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United Technologies is a leader in the global building and aerospace businesses. Our investments in technology enable us to develop new and improved ways to keep people safe, comfortable, productive and on the move. UTC’s products touch millions of people every single day. By combining a passion for science with precision engineering, we create the smart, sustainable solutions that move the world forward. Our businesses include:

Otis-The world’s leading manufacturer and maintainer of people moving products, including elevators, escalators and moving walkways.

Pratt & Whitney-A world leader in the design, manufacture and service of aircraft engines and auxiliary power units.

UTC Aerospace Systems-One of the world’s largest suppliers of advanced aerospace products and systems for commercial, military and space customers.

UTC Climate, Controls & Security-Promotes safer and smarter sustainable buildings with state-of-the-art fire safety, security, building automation, heating, ventilating, air-conditioning and refrigeration systems and services.

United Technologies Research Center- The UTRC partners with UTC business units and external research organizations to expand the boundaries of science and technology through research and innovation, delivering technology options that meet and anticipate the needs of the marketplace.

At UTC, we are focused on advancing women in the organization and ensuring a workplace where women (and all) can thrive. Find out how women lead at UTC.
Highlights from United Technologies
  • United Technologies Nyema Pinkney

    Meet a Fairygodboss at United Technologies

    • Name

      Nyema Pinkney

    • Position

      Continuous Improvement Manager, Business Process Management

      Windsor Locks, CT

    Nyema Pinkney’s life has been guided by the concept of continuous improvement. In fact, it is literally part of her job title at United Technologies Aerospace Systems (UTAS). As a Continuous Improvement Manager in Supply Chain’s Business Process Management, she collaborates with employees to improve business processes in an effort to better serve customers. Each day, she is energized by the opportunity to help her employees learn and grow as they satisfy customer demands. “There are no failures, only nuggets for improvement,” she explains. And this philosophy impacted every aspect of her life, as she not only strives to improve herself, both inside and outside of the workplace, but also works to improve the people and communities around her.

    As a student at California State University, East Bay, Nyema worked in an administrative role for a leading insurance company. Upon graduating with her bachelor’s degree in Political Science, she became a property and casualty adjuster for the national catastrophe team at the same company. Although she learned many skills she still uses today, after 10 years in the insurance industry, she decided to return to school. Moving across the country, Nyema enrolled at Howard University to pursue an MBA in Marketing and Supply Chain. On campus, she served as a graduate fellow, took part in business competitions, and participated in student leadership groups; including two that she helped charter. It was during this time that her interest in diversity and inclusion was first piqued. “The drive to promote change, broaden culture and make the campus a more inviting place for students to thrive was my motivation,” she says. Nyema also interned at Hamilton Sundstrand, a former UTC subsidiary.

    Upon earning her MBA, she joined UTC full time as a member of the Operations Leadership Program (OLP), a rotational program that develops participants through assignments in Manufacturing, Supply Management, and Quality. Without warning after completing her first rotation, Nyema suffered a rare medical side effect that rendered her blind, requiring her to take an unplanned, extended medical leave. But, Nyema was determined to complete the program and worked with the Bureau of Education and Services for the Blind (BESB) and UTC to develop a plan. “UTC was supportive of my desire to return 100% to meaningful employment,” she explains.

    Combining the interests she developed at Howard with her personal experiences, Nyema enjoys participating in UTAS’ diversity and inclusion initiatives. She sees her involvement as helpful to her job because it allows her to better understand the diverse group of employees and customers she works with. She finds her participation in Employee Resource Groups (ERGs) particularly rewarding. In addition to being an active member of the African American Forum, in 2015, Nyema helped charter Abled and Disabled Associates Partnering Together, or ADAPT. The first ERG of its kind at UTAS, the group provides training and support to employees with disabilities, employees who serve as caregivers, and allies of the community. She is also currently working on a certificate in Diversity & Inclusion from Cornell University to help her become a better change agent as UTAS enhances its diversity and inclusion initiatives.

