Siemens Gamesa recognized in Bloomberg's Gender Equality index

Fourth consecutive year that company features in index

Madrid / 1 February 2023

The Bloomberg´s Gender Equality Index (GEI) 2023 recognizes companies committed to disclosing their efforts to support gender equality through policy development, representation and transparency. Siemens Gamesa has promoted numerous initiatives that have earned it recognition from this index. This year's GEI comprises 484 companies from 45 countries or regions in 11 different industries.

Global Head of Diversity and Inclusion

Marta Jimeno

marta.jimeno.h@siemensgamesa.com
The GEI assesses more than 70 indicators included in each of these five pillars: leadership and talent development, equal pay and gender parity, inclusive culture, anti-sexual harassment policies and external brand. Siemens Gamesa obtained an average score of 73%, with an average score of 88% for equal pay and gender parity and 80% for policies against sexual harassment. From the energy sector companies assessed in this index, of which there are 20 in total, Siemens Gamesa scores above average in all pillars except for inclusive culture.

While it is true that there is still some way to go, Siemens Gamesa has been working for years on policies and initiatives that have earned it this recognition.

The "Getting to 25 in 2025" program is an example of this, the main objective being to have 25% women in the workforce and 25% women in senior management positions, has evolved to reach 30% of women represented in professional positions and 25% of women in senior management positions by end of 2025. So far, the percentage of women in professional positions is 27% and 14% in senior management. 

But to achieve real equality, it is essential to promote professional development. To this end, Siemens Gamesa has entered into agreements with universities around the world; equal pay policies have been developed for men and women, with the wage gap standing at 12.5% in favor of women, reflecting the importance of promoting the presence of women in more highly qualified positions; mentoring programs have been developed; and 173 people have graduated from the leadership programs developed with INSEAD (32% are women). Siemens Gamesa launched the pilot of the Women in Leadership (WIL) program, which includes specific training and coaching to promote women's advancement to leadership positions. Twenty-four women participated this year, and we plan to extend it to a wider population.

Given the key role of language in shaping cultural and social attitudes, adopting an inclusive language is a powerful way to fight stereotypes, prejudices and bias which is why Siemens Gamesa has developed a second edition of the Inclusive Language Guide, a way of projecting equality so that no employee feels any kind of discrimination.

Diversity and inclusion are key drivers at Siemens Gamesa. The company has included diversity and inclusion indicators in the short-term incentives for Executive Committee members and other senior managers. For the second consecutive year, we developed an Inclusive Leadership training program for senior management. So far, more than 200 managers have participated.

When an employee wants to be part of a company, achieving a balance between personal and professional life is of vital importance. Smart Working as well as flextime was implemented globally at Siemens Gamesa in 2019 helping to achieve work-life balance. Both initiatives aim to support productivity, promote diversity and inclusion, as well as equal opportunities. In addition, "digital disconnection" is promoted as a fundamental element of work-life balance and mental health.
Siemens Gamesa is also concerned about the current social reality. Violence against women is a social problem that is unfortunately gaining more and more prominence. The company has a protocol for assistance and protection for employees who are victims of family violence. Some of these measures are reduction of working hours without reduction in salary; flexible working hours or choice of shift; paid leave for administrative, legal or medical procedures, including that of their children; leave of absence with job reservation, without application of a time limit; relocation in another company of the group in another location; and economic aid or security measures for the victim, among others.

Harassment, in general, and in this case, workplace harassment, is another concern in today's society. Siemens Gamesa has updated its existing Workplace Harassment and Discrimination Prevention Program to include formal complaint mechanisms, the inclusion of abuse of authority, the responsibility of all employees to prevent workplace harassment and the expansion of channels for seeking help, among others.

There is still a long way to go, but goals are not achieved on their own, they are built. Siemens Gamesa is committed to building by creating initiatives and developing policies that work and that have made progress on this long road. What really matters is ensuring that the right interventions are being made to make Siemens Gamesa a company where everyone can thrive.

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