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):

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):​

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

 

Computable indicator (1 = yes, 0=no)

 Maximum number of points in the indicator Final result obtained Maximum number of points of the calculable indicator Number of points obtained
1 - Compensation difference (in %) 1 40 2.41% 40 37
2 - Deviation in individual increase rates (in % or equivalent number of employees) 1 35 0.8 35 35
3 - Percentage of employees who received an increase in the year following their return from maternity leave 1 15 100 15 15
4 - Number of employees of the underrepresented sex among the 10 highest remumerations 1 10 5 10 5
Total calculable indicators       100 92
Index (on 100 points)       100 92

For 2025, the Saint Etienne site scored 92 out of 100, an industry leading index score resulting from a clear work plan and a commitment to gender equality.

 

Cummins France SARL 

 

Computable indicator (1 = yes, 0=no)

 Maximum number of points in the indicator Final result obtained Maximum number of points of the calculable indicator Number of points obtained
1 - Compensation difference (in %) 0 40 Incalculable 0  
2 - Deviation in individual increase rates (in % or equivalent number of employees) 1 35 1.5 35 35
3 - Percentage of employees who received an increase in the year following their return from maternity leave 1 15 100 15 15
4 - Number of employees of the underrepresented sex among the 10 highest remumerations 1 10 1 10 0
Total calculable indicators       60 50
Index (on 100 points)       100 Incalculable

For 2025, the equality index and pay gap indicator scores is incalculable for Cummins France SARL. This is because there is insufficient numbers of men and women in pay comparison groups and that those groups large enough to compare are less than 40% of the workforce. Incalculable results are common amongst smaller companies (50 to 250 employees) like Cummins France.

Our core values include Diversity and Inclusion. During 2024 after acquiring Cummins France, we began to implement strategies and actions that uphold our values and improve gender representation. We acknowledge that there is work to be done. We will expand sourcing and recruitment and reinforce efforts to develop and retain talent across all job groups, taking an inclusive lens that confirms full consideration of female talent particularly among higher level roles. We will also create succession plans for our critical roles to ensure gender representation. These plans will incorporate development initiatives designed to facilitate upward mobility of female talent.

France Equality Index Report 2026 (English)

France Indice D’égalité Des Sexes

En France, la loi exige de Cummins qu’elle remplisse l’indice d’égalité des sexes qui donne une note sur 100. Le score de l’indice est basé sur un ensemble de facteurs notés avec un score global possible de 100. Ces facteurs comprennent l’écart de salaire, les différences de proportion entre les hommes et les femmes qui obtiennent une promotion ou des augmentations de salaire, les augmentations de salaire des femmes à l’issue de leur 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.

Systèmes de transmission et de freinage Cummins (anciennement Meritor Industrial Products) – Saint-Etienne

 

Indicateur calculable (1=oui, 0=non)

 Nombre maximum de points dans l'indicateur Résultat final obtenu Nombre maximum de points de l'indicateur calculable Nombre de points obtenus
1 - Différence de rémunération (en %) 1 40 2.41% 40 37
2 - Écart par rapport aux taux d’augmentation individuels (en % ou nombre équivalent d’employés) 1 35 0.8 35 35
3 - Pourcentage d’employés ayant bénéficié d'une augmentation dans l'année suivant leur retour de congé maternité 1 15 100 15 15
4 - Nombre d’employés du sexe sous-représenté parmi les 10 rémunérations les plus élevées 1 10 5 10 5
Indicateurs calculables totaux       100 92
Index (sur 100 points)       100 92

Pour 2025, le site de Saint-Étienne a obtenu 92 résultats sur 100, un score de référence de l’industrie résultant d’un plan de travail clair et d’un engagement en faveur de l’égalité des sexes. 

 

Cummins France SARL 

 

Indicateur calculable (1=oui, 0=non)

 Nombre maximum de points dans l'indicateur Résultat final obtenu Nombre maximum de points de l'indicateur calculable Nombre de points obtenus
1 - Différence de rémunération (en %) 0 40 Incalculable 0  
2 - Écart par rapport aux taux d’augmentation individuels (en % ou nombre équivalent d’employés) 1 35 1.5 35 35
3 - Pourcentage d’employés ayant bénéficié d'une augmentation dans l'année suivant leur retour de congé maternité 1 15 100 15 15
4 - Nombre d’employés du sexe sous-représenté parmi les 10 rémunérations les plus élevées 1 10 1 10 0
Indicateurs calculables totaux       60 50
Index (sur 100 points)       100 Incalculable

Pour 2025, les scores de l’indice d’égalité et de l’indicateur d’écart salarial sont incalculables pour Cummins France SARL. Cela est dû au fait qu’il n’y a pas suffisamment d’hommes et de femmes dans les groupes de comparaison des salaires et que ces groupes suffisamment grands pour comparer représentent moins de 40 % de la main-d’œuvre. Des résultats incalculables sont communs aux petites entreprises (50 à 250 employés) comme la Cummins France.

Nos valeurs fondamentales comprennent la diversité et l’inclusion. Au cours de l’année 2024, après l’acquisition de Cummins France, nous avons commencé à mettre en œuvre des stratégies et des actions qui respectent nos valeurs et améliorent la représentation des sexes. Nous reconnaissons qu’il y a du travail à faire. Nous diversifierons nos méthodes de recherche pour recruter le recrutement et renforcerons les efforts visant à développer et à conserver les talents dans tous les groupes d’emploi, en adoptant une approche inclusive qui confirme la prise en compte totale des talents féminins, en particulier dans les postes de niveau supérieur. Nous créerons également des plans de relève pour nos rôles critiques afin d’assurer la représentation des sexes. Ces plans intégreront des initiatives de développement conçues pour faciliter la mobilité ascendante des talents féminins.

France Indice D’égalité Des Sexes Rapport 2026

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:

 

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:

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