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. 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… It’s a feeling you have when those around you recognize your importance and want your contributions. Diversey has always valued environmental stewardship as an effective business strategy. I deliver more value than that, but I didn’t get on that board for any other reason.” Amaechi accepts his status as a diversity or token hire because “that’s the nature of progress”. 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. The share of women in such positions stood at 19.8 percent at the end of 2019. Home > Reports > Sustainability Report 2018 > Human Capital > Diversity, Inclusion and Collaboration . We understand this to mean different cultural backgrounds, and also international experience acquired through several years of foreign postings. 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. In order to achieve our goals, we have installed an ongoing internal reporting and planning system. Pioneering role in climate action . 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. We want to make our website more user-friendly and continuously improve it. People → Diversité . 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. It is consistent with our values, enhances our competitiveness and capacity building, drives market connectivity and creates jobs and economic growth in the marketplace. Such employees also help to make Daimler more international. Around 2,000 employees worldwide participated in 15 parades and events of the Daimler Pride Tour 2019. Diversity is characterized by all the ways in which we are different. SSR 2019 Sustainability Report SSR 2019 Informe de Sostenibilidad SSR 2018 Sustainability Report Archive. Daimler’s around 300,000 employees from over 160 countries provide the Group with a vibrant mixture of cultures and ways of life. By far the most important region in which assignees from Germany work is China, with a share of about 30 percent. 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. Travelers commits to diversity and inclusion. Daimler is a partner of the DIVERSITY Conference, which is staged by the Charta der Vielfalt in cooperation with the “Tagesspiegel”newspaper. It offers an example of how we actively promote equal opportunity and a work environment free of discrimination. Download PDF. This is a joint initiative of the Group, the employee representatives, and the Employee Resource Groups. In this way we want to ensure that our employees can work there without risks to their health. Corporate Snapshot From the CEO. Sustainable business and corporate responsibility are what drive us. Daimler is a co-initiator and founding member of the employer initiative “Charta der Vielfalt” (Diversity Charter) (2006). 2019 | Sustainability Report Caterpillar's Environmental, Social and Governance Approach. Employees with disabilities are an important and fully integrated part of our diverse workforce. The award jury particularly honored the fact that Daimler has permanently incorporated inclusion into its corporate culture. In early 2019, we were named one of the Best Employers for Diversity by FORBES ® magazine, which ranked the top U.S. companies that demonstrate a dedication to diversity and inclusion in the workplace. The members of the Board of Management should have different educational and professional backgrounds. Home diversity Diverse leadership in sport: The barriers, the solutions, the business case 0. the sustainability report the inside track on sport sustainability . 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. Our Response to COVID-19 . Daimler has 12 official Employee Resource Groups that bring together around 5,500 employees and are supported by the Global Diversity Office. It also defines a standard for evaluating cases of misconduct and making decisions about their consequences. We are proud to set such aspirations that are particularly difficult to achieve in the manufacturing sector. Other important target countries include Hungary, Japan, and South Africa. Ultimately, this also has a positive impact on (financial) operating results. It’s a feeling you have when those around you recognize your importance and want your contributions. We … The average age of our global workforce in 2019 was 43 years. Equally, we need everyone to feel respected, included, and valued. Approach. 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. We offer various training and qualification measures for managers that are designed to make diversity management a firm element of their day-to-day management work. PDF. Diverse leadership in sport: The barriers, the solutions, the business case 0. We evaluate our workplaces with regard to their ergonomics. Wherever possible, at least two members should have a technical background. The Diversity Update contains a report on the number of women in management positions and, if required, information on Group-wide projects. 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. Through our 2030 Sustainability Commitments, we aim to achieve gender parity in leadership and workforce diversity reflective of our communities. Consequently the “Diversity & Inclusion Management” topic area is a component of existing training courses for managers and staff in human resources units. These also include severe cases of sexual harassment, discrimination, and racism as well as misconduct that could pose a threat of serious damage to the reputation of the company. 