demographics

Our continued success is propelled by the collective energy and talent of the nearly 3,500 members of our team. Our employees are based in more than 20 countries around the world, representing multiple business units. The Hunter culture is strengthened by spirited, enthusiastic, and creative professionals who are dedicated to delivering a high level of customer satisfaction and measurable results.
Goal
Employee Training Satisfaction
Increase employee satisfaction level with training and development opportunities to 80% by 2025 and 85% by 2030

Employee training directly impacts product quality, customer service, employee safety, and retention. COVID-19 significantly impacted our training programs in 2020. Employee development plans were delayed, and in-person training was canceled or postponed for on-campus employees. Despite the challenges caused by the pandemic, we made a huge effort to shift internal programs to virtual, instructor-led training. As a result, our Learning Management System has seen increased use by employees both on and off campus.

To assess employee engagement, we conducted our biennial employee engagement survey that provided critical insights into our training programs. The results of the 2020 survey showed a 5% increase in the number of employees who said they were offered professional development training. In addition, 75% reported they were often or almost always satisfied with training and development opportunities at Hunter. Moving forward, we will continue to seek ways to further improve employee satisfaction with training.

Number of employees satisfied with training and development opportunities in 2020
smiley73%
Employee Training
Employee Training
Ruben Ramos
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Driving Employee Career Growth with the Tuition Reimbursement Program

Another way we encourage employees to expand their skills is through our annual Tuition Reimbursement Program. Employees pursuing higher-level education are eligible to receive up to $5,250 per year for qualifying education expenses. This applies to active, regular, full-time employees who work at least 30 hours per week.

“The Tuition Reimbursement Program here at Hunter Industries allowed me to further my education so I could seek out better career opportunities. Career development was one of my main focuses when I first was hired at Hunter Industries. Through the company’s support and the encouragement from HR staff and my peers, I earned my bachelor’s degree, which directly led to the opportunity I have today. I am beyond excited that I was able to complete my education and earn a promotion at Hunter Industries.”

— Ruben Ramos, Manufacturing Supervisor, San Marcos, California

Goal
Employee Health and Safety
Year-over-year accident and injury reduction

Providing safe working conditions is a responsibility that Hunter takes very seriously. In 2020, we found new ways to ensure the health and safety of our employees amid the challenges of a global pandemic. Because our products support critical infrastructure, our business was considered essential, and we continued operating during the pandemic. Throughout the year, we had to meet unprecedented demand for our products while protecting the health of our employees, their families, and our communities.

Our Environmental, Health, and Safety (EH&S) Team created a COVID-19 Preparedness and Response Plan to keep employees safe. Multiple teams worked together to implement the following steps and minimize the spread of COVID-19 at Hunter facilities:

  • Requiring all employees who can work productively from home to do so until it is safe to return to campus.
  • Disinfecting workstations and frequently touched objects on a regular basis.
  • Offering on-site health screenings and support.
  • Requiring at least 6' of distance between employees; when not feasible, we placed plastic barriers between workstations.
  • Staggering break times and lunch periods to limit contact between employees.
  • Requiring employees to wear a face covering when they are on campus.
  • Leaving doors open to increase circulation and limit the number of surfaces employees are required to touch, except doors required by fire code to remain closed.
  • Banning all on-site visitors except preapproved, business-critical vendors and customers.
  • Enhancing employee training around social distancing and good hygiene.
  • Scheduling “return to the workplace” training prior to employees coming back to their on-site workstations.

In addition to our COVID-19 efforts, we continued to strive for year-over-year workplace injury and accident reduction, with the goal of an incident-free workplace. Despite the challenges we faced due to the pandemic, we accomplished some important safety objectives:

Health and safety San marcos
San Marcos, California
  • Installed Fall Arrest Systems on eight buildings.
  • Created and implemented a Wildfire Plan, an iiX Remote Monitor Program for all non-California approved drivers, and an Acetal Response Program.
Health and safety Clermont
Clermont, Florida
  • Updated and modernized our Emergency Action Plan and Hurricane Response Plan.
  • Completed important industrial hygiene studies related to heat, air quality, and noise.
  • Trained employees to complete critical monthly fire and safety inspections.
Health and safety City of Industry
Tijuana, Mexico
  • Implemented a Find and Fix Program to encourage employees to report unsafe conditions.
  • Initiated 5-minute safety talks during each shift to raise employee awareness of the program.