    Nyema appreciates the way UTC listens to and invests in employees. Changes and improvements to flexible work arrangements, parental leave policies, and other engagement initiatives demonstrate UTC’s “genuine effort to drive [the] inclusion of all.” By recognizing the investment employees make in the company by returning it, UTC fosters an environment where employees are passionate about and dedicated to the work they do, which ultimately improves performance in the marketplace.

    Outside of work, Nyema enjoys spending time with friends and family and participating in community service activities. She is always focused on helping others and trying “to leave this place better than I found it.” And, even when facing her own set of challenges, Nyema is optimistic about that every situation can improve. “Hope and possibility get me up in the morning,” she explains, using a phrase inspired by Achilles International’s signature race, Hope & Possibility. “My faith keeps me going even in my darkest times.”

Twitter Updates

What Women Should Know about Working At United Technologies
United Technologies Corporation recently signed onto Paradigm for Parity, which is a coalition of business leaders dedicated to addressing the corporate leadership gender gap. The pledge signifies a commitment to position women and men to have equal opportunity. Our ultimate goal is to achieve full gender parity by 2030, with a near-term goal of women holding at least 30% of senior roles.

Our success as a global technology leader relies on their unique talents, perspectives and experiences – and our goal is to ensure our workplace actively fosters respect, inclusion and opportunities for all employees.  UTC is able to offer unparalleled career opportunities throughout our many business units across all disciplines including but not limited to operations, finance, engineering, digital technology, human resources, and legal. 

We also know that work and career aren’t the only priorities in life, so UTC offers a variety of work-life support systems that help employees balance the demands of their jobs with their personal commitments. These benefits include flexible work arrangements, elder and dependent care resources, employee assistance program, wellness programs, fitness facilities, tuition reimbursement and financial assistance for child adoption.  These are just a few of the ways in which our dynamic and inclusive culture unites work and life.

Gender diversity statistics

    • Gender diversity information
    • UTC is committed to a culture of diversity that promotes inclusion and workplace equality for everyone. Our Employee Resource Groups (ERGs) offer career development programs, networking opportunities, mentoring programs, are involved in their communities, and provide a voice to the company regarding issues pertinent to a range of topics.  The ERGs have a collective mission of supporting our efforts to attract, develop and retain top talent globally. They are instrumental in assisting with the design of mentoring programs, retention initiatives, philanthropic outreach, and important policy and guideline recommendations.

      UTC has over 100 ERGs across nine affinities globally. These affinities include: Generational, LGBT, African-American, Hispanic, Asian-American, Ability, Military/Veteran, Professional and women.


      Our women-focused ERGs provide professional development, mentoring and an opportunity to build community. For example, the mission of the Finance Women’s Forum is to advance and promote women within finance. As our largest ERG, it also boasts one of the longest standing mentoring programs in the organization. Based on their work and voice, UTC’s Finance organization now has more women in very senior leadership roles than ever before.
    • Women in workforce
    • 26%
    • Women holding senior management
    • 30%
    • Women directors on board
    • 33%

Programs, initiatives, groups

    • Additional information
    • Employee Scholar Program (ESP) - United Technologies Corporation offers its employees the opportunity to continue their education with the company-sponsored employee education program. It is one of the most comprehensive company-sponsored employee education programs in the world. Since 1996, we’ve invested nearly $1.25 billion to empower employees to do amazing things. Those employees have earned more than 37,000 degrees across 50 countries, and 30 percent of degrees earned through this program have been granted to women. Since 2012, women have represented 29 percent of all ESP participants. In 2016, 28.5 percent of the total enrollments of ESP were women.

      Executive Development- In 1999, UTC began a partnership with University of Virginia’s Darden School of Business to create a three-tiered leadership development program. The Emerging Leader Program (ELP) addresses core leadership issues and supports corporate-wide objectives. ELP is focused on developing high performing, high potential middle managers as they prepare for increased responsibility. The program emphasizes application of fundamental business concepts that are directly relevant to managerial roles. Participants learn to think more broadly and globally with an enterprise perspective and understand UTC financial drivers and business models. Since 2012, Darden has maintained a 22 percent female participation rate. This is a nomination-only program designated for high-potential employees.

