Pay Balance
As part of Cummins’ leadership culture, we seek to inspire and encourage all employees to reach their full potential.
We recognize that bias can create barriers to individual success and advancement. If left unchecked, biases can negatively impact hiring decisions, promotion practices, and pay distribution. To create an environment in which talent decisions are free of bias, our policies, programs, training and detection processes must be effective.
We have a strong commitment to our stakeholders and to ourselves to prioritize pay equity and the closure of identified pay gaps. Our compensation policies and processes are designed to ensure employees are paid equitably for substantially similar work. Ensuring equity in our pay systems and the closure of pay gaps is critical in creating an environment that enables our employees to achieve their full potential. We apply multiple processes and methods to ensure pay equity and pay gaps are reviewed and addressed on a timely and ongoing basis.
A pay gap calculation is different from a pay equity review. An organization can have equal pay, and still have a gender pay gap.
Pay Gap Analysis –Our Pay Gap analysis calculates the raw pay gap or difference in average wages between male and female employees, or among race or ethnicity groups. A pay gap is most commonly driven by the underrepresentation of a demographic group in more senior and higher paying roles. At Cummins, closing pay gaps is part of our diversity, equity and inclusion work.
Pay Equity Analysis –Our Pay Equity analysis is a more refined statistical analysis that examines equal pay for employees doing similar work across diverse employee groups. A pay equity analysis will indicate whether reward and talent management practices resulted in the intended outcome of fair and equitable pay.
Gender Pay Gap Reporting
At Cummins, we are driving initiatives to increase the representation of women within the business and bring greater gender balance into our workforce at all levels. External interest in gender pay fairness is evident, as several countries where we have operations have enacted regulations mandating gender pay gap reviews and reporting.
Brazil’s Transparency and Equal Pay Reports
Cummins, as well as all companies in Brazil with 100 or more employees, must promote the disclosure of the Transparency and Equal Pay Reports provided by the Ministry of Labor and Employment (MTE) in accordance with Brazil’s federal Equal Pay (Law No. 14.611 of July 3, 2023), and subsequent regulations. The purpose of this law is to strengthen transparency and pay equity in companies, while encouraging the implementation of policies that promote diversity and inclusion programs and equal opportunities in the workplace.
Access the Transparency and Equal Pay Reports for all our business units (CBL, BLC, DCB, CDBS Osasco – Factory 1 and 2 and CDBS Resende):
- 2022 Report: Salary Transparency Report – 2022 Data
- 2023 Report: Salary Transparency Report – 2023 Data
- 2024 Report: Salary Transparency Report – 2024 Data
A Cummins, assim como todas as empresas no Brasil com 100 ou mais funcionários, deve promover a divulgação dos Relatórios de Transparência e Igualdade Salarial fornecidos pelo Ministério do Trabalho e Emprego (MTE) de acordo com a Lei Federal de Igualdade Salarial (Lei nº 14.611 de 3 de julho de 2023) e regulamentos subsequentes. O objetivo desta lei é fortalecer a transparência e a equidade salarial nas empresas, enquanto incentiva a implementação de políticas que promovam programas de diversidade e inclusão e igualdade de oportunidades no local de trabalho.
Acesse os Relatórios de Transparência e Igualdade Salarial para todas as nossas unidades de negócios (CBL, BLC, DCB, CDBS Osasco – Fábrica 1 e 2 e CDBS Resende):
- Relatório 2022: Relatórios de Transparência Salarial – Dados de 2022
- Relatório 2023: Relatórios de Transparência Salarial – Dados de 2023
- Relatório 2024: Relatórios de Transparência Salarial – Dados de 2024
France Gender Equality Index
Cummins is required by law in France to complete the Gender Equality Index which gives a score out of 100. The Index score is based on a set of scored factors with an overall possible score of 100. These factors include pay gap, the differences in the proportion between men and women who gain promotion or salary increases, women’s pay increases during maternity leave, and women in the company’s top 10 highest paid roles. Our 2025 results for our 2 legal entities in France are below.
