How woke is Otis?

Introduction

Otis, the global leader in elevator and escalator manufacturing, isn’t just moving people between floors; it’s also moving into the realm of progressive corporate ideals. With big claims about diversity, inclusion, and social impact, Otis is a company committed to pushing societal change. But does it strike the right balance between advocacy and practicality? Let’s take a closer look.

Financial Contributions to Progressive Causes

Otis loves to talk about making a difference. Through its “Made to Move Communities” program, the company claims to promote STEM education for underrepresented groups, stating, “We’re advancing access to STEM education, with a focus on underrepresented populations.” 

Otis also boasts of its broader impact, noting, “Otis is committed to creating sustainable infrastructure while empowering communities to achieve greater mobility and opportunity.” While these projects sound philanthropic, is it authentic generosity or an elaborate PR exercise? The focus on buzzwords like “equity” and “sustainability” are possible attempts to align with the progressive zeitgeist rather than real-world outcomes.

Prioritization of DEI Policies

Diversity, Equity, and Inclusion (DEI) is Otis’s calling card. Under CEO Judy Marks, DEI has become a cornerstone of the company’s mission. According to Chief Executive, “Judy Marks, CEO of Otis Worldwide, has elevated diversity and inclusion to a top corporate priority, embedding it across all levels of the organization.”

On their website, Otis proudly declares, “Our DEI efforts ensure that Otis is a place where every voice matters, reflecting the diverse communities we serve worldwide” (Otis DEI page). However, there’s a fine line between celebrating diversity and prioritizing identity over merit. By leaning heavily into DEI, the company alienates employees and stakeholders who believe in qualifications and performance over quotas. Is Otis building elevators or political platforms?

Mandatory Training Sessions

Another staple of Otis’s approach is its mandatory unconscious bias training. According to Chief Executive, these sessions are designed to “foster a culture of respect and equity.” While this aligns with their broader DEI strategy, it’s not without controversy.

Mandatory training can feel less about educating and more about policing thought. Such policies stifle genuine conversations about workplace diversity, replacing them with scripted dialogues that satisfy corporate checklists.

Support for LGBTQ+ Initiatives

Otis doesn’t just talk about inclusion—it marches to the beat of Pride. Patch Connecticut praised the company for “advancing the representation of LGBTQ+ employees across all levels of the organization.” 

Their Instagram page proudly showcased their Pride Month celebrations, stating, “Celebrating Pride Month is just one way Otis shows its ongoing commitment to fostering an inclusive environment for all.” While these efforts earn them applause from advocacy groups, whether this visibility promotes inclusivity or markets it is worth considering.

Marketing and Branding

Their campaigns emphasize their commitment to greener cities and social impact. According to a Mintz Hoke case study, “Otis emphasizes its role in promoting sustainable urbanization, ensuring that its technology aligns with environmental goals.”

Their messaging doesn’t stop at infrastructure. Otis boldly declares, “Our campaigns focus on the power of inclusion and the transformative potential of modernizing urban infrastructure.” While such statements may resonate with progressive audiences, others may see them as a distraction from the company’s core mission of building reliable elevators and escalators.

Conclusion

Otis isn’t just in the business of moving people; it’s in the business of moving public opinion. From DEI policies to LGBTQ+ advocacy, the company doubles down on progressive ideals in every corner of its operations. But here’s the rub: by focusing so heavily on social justice messaging, does Otis risk alienating customers and employees who simply want practical solutions and merit-based practices?