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. In the Daimler employee survey we ask our employees to say to what extent they agree with the following statement: “Everyone in this company is treated fairly – independently of their ethnic or cultural background, sex, age, disablement or other characteristics that are not relevant to their job performance.” In this way, every two years we find out how the employees evaluate equality of opportunity within the Group. We offer automobile-adaptive equipment, for example control assistants and power steering, pedal extenders, and swivel seats for our customers with impaired mobility. 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. The Diversity Challenge team competition took place for the first time from July 2018 until June 2019. Annual sustainability report. This Social Intranet community offers an opportunity for networking and for sharing information. 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. 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. Our objective is to widely promote the added value of a diverse and inclusive workforce and fight against stereotypes. La diversité à l’ordre du jour . In addition, in Germany the severely disabled persons’ representative and the inclusion officer of the company take action on behalf of severely disabled employees. Workforce Diversity & Inclusion. Daimler applied with projects including the plan of action for training young people with disabilities, the Buddy project, the “Diversity Challenge”, and the “Digital Barrier-Freedom” initiative. In 2020, we want to make emissions in our direct sphere of influence (scope 1 and 2) climate-neutral worldwide. MITSUBISHI MOTORS has been issuing the Diversity Report, a publication dedicated to diversity issues, since 2015 Vol 4, issued in fiscal 2018, is titled “Invigorating the organization through diversity ” It picks up on some examples for utilizing individual diversity and values as … Careers at LPL . 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. We have introduced a number of measures for this purpose – from fostering young talent in schools to recruiting and individual professional development. “There’s no doubt about it – I’m a diversity hire for that board. We believe diversity fosters innovation and growth and creates a supportive culture where employees feel valued. Therefore, as a rule, the 62nd birthday serves as orientation for age-related retirement. In order to also promote interaction between the networks, the Global Diversity Office organizes regular meetings for the networks’ spokespersons. diversity. However, we also promote the assignment of employees from our global locations to Germany as “impats” or to other countries so that they can build up networks and share and deepen their know-how. Equally, we need everyone to feel respected, included, and valued. We revised our Diversity and Inclusion awareness training in 2019. We strive for strong diversity numbers. One important indicator in the area of employees is derived from the results of the Daimler employee survey. In this survey, we ask our employees whether they agree with the following statement: “Everyone in this company is treated fairly – independently of their ethnic or cultural background, sex, age, disablement or other characteristics that are not relevant to their job performance.”. In addition, minority spokespersons are present at various locations, for example in the United States and South Africa. This target has been clearly surpassed, as the proportion of women on the Board of Management is currently 25 percent. 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. Young people between the ages of 16 and 27 could take part with concrete activities to promote diversity in the workplace. We support our employees with worldwide staff assignments, mentoring, intercultural skills training, and targeted recruiting measures. The team from the Mercedes-Benz Bremen plant took first place in the competition category for large companies. In 2019, 49.4% (previous year: 48.8%) of employees in the Group were women. 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. We believe diversity fosters innovation and growth and creates a supportive culture where employees feel valued. Diversity management is part of our sustainable business strategy. HRB 19360VAT registration number: DE 81 25 26 315. DIVERSITY AND INCLUSION. 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. Reporting Sustainability Report Download ESG Analyst Data SASB Report TCFD Report Content Index Past Reports. Respect and a natural acceptance of diversity develop when we all champion cooperation without discrimination. By promoting gender diversity, the inclusion of other diversity groups (cultural, LGBTI, disabled people etc.) Almost 9,000 employees with disabilities worked at Daimler AG, Mercedes-Benz AG, and Daimler Truck AG during the reporting period. Diversity management is part of our sustainable business strategy. That’s because people are more motivated, more capable, and more satisfied when they can bring their entire personality to work with them. Top performance is not a question of sex, age, origin or other diversity factors. Due to the new corporate structure since 11/1/2019, the severely disabled rate for 2019 is reported for the individual companies Daimler AG, Mercedes-Benz AG and Daimler Truck AG. More than 800 assignments of senior experts have taken place since this program was launched in 2013. The policy defines BPO procedures and the responsibilities of the various departments