Diversity and inclusion

Driven by our people

The power of diversity
We are driven by our people - from over 100 different countries, they build the company that we are every day.
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You would like to find out more about diversity and inclusion at Siemens Gamesa? Please don’t hesitate to contact us.

The global renewable energy industry is growing at a faster rate than ever, creating more and more jobs throughout its supply chain requiring a diverse range of skills and experiences. The wind industry’s talent recruitment and hiring practices should reflect the industry’s role in driving sustainable and inclusive growth around the world by tapping into the widest pool of talent which can hone its competitiveness and place wind energy at the forefront of innovation.
Diversity of thought, a broad cultural diversity, a workforce with equal gender distribution and a significant share of women in leadership positions makes us more innovative and creative. We know that to be truly successful, we must harness their unique skills, experiences and cultural assets. In the long-term, this will allow us to unlock the power of wind and thus create a better future for generations to come.
Marta Jimeno, Head of Diversity Siemens Gamesa
Marta Jimeno Hierro, Global Head of Diversity & Inclusion
Our diversity and Inclusion Policy

Our Diversity and Inclusion Policy establishes the principles of diversity and inclusion that must apply within the company in order to strengthen corporate ethics.

3 pillars
Siemens Gamesa is committed to fostering a diverse and inclusive environment in which every individual has a full sense of belonging within our organization and feels empowered to express themselves. Laying the groundwork these past two years, the company introduced several policies, guidelines and action protocols addressing issues such as harassment and discrimination, smart working and digital disconnection. To further expand the diversity and inclusion efforts, Siemens Gamesa is committed to introducing a range of policies and guidelines that will among other things tackle diverse and inclusive recruitment, develop an inclusive parental policy and provide a manual promoting LGBTI diversity.
Pillar 1 – Diversity

We draw strength from our differences. By embracing diversity across all spectrums, including, but not limited to, gender and gender identity, ethnicity, religion, age, disability, nationality, family or marital status, or sexual orientation, we are a stronger company and culture.

What we have done so far:

  • We have created a Diversity & Inclusion Calendar that promotes our diverse and inclusive culture through awareness and action.
  • We have strengthened our commitment to diversity and inclusion by joining globally recognized initiatives
  • We have developed a reporting system to track progress in D&I initiatives.
Pillar 2 – Inclusion and Belonging

We value openness and tolerance and treat each other with respect and dignity. We aim to actively contribute to a society where everyone feels included and valued. Thus, we are dedicated to fostering an inclusive company culture that welcomes different perspectives and allows for every employee to have a full sense of belonging within our organization.

What we have done so far:

  • Our Procedure on the Prevention of Harassment provides guidance and support to employees who feel they have been harassed or discriminated against.
  • We implemented family-friendly practices during COVID-19 to support our employees with family or caregiving responsibilities.
Pillar 3 – Equal Opportunities
We believe that the future workforce is an equal one that sets bold goals. Thus, Siemens Gamesa is committed to equal opportunities for all our employees, regardless of et al. age, gender, nationality, religion, disability, skin color or sexual orientation, because it is the abilities and potential within people themselves that count. Our activities currently focus on a balanced gender ratio, internationalism and smart working opportunities.

We are aware that we have significant work to do to become the diverse leader we are aiming to be – especially when it comes to a balanced gender representation in our management and overall organization. But we must go the extra mile and have set ambitious gender targets:

25% women in headcount by 2025 (FY20 19%)

25% women in senior management positions by 2025 (FY20 12%)

What we have achieved so far:

  • We developed the Smart Working Guidelines giving our employees the chance to work from home, on the road of from a satellite location for all or part of their work week. Thus, fostering the reconciliation of family and career.
  • We developed the Global Digital Disconnect Guidelines recognizing the right of employees to disconnect from their work and to feel as though they do not have to answer any work-related emails, calls, or messages outside of normal working hours.
  • We analyzed the pay gender gap because the topic of pay equity should be made transparent and clear for all employees. Our inclusive compensation practices promote the effective application of the principle of equal pay for work of equal value and analyze whether there may be gender-specific pay gaps.
Recognitions and Commitments
Together for change – our global network
The Global Diversity & Inclusion Advisory Board is the governing body that sets the tone and direction for Siemens Gamesa diversity, inclusion and equal opportunities. It is comprised of senior business and regional leaders who influence, engage and promote initiatives in their respective units and areas.
Women@SGRE is an inclusive group for people of all backgrounds within Siemens Gamesa who support women empowerment. Women@SGRE constantly looks for ways to be active in the community, women's professional organizations and global conferences/events.
The LGBTI Network brings our LGBT community and allies together for networking, mentoring and information sharing.
The North America Diversity, Equity and Inclusion Council’s mission is to foster an environment where every employee feels valued, appreciated and supported - where our backgrounds and experiences are celebrated.
The Gender Equality Committee in Spain was established to help ensure the mainstreaming of gender equality in our organization. The Committee, whose members are appointed among the Company and workers’ representatives, supports the implementation of measures and actions in the area of gender equality and work to prevent and combat sexism.


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