      Re-Empower Program- Experienced professionals sometimes take a career break for a variety of personal and professional reasons.  Returning to work after an absence of two or more years can seem daunting. To help with this transition, UTC’s Re-Empower Program is designed specifically to help you bring your knowledge, experience, training and creativity back to the workforce. Over the course of the four-month program, professionals will gain paid, on-the-job experience, have an opportunity to participate in sessions with leadership, develop personalized plans for success, and receive coaching to guide their reentry experience.  Upon completion of the program, based on performance and contributions, participants will be eligible for full-time employment.  UTC will start actively recruiting for its Re-Empower Program in Fall 2017 and will officially launch its first cohort of the Re-Empower Program in January 2018.
    • Unconscious bias training
    • Yes
    • Internal mentorship / sponsorship programs
    • Yes
    • Internal employee networking
    • Yes
    • Succession planning initiatives
    • Yes
    • Diversity initiatives / processes for recruiting
    • Yes
    • Diversity initiatives / processes for performance evaluation
    • Yes
    • Sabbatical leave benefits
    • Yes
    • Executive coaching
    • Yes

Flexible working

    • Flexible working policies
    • United Technologies Corporation is committed to providing a family friendly work environment for all employees. We encourage our employees to utilize our UTfleX program. We understand that to recruit and maintain a world-class workforce, attention must be paid to supporting employees as they manage their work and personal responsibilities. While not a new benefit, UTC has re-launched its flexible work options supported by resources to help employees think through what is needed to ensure the arrangement will be successful.  This relaunch focus is on strengthening a culture that embraces flexibility for all, and includes manager training and coaching to help them be creative in meeting individual requests for flexibility as long as business needs are met. Advancing flexibility regardless of gender or family situation removes potential stigma for women and parents who flex.  With senior leadership’s commitment to utilization, we are able to support employees and managers in a flexible work environment.
    • Remote working
    • Yes
    • Part-time working
    • Yes

Parental Leave

    • Overview: Parental leave policies
    • UTC offers up to four weeks with full pay and benefits if you are a birth mother, legally adopt a child, are a birth father, receive a surrogate child or become the legal guardian of a child under 18 years of age.
    • Paid maternity leave
    • Yes, new birth moms can and are encouraged to take up to 8 weeks of paid maternity leave. This leave is in addition to the parental leave already available to fathers, adoptive parents, surrogate recipients, and new legal guardians, offering up to as much as 12 weeks of paid leave in total.
    • Unpaid maternity leave
    • Yes, UTC offers an unpaid leave of absence for the birth, adoption or placement of a child, and for the serious health condition of an employee or an employee’s family member. An unpaid leave is also available to care for an ill or injured covered service member or covered veteran or because of any qualifying exigency arising out of the fact that the employee’s spouse, child or parent is on covered active duty.
    • Paid paternity leave
    • Yes
    • Unpaid paternity leave
    • Yes
    • Adoptive paid leave
    • Yes
    • Short-term disability benefits
    • Yes

Maternity-Related Benefits

    • Lactation facilities
    • Yes

Care-taking benefits

    • Care-taking benefits information
    • Employees at UTC can contribute from $120 up to $5000 a year tax-free to pay for eligible child care and/or elder care expenses so that employees (or employees and their spouse) can work, look for work, or attend school full-time. Eligible expenses include:

      ·  Child care for children younger than age 13, including:

      ·  Child care provide in your home (by someone who is not your dependent)

      ·  Licensed nursery school or day care center, and

      ·  Summer day camps (day care expenses only)

      ·  Elder care for eligible dependents, in-home or at eligible facilities
    • Childcare subsidies
    • Yes
    • PTO that explicitly covers care-taking
    • Yes
    • Elder-care benefits
    • Yes

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