Prioritizing Belonging at Zurn Elkay

We are guided by our core value of continuous improvement to always look for ways to improve diversity, equity and inclusion inside Zurn Elkay. 

We listen closely to our associates’ feedback and use their comments to drive new policies and practices that support a culture of belonging. Our annual Associate Inclusion Index helps us measure and track our performance to ensure the changes we make have a positive impact.

The Associate Inclusion Index asks whether team members agree with statements such as, “I feel as if I belong in my team” and “I am comfortable voicing my ideas and opinions, even if they are different than others’.” Our goal is to exceed the industry average Associate Inclusion Index score.

We made several improvements throughout the year to help support belonging and inclusion in the combined Zurn Elkay.


In 2022, we enhanced our external partnerships to help bring a more diverse group of candidates into our recruiting process:

  • We joined the National Black MBA Association, which included two memberships in the organization and allowed us to participate in job fairs and training.

  • Elkay partnered with the Hispanic Alliance for Career Enhancement (HACE), which included one year of unlimited job posting capabilities, access to the organization’s resume database, participation in career fairs, ERG lunch and learns, and involvement in HACE’s Hispanic Emerging Leaders program and Hispanic Women’s leadership program

  • Elkay also participated in the Student Training Experience Program (STEP) with Governors State University of Illinois. STEP’s goal is to keep Illinois graduates in Illinois by offering internship opportunities that can lead to permanent positions. Because the student body is highly diverse, most of the interns we hosted through this program came from minority or marginalized backgrounds.


Pay Equity

We pride ourselves on paying for performance and conduct an annual pay equity review to ensure that qualifications like years of experience, education and prior work history influence associate pay, not gender. This study, which identified no significant gender pay equity issues, was completed in July 2022 and will continue to be performed annually.



We continued to offer diversity and inclusion-focused modules in our annual Code of Conduct training for all associates. Our 2022 modules focused on crucial conversations for mastering dialogue, along with overcoming unconscious bias and leading diverse teams. In 2023, we will add human rights to our annual training. 

In addition, we partnered with
Women Unlimited, Inc., a national education, mentoring and networking organization for women business leaders, to provide leadership and training development for five women leaders at Zurn Elkay. 

Some of our associates participated in Women Unlimited's
LEAD program, which focuses on improving leadership skills for managers with at least seven years of experience to help them rise to higher levels in their organizations. Others participated in the IMPower program, allowing early-career women to improve their confidence and job- and relationship-building skills.

"LEAD is an excellent example of how Zurn Elkay invests in its future leaders," said Tracy Xiao, supply planning manager. "I learned from peers, instructors and executive mentors about thinking big and strategically. The program equipped me with the tools to navigate through uncertainty confidently. I’m committed to engaging and motivating all associates to contribute our best to Zurn Elkay’s future growth."

"This opportunity has opened my eyes to realize that the greatest duty I have to my company is to continue to improve myself to always be able to provide a top-notch experience with my peers, my managers and our customers," said associate product manager Rhyan White. "My multidisciplinary background gives me a unique skillset and I owe it to myself and Zurn Elkay to use my abilities to the fullest and I now have more tools to bring my best self to the table."