Legrand Case Study - Engineering a Diverse Future in Building Control Systems

2 Min. Read

Challenge

Legrand, a recognized global leader in electrical and digital infrastructure solutions, faced a challenge that resonates across the manufacturing sector: creating a more inclusive, diverse workforce in engineering. In particular, their Building Control Systems (BCS) division, representing a major component of Legrand's North and Central American operations with over 9,200 employees, struggled to attract women engineers—a critical gap in the face of the company’s wider diversity and inclusion (D&I) goals.

Despite their position as industry frontrunners, the BCS division had historically seen limited success in hiring women engineers. Legrand’s leadership identified the urgent need to adjust their recruitment approach to attract and retain diverse talent, with a particular emphasis on increasing female representation within engineering roles.

Solution

To address these goals, ZRG Embedded Recruiting/RPO partnered with Legrand to develop and implement a multi-layered strategy focused on impactful diversity hiring:

1. Diversity Hiring Audit and Strategy Development
   • A dedicated strategist worked closely with Legrand to conduct a comprehensive audit of existing hiring practices, diversity initiatives, and recruitment strategies. Following the audit, ZRG Embedded implemented targeted diversity programs to broaden candidate reach and enhance Legrand’s employer brand.
2. Specialized Recruitment Team
   • Recognizing the need for expertise, a recruiter with a specialized focus on engineering and D&I was assigned to work directly with Legrand’s hiring managers. This recruiter not only sourced qualified engineering candidates but also ensured that the recruitment process itself was inclusive, fair, and fully aligned with Legrand’s diversity goals.
3. Strategic Partnerships for Diversity
   • ZRG Embedded expanded Legrand's access to diverse talent by establishing partnerships with diversity-centered engineering associations and organizations. These partnerships provided Legrand with greater exposure to qualified women engineers and other underrepresented candidates in the engineering field.
4. Bias-Free Recruitment Process
   • Working in tandem with Legrand’s hiring managers, ZRG Embedded refined the recruitment and assessment process to eliminate biases. This included educating hiring teams on diversity best practices and implementing structured interview techniques designed to ensure fair and consistent candidate evaluations.

Results

Through this collaborative approach, ZRG Embedded delivered impressive results within a short timeframe:

• Accelerated Hiring Success
  • The focused strategy resulted in the hiring of over seven engineers within just three months—a noteworthy achievement for the BCS division.
• Diversity Milestones Achieved
  • Not only did ZRG Embedded help Legrand hire quickly, but the strategy also yielded a 60% hit rate of female hires for engineering roles, significantly advancing the company’s diversity goals.
• Enhanced Employer Brand
  • These efforts aligned directly with Legrand’s overarching D&I goals, strengthening their reputation as an inclusive and progressive employer, particularly in engineering roles traditionally marked by gender disparity.

Conclusion

ZRG Embedded Recruiting/RPO’s approach underscored the power of a targeted, strategic recruitment process when aligned with broader D&I objectives. By building a comprehensive strategy, refining hiring practices, and partnering with diversity-driven associations, ZRG Embedded not only helped Legrand address a critical talent gap but also positioned the company as a leader in workplace diversity.