Cummins Drivetrain & Braking Systems (formerly Meritor Industrial Products) – Saint-Etienne
Cummins Drivetrain & Braking Systems scored 93 out of 100, an industry leading index score and an improvement from the previous year; resulting from a clear work plan and commitment to gender equality. The group will continue promoting gender equality.
Cummins France SARL
Cummins France is a recently acquired business and as part of our integration plan, we engaged in socializing our mission, vision and values which includes our leadership behaviors model. Our core values include Diversity, Equity and Inclusion and during 2024 we began to implement strategies and actions that uphold our values and improve gender representation.
Cummins France SARL's gender equality index and pay gap indicator scores in previous years were incalculable. This was because there were insufficient numbers of men and women in pay comparison groups and that those groups large enough to compare were less than 40% of the workforce. Incalculable results are common among smaller companies (50 to 250 employees) like Cummins France.
As gender representation has begun to improve, this year Cummins France could calculate its 2024 gender equality index and pay gap indicator scores for the first time ever. Cummins France scored 69 pts out of 100. While we recognize the progress made, we acknowledge that there is work to be done. To drive further improvement, we have developed the following goals:
- Pay gap: 19 pts / 40. We will carry out a specific analysis, during each annual salary review exercise, to ensure the absence of unjustified gaps in terms of pay between women and men of the same classification and same age group. Corrective actions will be put in place if any anomalies are identified. We will expand sourcing and recruitment and reinforce efforts to develop and retain talent across all job grades, taking an inclusive lens that confirms full consideration of female talent particularly among higher level roles.
- Difference in distribution of individual increases: 35 pts / 35.
- Percentage of employees receiving pay raises upon their return from maternity leave: 15 pts / 15.
- Balance between the number of women and men in the 10 highest salaries: 0 pts /10. We will create succession plans for our critical roles to ensure gender balanced representation. These plans will incorporate development initiatives designed to facilitate the upward mobility of our female talent.
Index de l’égalité professionnelle entre les femmes et les hommes
Cummins est tenu par la loi française de compléter l'index égalité professionnelle hommes - femmes qui donne un score sur 100. Le score de l’index est basé sur un ensemble de facteurs notés avec un score global de 100. Ces facteurs comprennent l’écart de rémunération, les différences de proportion entre les hommes et les femmes qui obtiennent une promotion ou une augmentation de salaire, les augmentations de salaire des femmes au retour du congé maternité et les femmes occupant les 10 postes les mieux payés de l’entreprise. Nos résultats 2025 pour nos 2 entités juridiques en France sont indiqués ci-dessous.
Cummins Drivetrain & Braking Systems (formerly Meritor Industrial Products) – Saint-Etienne
Cummins Drivetrain & Braking Systems a obtenu un score de 93 sur 100, un score de référence dans l’industrie et une amélioration par rapport au score de l’année précédente, résultant d’un plan défini et d’un engagement en faveur de l’égalité des sexes. Le groupe continuera à promouvoir l’égalité des sexes.
Cummins France SARL
Cummins France SA est une entreprise récemment acquise et, dans le cadre de notre plan d’intégration, nous nous sommes engagés à transmettre notre mission, notre vision et nos valeurs, y compris notre modèle de comportements de management. Nos valeurs fondamentales comprennent la diversité, l’équité et l’inclusion et, en 2024, nous avons commencé à mettre en œuvre des stratégies et des actions qui respectent nos valeurs et améliorent la représentation des genres.
L’index égalité professionnelle entre les femmes et les hommes et les scores des indicateurs entre les écarts salariaux hommes/femmes étaient incalculables au cours des années précédentes. En effet, le nombre d’hommes et de femmes dans les groupes de comparaison des salaires était insuffisant et les groupes suffisamment grands pour opérer une comparaison représentaient moins de 40 % de la main-d’œuvre. Pour les petites entreprises (50 à 250 employés) comme Cummins France, il est courant d’obtenir un index incalculable.
