Careers: Corporate Responsibility

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S&C Electric Company, which in 2017 celebrated its 10th year of team-member ownership, is an equal-opportunity company, with 58% of the workforce at its main manufacturing facility in Chicago, and 54% across all its U.S. locations, represented by racial and ethnic minorities. A 107-year-old company, S&C has continued to grow—both domestically and globally—while keeping the needs of its diverse workforce at the forefront of its operations. The company’s Chicago headquarters, for example, saw its number of team members rise by 475, or 32% percent, to 1,960 as of December 31, 2017, compared with 1,485 five years earlier.


A diverse workforce is just one component that makes S&C a key contributor to the communities in which we operate. To learn more about S&C efforts to create a great place to work and to help our local communities, download the 2017 Corporate Responsibility Report.

With S&C’s focus on providing a values-based culture and abundant opportunities for career growth, it’s not surprising that once team members are hired at S&C, they tend to stay, often for a long time. As of December 31, 2017, the average length of employment among full-time S&C team members was 11.5 years. By pay group, the average time of employment for annual team members was 11.6 years, while for monthly and hourly team members the average was 14.7 years and 10.7 years respectively. More than 700 individuals belong to S&C’s Quarter Century Club, including 330 active team members who have been with the company at least 25 years.

Team Member Benefits


When team members take a broad range of classes and meet specific grade requirements, S&C entirely or partially reimburses tuition costs for undergraduate and post-graduate degree programs. In 2017, S&C provided a total of $355,000 in tuition reimbursements: $290,133 to graduate students and $64,948 to undergraduate students.

Career Framework

In 2017, S&C expanded its Career Framework initiative, organizing jobs so team members get a clear under­standing of the competencies required to move into larger roles within the company or laterally to different areas or departments. When combined with the tuition-reimbursement program, the Career Framework helps individuals develop and grow careers, even if opportunity, motivation, or resources were lacking earlier in their lives. S&C also provides many classes to managers within the company to help make them better leaders.

Health Benefits

S&C provides a robust health-insurance package and other benefits to its team members, including short-term disability pay and long-term disability coverage at no cost to them—an important safety net in the event of a serious health issue—as well as free life insurance coverage.

Family-Friendly Benefits

In 2017, S&C enhanced its family-friendly benefits program, which provides time off following the birth or adoption of a child. The initiative now also provides partial reimbursement for the cost of adoption and fertility/ reproductive services. Additionally, S&C’s Chicago location opened a new, upgraded nursing room for new mothers to use when collecting breast milk.

Team Member Wellness


S&C’s team member health-and-wellness initiatives are showing success at reducing average rates for cholesterol, blood pressure, and other health factors. This success is being driven by a variety of programs that include:

Biokinetix Warmups

To help its team members warm up major muscle groups prior to starting the workday to reduce risk of sprains and strains, S&C in 2017 began rolling out the Biokinetix 3-minute warmup, a twice-a-day program of task-specific moves using powerful resistance tools. This warmup program began rolling out across the Chicago campus, with team members reporting the majority of improvements to their back, shoulders, and wrists.


S&C has invested heavily in its AMP UP! Program, a holistic initiative developed in partnership with Advocate Health Care. Through AMP UP!, team members learn to understand and manage their own health through a combination of integrated clinical, educational, and activity-based resources, while having access to appropriate health care.

Key Measurements

Waste Diversion

S&C has a goal to become a “landfill-free” company, meaning it would send less than 1% of its manufacturing waste to landfills. Its main manufacturing facility in Chicago in 2017 avoided sending 94.4% of its waste to landfill.

Waste Diverted From Landfills

Water, Electricity, and Natural Gas Use

In 2017, S&C reduced its water use by 10% from the previous year, to 58.2 million gallons, despite increased production. Total electricity use rose 2.7% from 2016, to 38.6 million kWh, but power use relative to production dropped 7%. Total natural gas use dipped 2%, to 1.5 million therms, and it fell 6.4% relative to facility size and production.

Electricity Usage Factor
Natural Gas Usage Factor
Water Usage Factor


S&C implemented a variety of changes and updated material and equipment to dramatically increase SF6 recovery efficiency. Through equipment upgrades and training efforts, S&C has increased its SF6 recovery rate, to 80% from 30%, over the last 2 years. Better recovery reduces CO2-equivalent emissions.

S&C’s main manufacturing plant in Chicago in 2017 produced 32.1 tons of volatile organic compounds (VOCs), representing a 5.6% increase from the previous year. Driving this increase is a greater focus on our LEAN manufacturing pull system, which results in more frequent paint color changes to make the right product at the right time.