In 2020, we selected two key indicators to publicly measure our progress. Total Recordable Incident Rate (TRIR) is a well-accepted lagging indicator that provides bottom-line information on the number of work-related injuries and illnesses in relation to the total number of employee hours worked. The Hazard Identification Rate, a leading indicator, demonstrates our progress toward proactively preventing injuries and accidents.

Our 2020 numbers showed mixed results. TRIR went down at our facilities in Jaguariúna, Brazil, and Tijuana, Mexico. However, TRIR increased at our facilities in Clermont, Florida, and San Marcos, California. These results led to a slightly higher companywide rate in 2020 than in 2019, but on par with our 2018 rate. Our Hazard Identification Rate declined across the three campuses that tracked it.

We will work to more actively identify and correct hazards in 2021 so that they do not become incidents. As our hazard identification rates improve, we expect to see incident rates decline over time.

PTO Sharing
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New Paid Time Off (PTO) Sharing Plan Supports Employees Who Need Extra Time Away from Work

In 2020, Hunter Industries implemented a PTO Sharing Plan to assist employees who are adversely impacted during major disasters or emergencies, such as the COVID-19 pandemic. We recognize that the pandemic and other disasters can present severe hardships that sometimes require employees to take additional time off beyond accrued PTO. The new plan allows all eligible U.S.-based employees to donate accrued PTO to a leave bank that will be used to assist their coworkers during times of need.

Goal
Employee Wellness
Increase the number of employees participating in wellness programs by 20% by 2030

Adapting Employee Wellness Initiatives in Response to the COVID-19 Pandemic

In early 2020, we launched Total Balance, a holistic wellness program available to all employees regardless of their location. Due to COVID-19, we paused many of our wellness initiatives to focus on employee safety and business continuity. We look forward to continuing our wellness journey by expanding Total Balance as conditions allow.

Goal
Community Development & Charitable Giving
Increase charitable giving to $2.5 million by 2030

We are proud to support the communities where we live, work, and play. Because most of our employees work near our campuses, we typically invest in organizations serving Southern California and greater Clermont, Florida, in the United States along with Northern Baja California in Mexico. An internal committee identifies opportunities throughout the year to distribute charitable giving to three core areas: education, community, and the environment. Because of uncertain revenue flow in early 2020 due to COVID-19, we paused our charitable giving program for a short time, resulting in slightly reduced charitable contributions compared to 2019. Still, we provided almost $500,000 to more than 64 organizations. In 2021, we are redoubling our commitment to increase our contributions to $2.5 million by 2030. Meanwhile, we are pleased to highlight some initiatives that we supported last year.

James Floros,
President and CEO,
Jacobs & Cushman
San Diego Food Bank,
San Marcos, California

San Diego Food Bank

“We extend our heartfelt gratitude to Hunter Industries for supporting the San Diego Food Bank and our North County Food Bank chapter during this unprecedented public health crisis that has had a devastating impact on our community and local economy, forcing tens of thousands of families to seek food assistance. With widespread business closures, record unemployment, and skyrocketing food insecurity, donations are critical to the Food Bank since we are currently feeding nearly 600,000 people per month due to the pandemic and soaring need. Hunter’s donation to our COVID-19 response programs provided 75,000 meals to those in need in San Diego County.”

Goal
Volunteering in the Community
Increase employee volunteer hours by 25% by 2025 and 50% by 2030

Because of COVID-19 and our commitment to employee health and safety, we were unable to sponsor in-person volunteer activities during 2020. We explored the possibility of virtual volunteer opportunities but did not move forward with developing a program. Engaging with the community is still an important focus area for our CSR efforts, and we will continue to develop new ways to support local initiatives going forward. This may include incorporating a CSR software platform to share and track volunteer opportunities across the organization.

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Delivering Help to Senior Citizens in Need

Since 1973, ElderHelp has provided San Diego seniors with personalized services and information to help them remain independent and live with dignity in their own homes. The nonprofit organization impacts the lives of more than 6,500 seniors and their families each year by providing vital services such as housing support, transportation, advocacy, home safety management, and support for family caregivers. In partnership with United Way of San Diego County, several Hunter Helping Others (H2O) team members in San Marcos assembled 300 hygiene kits at home with their families, which were provided to local seniors.

Community Volunteer