Our people keep the world on the move


We are the company that made the modern vertical city possible and transformed how people live and work. Now we aspire to something bigger and bolder: to give people freedom to connect and thrive in a taller, faster, smarter world.

It takes a unique culture to become this kind of world-class, customer-centric, service-oriented company: a people-first culture that celebrates imagination, recognizes that we are better together and strives to be the best. We are also committed to the highest standards of Safety, Ethics and Quality – the core values that guide us in all we do every day.

Our people define us. That is why we say with humble pride: We are Otis.

“The innovation culture here encourages new ideas and smart risk-taking. It’s exciting.”

Apple Guo Senior Manager, Innovation and Research, Shanghai Lead Design Center, Otis China


Our Employee Resource Groups (ERGs) are vital in helping us nurture a culture of diversity, equity and inclusion at Otis. These employee-led groups provide mentoring, career guidance and mutual support for colleagues who share the concerns and affinities of a common race, ethnicity, gender, gender identity, sexual orientation, disability, generation, veteran status and more.

FORWARD, our first global ERG, was created to advocate for women in our field operations. Momentum came together to support our Black and African American colleagues and to advance a diverse and inclusive workplace. Elevar represents Otis Brazil’s LGBTQ community. Our ERGs also play an important role in our ability to attract, retain and develop diverse talent. Those mentioned here represent just a sampling of our ERGs around the world.

34% of our executives are women

26% of our executives are ethnically/racially diverse*

56% of the Board are women, ethnically/racially diverse or both

* Inclusive of U.S.-based executives only

Otis employees, including members of Elevar, the Employee Resource Group formed to support Otis Brazil’s LGBTQ+ community, participated in São Paulo’s annual Pride Parade.

Declaring Our Commitment to Change

The events of 2020 reminded us all that racism and social injustice remain among society’s most urgent problems – and that even here at Otis, more needs to be done if we are to become the company we want to be: An equal-opportunity employer of choice for people of different perspectives and experiences, cultures, genders, races, and generations. A business whose workforce mirrors the diversity of our customers and the communities where we live and work. A place where every voice feels safe, welcome and heard.

With this in mind, our Executive Leadership Team came together to create Our Commitment to Change, a six-point framework to identify and prioritize the actions we need to take to ensure we live up to these ideals – and how we will measure our progress and hold ourselves accountable. These commitments require us to reach beyond Otis into the communities where we live and work.

We are amplifying our ongoing commitment to STEM and vocational education as we join with community and business partners to invest in and build a diverse talent pipeline. We are making social justice and racial equity an integral part of our community giving, volunteerism and external reporting programs. In 2020, we forged new, meaningful relationships with a diverse set of nonprofits and nongovernmental organizations, including the Thurgood Marshall Scholarship Fund, the Urban League, UNICEF, The Asia Foundation, the China Women’s Development Foundation and Singapore’s Serving People with Disabilities.

We are also accelerating anti-racism, unconscious bias and inclusion learning for our colleagues at all levels and throughout their Otis careers. And to better support our colleagues in these challenging times, we are promoting and expanding mental health and well-being benefits.

100% gender parity in our executive ranks by 2030

50% total global giving to STEM programs by 2025

>20% U.S. supplier spend awarded annually to diverse suppliers

“Our employees can tap into expanded health insurance coverage, including emotional support services, but equally important, we must lead by example and create an open company culture. By revealing our own personal vulnerabilities, we send a clear signal to all employees that it is OK to talk about challenges and work on them as a team.”

Stéphane de Montlivault President, Otis Asia Pacific