Alors que l’égalité des genres a commencé à s’améliorer cette année, Cummins France a pu avoir un index calculable pour la première fois pour l’année 2024.
Cummins France a obtenu un score de 69 points sur 100. Bien que nous reconnaissions les progrès réalisés, nous reconnaissons qu’il existe une vraie marge de progression.
Afin d’améliorer l’égalité des hommes/femmes chez Cummins France SA, nous nous sommes fixé les objectifs suivants :
- Écart de rémunération: 19 points/40. Nous allons effectuer une analyse spécifique, lors de chaque exercice annuel d’augmentation salariale, afin de s’assurer de l’absence d’écarts injustifiés en termes de salaire entre les femmes et les hommes de la même classification et du même groupe d’âge. Des mesures correctives seront mises en place si des anomalies sont identifiées. Nous élargirons le sourcing et le recrutement féminin et renforcerons les efforts pour développer et fidéliser les talents à tous les échelons, en adoptant un prisme inclusif qui confirme la prise en compte total des talents féminins, en particulier dans les postes de niveau supérieur.
- Écart des augmentations individuelles: 35 points/35.
- Pourcentage d’employés recevant une augmentation de salaire à leur retour de congé maternité: 15 points/15.
- Équilibre entre le nombre de femmes et d’hommes dans les 10 salaires les plus élevés : 0 points/10. Nous créerons des plans de relève pour nos rôles critiques afin d’assurer une représentation équilibrée entre les genres. Ces plans intégreront des initiatives de développement conçues pour faciliter la mobilité ascendante de nos talents féminins.
Australia Workplace Gender Equality Reporting
The Workplace Gender Equality Agency (WGEA) is an Australian Government statutory agency that promotes and improves workplace gender equality. Each year Cummins is required to complete a detailed questionnaire relating to 6 “gender equality indicators” and submit workforce statistics on employment activity, workforce composition, salaries, and remuneration. To learn more about Workplace Gender Equality in Australia and the work Cummins is doing to improve gender balance in its workforce visit www.wgea.gov.au and view the Cummins Gender Equality Report for Australia in 2023
UK Gender Pay Reporting
Cummins in the UK is required by the UK Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 to publish statutory calculations every year showing certain gender pay gap data between our male and female employees.
It is important to note that the gender pay gap is different to equal pay, which is about pay of men and women for equal work. An organization can have equal pay, and still have a gender pay gap. The mean gender pay gap is the difference in the average hourly pay for all women compared to all men. The median identifies the middle point of a population. The median pay gap is the gap between the hourly pay rate for a woman at the mid-point, compared to the pay rate of a man at the mid-point.
The mean pay for men within Cummins Ltd. is 3.9% higher than that of women. The median pay for men is 6.7% higher than that of women. The Cummins Ltd. gender pay gap remains low in the context of the 2023 national Manufacturing Sector average figure of 11.2% mean and 15.9% median.
You can read more about our work to improve gender balance in the Cummins in the UK 2024 Gender Pay Gap Report
Past Reports:
- 2023 Report: Cummins in the UK 2023 Gender Pay Gap Report
- 2022 Report: Cummins in the UK 2022 Gender Pay Gap Report
- 2021 Report: Cummins in the UK 2021 Gender Pay Gap Report
- 2020 Report: Cummins in the UK 2020 Gender Pay Gap Report
- 2019 Report: Cummins in the UK 2019 Gender Pay Gap Report
- 2018 Report: Cummins in the UK 2018 Gender Pay Gap Report
- 2017 Report: Cummins in the UK 2017 Gender Pay Gap Report
Cummins, Inc. acquired Meritor, Inc. on 3-Aug 2022. This included Meritor Heavy Vehicle Braking Systems (UK) Ltd. which is reported separately from Cummins other legal entities in the UK.
You can read more about Meritor´s Gender Pay Gap Reporting in this report: Meritor Heavy Vehicle Braking Systems (UK) Pay Gap Report 2024
Past Reports:
