Home diversity Diverse leadership in sport: The barriers, the solutions, the business case 0. Networks enable employees with shared interests, experiences, and values to discuss various issues across all business units and hierarchical levels. DIVERSITY AND INCLUSION. Our associated objectives and areas of action are: Our aim is to increase the share of women in management positions to at least 20 percent by the year 2020. This office defines strategic targets and areas of action in cooperation with the business units and initiates Group-wide projects, training programs, and measures designed to increase awareness of the importance of diversity. Respect for Human Rights and Equal Opportunity. Diversity is an enormous strength that we are actively leveraging by creating diversity-based business value. In order to also promote interaction between the networks, the Global Diversity Office organizes regular meetings for the networks’ spokespersons. Our employees’ diverse cultural backgrounds help us to better understand the wishes of the customers in each region and tailor our products accordingly. Top performance is not a question of sex, age, origin or other diversity factors. Apply Reset. We have set ourselves the following goals regarding the composition of the most important boards and committees: Our inclusion agreement for severely disabled persons also requires us to hire 23 severely disabled trainees each year. Over the last five years, more than one hundred young individuals with disabilities have started a Daimler training program. We evaluate our workplaces with regard to their ergonomics. After growing up in occupied Palestine and co-founding its first-ever women’s football team, FIFA’s corporate communications manager is determined to make the beautiful game a fairer and more diverse place, Scholarships and career events will complement fellowship programme to attract diverse talent into the golf industry, © Copyright 2019 The Sustainability Report, Diverse leadership in sport: The barriers, the solutions, the business case, Profile: Honey Thaljieh, FIFA executive and women’s football pioneer, PGA ploughs $2.5m into workforce diversity programme, Doing things differently: The FC Nordsjælland story, The football executive’s guide to sustainability strategy, The modern stadium: A hub for sustainable development, ‘The planet is the only shareholder we answer to', It’s time to stop talking about ‘sustainability’ and ‘CSR’, Air pollution: Tackling sport’s invisible threat. In conversations with all the individuals involved, we examine the matter in depth and document it. 2020 Diversity & Inclusion Report I am optimistic about what we’ve built at Dell, of our culture that’s designed to support every team member in reaching their … Their shared motto is “We live diversity!” Alongside the LGBTI+ networks GL@D (Gay Lesbian Bisexual Transgender at Daimler), Spectrum, and Equal, further Daimler networks are also supporting the Daimler Pride Tour this year. Diverse leadership in sport: The barriers, the solutions, the business case 0. We want to make our website more user-friendly and continuously improve it. This stipulates a target corridor for the proportion of women in the total workforce, in vocational training, and in Level 4 and 5 management positions. Therefore, as a rule, the 62nd birthday serves as orientation for age-related retirement. We strive for strong diversity numbers. Equally, we need everyone to feel respected, included, and valued. We also hold discussions with external stakeholders on topics related to diversity – for example as part of our involvement in the Diversity Charter, of which we are a founding member. Company Culture Work at LPL Application Process Benefits and Perks Search Jobs. The “Trans*@Daimler guideline” is aimed at managers, human resources units, and employees. Search this report; Facebook. The Board of Management defined a target of 15 percent for the proportion of women in the first and second management levels of Daimler AG below the Board of Management, with a deadline of December 31, 2020. Profile: Honey Thaljieh, FIFA executive and women's football pioneer. Find out more about P&G environmental sustainability initiatives and strategies. Demographic developments and the increasing prolongation of professional life will lead to a further rise in the average age of the workforce in the years ahead. Sustainable business and corporate responsibility are what drive us. In addition, numerous measures have been implemented, ranging from recruiting to the further development of employees and career advancement for women employees. We revised our Diversity and Inclusion awareness training in 2019. Among other things, these courses also teach participants how to address stereotypes and prejudices. This is how we reach the widest range of target groups. This target calls for a proportion of 20 percent by the end of 2020. The Supervisory Board fulfills this requirement as a whole and also in terms of the side of the Supervisory Board representing the shareholders as well as the side representing the employees. We also address women as a specific target group at college career fairs and “Women Career Days.”. DIVERSITY, INCLUSION AND COLLABORATION. Download PDF. It also defines a standard for evaluating cases of misconduct and making decisions about their consequences. Our motto is “Changing Perspectives. Employees with disabilities are an important and fully integrated part of our diverse workforce. In addition, minority spokespersons are present at various locations, for example in the United States and South Africa. Around every third application is from a woman (30 percent). Linkedin. Interns/diploma students/doctoral students, Percentage of women in management positions level 1-3, Percentage of women in the second management level below the board*, Percentage of women in the first management level below the board*, Percentage of women in the Board of Management, Percentage of women in the Supervisory Board. The team from the Mercedes-Benz Bremen plant took first place in the competition category for large companies. Diversity management is part of our sustainable business strategy. It is followed by United States at 17 percent and Mexico at 7 percent. Appreciating differences and creating a culture of inclusion is high on the agenda for ERIKS and is one of our three sustainability focus areas for the next decade. That’s because people are more motivated, more capable, and more satisfied when they can bring their entire personality to work with them. While the general consensus among companies is that integrated reporting (combined annual and sustainability reporting) will not be legislated anytime soon in the United States, most agree that the investment community is pushing it higher on the reporting agenda. Networks also often facilitate the rapid and creative development of solutions and can serve as important partners for projects and events. Our employees at Daimler AG, Mercedes-Benz AG, and Daimler Truck AG had an average age of 45 years. Our goal is to enable more mobility for people – mobility appropriate to themselves and their lifestyle. We offer automobile-adaptive equipment, for example control assistants and power steering, pedal extenders, and swivel seats for our customers with impaired mobility. Women currently account for 19.0 percent of the total workforce worldwide. Other important target countries include Hungary, Japan, and South Africa. A web-based training program that supports the process of breaking down prejudices is available to all employees worldwide on the Social Intranet. In line with a further legal requirement, the Supervisory Board defined a target of 12.5 percent for the proportion of women on the Board of Management, with a deadline of December 31, 2020. For example, Daimler has defined its own target for the proportion of women in executive management positions at the Group level over a period of several years. In line with a further legal requirement, the Supervisory Board defined a target of 12.5 percent for the proportion of women on the Board of Management, with a deadline of December 31, 2020. In 2019 we once again joined a worldwide demonstration of respect and diversity. Ultimately, this also has a positive impact on (financial) operating results. ... That is why one of Nissan’s corporate strategies is to respect and promote diversity and inclusion. Home > Reports > Sustainability Report 2018 > Human Capital > Diversity, Inclusion and Collaboration . Some examples of KLM initiatives are: We … Originally launched within the framework of the Diversity Charter initiative as a nationwide event in Germany, Diversity Days are now held at Daimler locations on all continents around the globe. Bosch plays a pioneering role in climate action — out of conviction and out of a sense of responsibility for society. The various modules of our online test can be taken in 40 different languages. Almost 9,000 employees with disabilities worked at Daimler AG, Mercedes-Benz AG, and Daimler Truck AG during the reporting period. Eliminating waste in our operations and becoming more efficient with resources across all Diversey facilities drives environmental progress and financial return on investment. Pioneering role in climate action . When we drop correlated variable board size, we find variables measuring gender diversity are significant and positive at the 1% level (Models 3.6 and 3.8). From June to November, the Daimler Pride Tour traveled from the United States via Asia and Europe all the way to South Africa and South America. Contact Us. En conformité avec notre Charte sociale et éthique, nous menons une politique sociale fondée sur l’intégration par l’emploi, le respect de l’égalité des chances, la lutte contre les discriminations et la promotion de la diversité. Our Participation with Leading Organizations. It has therefore become a strategically important goal with two measurable targets in our Sustainability Strategy 2025: gender equality and internationality. In addition, applicants with documented weaknesses in reading and/or writing receive extra reading time during the online test. Such employees also help to make Daimler more international. The Diversity Challenge team competition took place for the first time from July 2018 until June 2019. Wherever possible, at least two members should have a technical background. The members of the Board of Management should have different educational and professional backgrounds. As the supervisory board of a listed company subject to parity codetermination, the Daimler AG Supervisory Board is legally required to have a gender ratio of at least 30 percent women. One example of this is INspire – The Leaders’ Lab – our trainee program for talented young managers. A Message From Our President and CEO. CEO Message. Daimler’s around 300,000 employees from over 160 countries provide the Group with a vibrant mixture of cultures and ways of life. In addition, employees and managers can become part of the Global Diversity Community. By cultivating a diverse and inclusive environment, we can increase talent engagement, foster innovation, enhance customer service, and ultimately drive better financial performance. Our Senior Experts Program offers experienced retired employees the opportunity to come back to work and contribute their expertise to various projects for a maximum of six months. With actions such as the “Girls’ Day” and the “Genius” education initiative, Daimler is pursuing the goal of arousing the interest of girls in particular in technical careers and promoting young women engineers. This is a joint initiative of the Group, the employee representatives, and the Employee Resource Groups. The diversity of our employees reflects the diversity of our customers. “There’s no doubt about it – I’m a diversity hire for that board. Supplier diversity is integral to our global integrated supply chain strategy. Diversité et inclusion. Equally, we need everyone to feel respected, included, and valued. In order to prepare women for management positions, we offer special leadership workshops or mentoring programs, for example. In 2020, we want to make emissions in our direct sphere of influence (scope 1 and 2) climate-neutral worldwide. We believe diversity fosters innovation and growth and creates a supportive culture where employees feel valued. In order to anchor the topic successively in the company, the diversity concept adopted by the Executive Board in 2017 was strategically aligned. The main topics are gender, internationality, age/generations, and persons with disabilities. In recognition of our diversity work, the CEO of C&A Brazil was also invited to share our practices at the Plataforma Liderança Sustentável, a prestigious sustainability event. TOP > SUSTAINABILITY AT NISSAN > SUSTAINABILITY REPORT 2019 > SOCIAL > DIVERSITY AND INCLUSION. We have introduced diverse measures and programs that enable our employees to organize their working times flexibly in line with their individual situation. HRB 19360VAT registration number: DE 81 25 26 315. This option helps employees reconcile the needs of their professional and private lives. More than 50 people attended the half-day event, which focused on professional and personal development for employees of all skill levels, genders, ages and cultural backgrounds. Diversity cultivates new perspectives and innovation, which enable us to better serve our customers, fellow employees and shareholders. Our generation management system focuses on measures for supporting the capabilities and health of younger and older employees as well as for promoting cooperation between people of different ages. We record a proportion of 55 to 70 percent international applications in all of our INspire recruiting processes. The guideline, which was developed in cooperation with our transgender community, explains our in-house regulations and contains a corporate statement for strengthening the status of transgender colleagues. Sustainability; Sustainability Report; Read Our 2020 Report. And of course the traditions and customs of other cultures were also highlighted. We have introduced a number of measures for this purpose – from fostering young talent in schools to recruiting and individual professional development. Supplier Diversity and Sustainability Trends Published: 24 May 2019 ID: G00709497 Analyst(s): Procurement Research Team Summary Chief procurement officers increasingly consider adding diverse and sustainable suppliers as part of an effective firm strategy. Annual sustainability report. We are proud to set such aspirations that are particularly difficult to achieve in the manufacturing sector. Home > Reports > Sustainability Report 2019 > Collaboration > Diversity, Inclusion and Collaboration DIVERSITY, INCLUSION AND COLLABORATION At SABIC, we recognize that diversity of experience, knowledge, and ideas – and an inclusive atmosphere – makes our company more effective. In order to achieve our goals, we have installed an ongoing internal reporting and planning system. We know it will take exponential change, not just incremental growth, to reach our goals. Most of our managers abroad come from the respective regions. One important indicator in the area of employees is derived from the results of the Daimler employee survey. We pay attention to ensuring the greatest possible diversity in the composition of the observers at our selection events. In this way, diversity makes us more successful as a company and creates clear competitive advantages. Diversity and Inclusion . Our Response to COVID-19 . 2019 Sustainability Report Living Our Purpose. Today “She’s Mercedes” is active in over 60 markets worldwide. You can find general information about our reporting processes, the frameworks applied, and our contact information here. The share of women in such positions stood at 19.8 percent at the end of 2019. Sustainability at CP About CP Climate Change Commitment Diversity & Inclusion Commitment Governance & Ethics Highlight Stories Recognition 2018 Corporate Sustainability Report Download Safety Safety Culture Public Safety & Emergency Preparedness Operational Excellence Energy Efficiency & Emissions Environmental Footprint Asset & Rail Network Resiliency Customer Experience Supply … We ranked number 297 out of 500 companies assessed. Over 3,300 companies and institutions have already signed the Charta der Vielfalt. These include: Frauennetzwerk (FNW), Women’s Business Network (WBN), Frauen in Technik (FIT), and CAReer Women’s International Network (CAR-WIN). The Diversity Update contains a report on the number of women in management positions and, if required, information on Group-wide projects. It is consistent with our values, enhances our competitiveness and capacity building, drives market connectivity and creates jobs and economic growth in the marketplace. Beyond the current legal requirements, since 2006 we have been setting clear goals for increasing the proportion of women in the various business units and we check every month or quarter to see how we are progressing. The lack of diversity in U.S. environmental non-profit organizations has been well chronicled in recent years. IN FOCUS; June 18, 2020; The death of George Floyd has pressured many organisations to examine their record on diversity … The Sustainability Report Diversity and Inclusion Community Involvement Environmental Sustainability Responsible Business Practices. Sustainability report 2019. One day in the year is specially devoted to the topic of diversity: Daimler Diversity Day. We launched a corresponding initiative in order to directly address women in 2015. The program includes: mandatory Diversity and Inclusion e-learning for more than 8,000 human resources staff and managers The prize honors companies that carry out exemplary projects and activities to train and employ people with disabilities, to continue employing employees who have become disabled or to maintain their employability. As we look to the future, we will continue to find ways to support our employees in a diverse and inclusive workplace, and engage them as ambassadors of the C&A brand. A globally valid corporate policy aims to ensure a fair and transparent approach that takes into account the principle of proportionality for the affected parties, while also giving protection to whistleblowers. In 2019 a large number of hands-on activities once again invited people to take a look at their own surroundings from a different perspective – that of a wheelchair user, a colleague with limited vision or colleagues with unusual life stories, for example. Respect and a natural acceptance of diversity develop when we all champion cooperation without discrimination. Careers at LPL . Our generation management activities include the following focal points: At Daimler we treasure the multifaceted experiences, perspectives, and skills of our employees. It’s a feeling you have when those around you recognize your importance and want your contributions. New technologies such as human-robot cooperation will make it possible to further reduce the physical demands of workplaces in production in the future. Travelers commits to diversity and inclusion. We understand this to mean different cultural backgrounds, and also international experience acquired through several years of foreign postings. Consequently the “Diversity & Inclusion Management” topic area is a component of existing training courses for managers and staff in human resources units. PDF. Sustainability Report 2020 60 Diversity Diversity Promotion Policy Management Organization Diversity Report MITSUBISHI MOTORS is promoting diversity in the form of Di@MoND activities by the Diversity Promo-tion Office based on the Diversity Promotion Policy By embracing diversity… Consciously experiencing diversity, taking in new perspectives, and understanding how all employees can profit from active diversity management – these are central objectives of Daimler Diversity Day. We create a working environment that is characterized by respect and equality of opportunity and working conditions that motivate and encourage our employees. Our company’s intercultural scope is also increased by the fact that international candidates account for more than a third of the people recruited through our trainee program. Percentage of severely disabled persons* (in %), Represented by the Board of Management: Ola Källenius (Chairman), Martin Daum, Renata Jungo Brüngger, Wilfried Porth, Markus Schäfer, Britta Seeger, Hubertus Troska, Harald Wilhelm, Chairman of the Supervisory Board: Manfred Bischoff, Commercial Register Stuttgart, No. This Social Intranet community offers an opportunity for networking and for sharing information. 2019 | Sustainability Report Caterpillar's Environmental, Social and Governance Approach. They mostly come from the United States, Brazil, South Africa, and Japan. At Con Edison, an inclusive culture is one that values everyone as an important member of the team. If you continue to use the website, you agree to the use of cookies. Corporate Snapshot From the CEO. We support our employees with worldwide staff assignments, mentoring, intercultural skills training, and targeted recruiting measures. This begins with recruiting, includes equality of opportunity in our dealings during everyday work, and an extremely wide range of consciousness-raising measures – from days of action to training courses and participation in Pride parades. In this way, all staff members around the world, as well as external whistleblowers, can report violations that pose a high risk to the company and its employees. The average age of our global workforce in 2019 was 43 years. The Academy provides resources and tools to assist prime suppliers with increasing engagement in and ownership of their own supplier diversity initiatives, as well as environmental sustainability and supplier code of conduct initiatives. In addition, in Germany the severely disabled persons’ representative and the inclusion officer of the company take action on behalf of severely disabled employees. As of December 31, 2019, the proportion of women at the first management level below the Board of Management was 12.5 percent; at the second level it was 23.8 percent. Furthermore, 296 employees from outside Germany work in other countries, mostly in China and the United States. It is called “Debating Diversity” and involves discussing the question of what digitalization can do for inclusion and which risks have to be taken into account. To promote global thinking, personal development, and an understanding of new cultures and worlds of work, around 2,000 Daimler employees from nearly 50 countries are taking part in international assignments throughout the world. Our firm's commitment to sustainability informs our operations, governance, risk management, diversity efforts, philanthropy and research. Several years of foreign postings take action under employment law e-learning for more than one hundred young individuals disabilities. 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