Diversity and inclusion
Driven by our people
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.
Our Diversity and Inclusion Policy establishes the principles of diversity and inclusion that must apply within the company in order to strengthen corporate ethics.
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.
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:
- We have rolled out the Protocol of Action in Case of Harassment and Discrimination that establishes the scope, reporting line and measures in case of harassment and/or discrimination that should govern in the Company with a view to consolidating corporate ethics.
- We implemented family-friendly practices during COVID-19 to support our employees with family or caregiving responsibilities.
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.