As of Dec. 31, 2022, Allegion reduced its water usage by 12% compared to our 2020 baseline year^*+16. By 2030, we aim to use 20% less water than we did in 2020.

In our ESG Goals & KPIs section, you find year-over-year data for both normalized data and the actual volume of water used. While volume may vary due to factors such as production output, active hours or the number of sites we operate, normalized data allows us compare "apples-to-apples."

* Data is normalized to hours worked. To the extent actual hours worked are not available for any full-time employee, an average of 40 hours per week is used.   

⁺ Actual data collected for manufacturing facilities and certain warehouses globally. For all other facilities, data is based on certain estimates as indicated below. From Apr. 1, 2020, through Dec. 31, 2021, a 50% reduction was applied to the below estimates for water usage and waste to landfill in office type locations to take into account the remote work environment during the COVID-19 pandemic.  

¹ Assumes an average of 15 gallons (or 57 liters) of water used per employee per workday. 

⁶ Data does not include any metrics associated with the mid-year 2022 acquisition of Stanley Access Technologies. 

Allegion's waste sent to landfills increased 24% compared to our baseline year 2020^*+3568.

In 2022, we decided to bring certain waste management in-house. While this activity did not intrinsically increase the amount of waste sent to landfill, it brought the activity from the Scope 3 to Scope 1 emissions category. As a result of this change, we have more visibility and control of our overall waste management. We do not expect this to impact achieving our long-term goal of reducing waste to landfill.

In our ESG Goals & KPIs section, you find year-over-year data for both normalized data and the actual volume of waste sent to landfill. While volume may vary due to factors such as production output, active hours or the number of sites we operate, normalized data allows us compare ""apples-to-apples.""

^* Data is normalized to hours worked. To the extent actual hours worked are not available for any full-time employee, an average of 40 hours per week is used.   

⁺ Actual data collected for manufacturing facilities and certain warehouses globally. For all other facilities, data is based on certain estimates as indicated below. From Apr. 1, 2020 through Dec. 31, 2021, a 50% reduction was applied to the below estimates for water usage and waste to landfill in office type locations to take into account the remote work environment during the COVID-19 pandemic.  

³ Assumes an average of 40 lbs. (18 kilograms) of non-hazardous waste per employee per month. 

⁵ Data does not include fleet fuel usage or one-time activities not associated with manufacturing or distribution. 

⁶ Data does not include any metrics associated with the mid-year 2022 acquisition of Stanley Access Technologies. 

⁸ The 2020 and 2021 waste to landfill results were adjusted based on an internal audit conducted in 2023, resulting in a change in the 2021 comparison to baseline year 2020 and it has been adjusted from +3% to +1%. 

At Allegion, we are committed to building a strengths-oriented organization where employees are engaged and everyone has the opportunity to do their best. As measured in our global employee census conducted by Gallup®, engagement is higher than ever and Allegion is well on the way to our goal of top-quartile ranking compared to all companies in the database - a level we've already achieved when compared to other manufacturing companies.

In 2023, Allegion employees’ engagement has risen to the 67^th percentile among all companies in the Gallup database and we are in the 77^th percentile among the manufacturing companies Gallup measures‡. As you see in the chart below, we've made tremendous progress in employee engagement in our nine years as a standalone company.

Employee engagement GrandMean percentile

Progress toward 75th percentile ^‡

^‡ Percentiles are based on Gallup’s Q12 Overall Database and the Gallup Manufacturing Company Database. Gallup is a registered trademark of Gallup, Inc. and the property of its owner.

^x 2017 pulse survey, a representative sample rather than the full census.

Allegion promotes advancement and retention of diverse talent at all levels and is actively working to build the pipeline of available, diverse talent ready for leadership opportunities. To make progress, we are intentionally focusing on expanding diversity of talent in people manager roles, and have set a target of achieving 30% global gender diversity and 20% U.S. racial and ethnic diversity by 2030. 

As of December 31, 2022, 25% of people managers at Allegion were women, as are 30% of our senior leadership team and 34% of our global workforce.^{¶ #}

^¶ Data as of Dec. 31, 2022. For more information on our U.S. workforce, refer to our EEO-1 report.

^# 'Senior leadership team' refers to the members of the company's management, i.e. the Executive Leadership Team (ELT). 'Other leaders' refer to those individuals reporting directly to an ELT member. 'People managers' refer to those individuals who have direct reports that they manage.

In 2022, Allegion’s Board of Directors (BOD) elected Kirk S. Hachigian as chair (effective Jan. 1, 2023). With Hachigian’s appointment, Allegion has an independent chair separate from the CEO, and all board committees and their chairs are independent. In addition, we have 66% diversity across gender, racial and ethnic representation among our Board committee chairs.

As of September 2023, we have achieved 60% diversity across gender, racial and ethnic representation among our board of directors. We also have an independent chair, separate from the CEO, and all committee chairs are independent. 

See more on board diversity.