VOC Emissions

S&C’s production of hazardous air pollutants (HAPs) continues to be minimal. HAP emissions in 2017 remained flat at 0.09 tons. S&C continually looks for and evaluates more environmentally safe chemicals, with the goal of virtually eliminating its HAP emissions by 2022.

HAP Emissions

Global Initiatives

Asia Pacific

Seaford Wetlands

The S&C Asia Pacific team, based in Melbourne, Australia, in 2017 embarked on a journey to Seaford, a small beachside town in the state of Victoria, to clear various harmful weeds from the natural habitat. The team removed 11 full bags of weeds from the area. In addition, S&C donated $10,000 to a local environmental group, Friends of Edithvale–Seaford Wetlands, to help offset the team’s CO2 emissions throughout the year.

The S&C team released a new branded promotional “Karma Kup” and water bottle for both team members and customers. The reusable cup will assist in reducing the number of disposable cups sent to landfill, and the water bottle will help reduce the number of plastic bottles used around the office and thrown away. Both the reusable cup and water bottle can be found on everyone’s desks. S&C estimates the initiative will reduce at least 3,750 disposable coffee cups used in the Melbourne office each year.


In 2017, the S&C business disposed of 39 tons of solid hazardous waste, up 1.6% from 38.4 tons the previous year. It also disposed of one ton of liquid hazardous waste, approximately the same as the previous year. The facility also recycled 30.5 tons of epoxy resin (78.2% of total solid waste), down 13% because of a reduction in epoxy-resin residual during production.

Water use at the facility dropped 33%, to 710,623 gallons (2.7 million liters) from 1.04 million gallons (3.9 million liters) in 2016. Electricity use rose 0.8%, to 777,580 kWh from 771,290 kWh a year earlier.



The S&C manufacturing facility in Toronto undertook various projects in 2017 to reduce power consumption:

  • Testing and adoption of new solutions for introducing LED lighting helped reduce overall annual power consumption by 64,846 kW, and it helped reduce fluorescent lamp disposal by 476 lamps per year on average.
  • A chiller/cooling tower was replaced, enabling S&C to install a chiller with a scroll compressor instead of a recip­rocating compressor. The tower will offer future energy savings totaling around 4560 kW/yr.

The Toronto facility also made strides in reducing landfill use:

  • In the cafeteria, biodegradable cutlery and coffee lids were introduced, redirecting 94,000 items annually in waste normally going to “energy from waste” to organic disposal.
  • Several drinking fountains throughout four buildings were replaced with bottle-filler stations, and S&C distributed bottles to interested team members for use in those stations, thereby reducing by 35,400 the use and disposal of plastic water bottles.

Europe, Middle East, and Africa

The Royal Society for the Prevention of Accidents Gold Award

In 2017, S&C Electric Company UK Holdings Ltd., which covers the Europe, Middle East, and Africa (EMEA) region, transitioned from the international Environmental Management ISO 14001: 2004 standard to the new ISO 14001: 2015 standard. External auditors reviewed the new management systems and found all in compliance.

The EMEA business unit also reached the required performance levels to maintain Carbon Reduction Program certification from the Carbon & Energy Management and Reduction Scheme (CEMARS) for 2017.

Following the headquarters move to a new United Kingdom office in Baglan, Wales, the EMEA business unit set up a new waste-management regime that met the target of sending zero waste to landfills. Moreover, 94% of industrial waste, which mainly comprises waste electrical and electronic components from project sites, was recycled, up from 92% in 2016.

In 2017, S&C EMEA was awarded the Royal Society for Prevention of Accidents (RoSPA) Gold Award in recognition of excellence in health and safety management. Through the RoSPA Awards scheme, which is open to businesses and organizations of all types and sizes from across the UK and overseas, judges consider entrants’ overarching occupational health and safety management systems, including practices such as leadership and workforce involvement.

Mexico, Central America, and Caribbean


S&C’s Mexico, Central America, and Caribbean (MCAC) business in 2017 continued to advance its efforts to improve the environment and employee safety. Among its biggest achievements was securing ISO 14001:2015, OHSAS 18001:2007, and ISO 9001:2015 certification.

An accounting department project completed during the year minimized accounts payable document printing. The reduction in paper use is equivalent to saving 5.3 trees.

In 2017, no Days Away, Restricted, or Transferred (DART) injuries occurred, and there were no recordable injuries for the Total Case Incident Rate (TCIR) index (see page 10 for an explanation of these two programs). Moreover, First Aid accidents were reduced by 20%, helped by new monthly “Safety Stop” meetings during which team members review environment health and safety results.

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