and individuals in the organization. We want to make sure that sustainability practices are fully integrated into our operations by promoting transparency, employee engagement, and our ethical code of conduct. Keeping the value of diversity top of mind, the PPG Women’s Leadership Council (WLC) organized its inaugural diversity conference for employees of our Shared Service Center in Brno, Czech Republic, in 2019. We have introduced diverse measures and programs that enable our employees to organize their working times flexibly in line with their individual situation. Wherever possible, at least one member of the Board of Management should be of international origin. For more information, please refer to our cookie statement, Environmentally friendly and resource-conserving production, Designing raw material supply chains sustainably, Integrity in practice – strengthening trust, https://annualreport.daimler.com/ar2019/non-financial-report/employee-issues, trainee program for talented young managers, nexxar - digital reporting evolved - Online Report, Initiative of the UN Global Compact to combat discrimination against homosexuals, bi, trans, and intersexual (LGBT+) people (2018), HIV declaration of the Deutsche AIDS-Hilfe (German AIDS service organization) (2019). 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. The Sustainability Report Diversity and Inclusion Community Involvement Environmental Sustainability Responsible Business Practices. We promote a respectful and equitable working environment. Linkedin. That’s stupid, and we should just call it out for being stupid,” he tells The Sustainability Report. Networks also often facilitate the rapid and creative development of solutions and can serve as important partners for projects and events. As early as 2006, we began cooperating with the severely disabled persons’ representative to put together a plan of action for taking on severely disabled trainees. The lack of diversity in U.S. environmental non-profit organizations has been well chronicled in recent years. 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. One example of this is INspire – The Leaders’ Lab – our trainee program for talented young managers. Eliminating waste in our operations and becoming more efficient with resources across all Diversey facilities drives environmental progress and financial return on investment. And of course the traditions and customs of other cultures were also highlighted. Diversité et inclusion. Diversity and Inclusion . The team developed a game to raise awareness of the topic of diversity. 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). Supplier Diversity. This target calls for a proportion of 20 percent by the end of 2020. Our application documents were also designed to be completely barrier-free, for example through the use of a text-to-speech function. IN FOCUS; LEADERS; VIEWPOINT; PODCAST; PARTNERS; ABOUT; Subscribe ; Search; Follow. 2019 Sustainability Report Living Our Purpose. Networks enable employees with shared interests, experiences, and values to discuss various issues across all business units and hierarchical levels. It is followed by United States at 17 percent and Mexico at 7 percent. 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. Bosch plays a pioneering role in climate action — out of conviction and out of a sense of responsibility for society. A 2014 study (PDF)of 191 U.S. conservation and preservation organizations, 74 government environmental agencies and 28 environmental grant-making foundations found that ethnic minorities do not exceed 16 percent of board members or staff of environmental organizations. When we leverage our diversity in an inclusive environment, we create the best solutions to meet our customers' needs in current and future markets. We have set ourselves the goal of promoting women at all levels of the company. These are mostly intercultural, women’s, LGBTI+, and role/organization-specific networks that are generally active Group-wide. UPS views diversity and inclusion as a top business priority. 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. If you continue to use the website, you agree to the use of cookies. Sustainability Report. The Global Diversity Office is a corporate function that is part of the Group Human Resources organization. Women currently account for 19.0 percent of the total workforce worldwide. At Con Edison, an inclusive culture is one that values everyone as an important member of the team. 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 … 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. DIVERSITY, INCLUSION AND COLLABORATION. Diversity as a Factor in Competitiveness. That’s why becoming a leader as a socially responsible company is one of our top priorities . Our international commitment underscores our social contribution to diversity and inclusion and demonstrates that Daimler stands for appreciation and openness worldwide. We have set ourselves the goal of making Mercedes-Benz the most attractive premium automobile brand for women and substantially raising the share of women buyers by 2020. Diversity is an enormous strength that we are actively leveraging by creating diversity-based business value. Sustainability report 2019. For more information regarding our sustainability practices. 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 … 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. Diversity is aided in particular by the best possible balance ratio of men and women in the workforce and in management positions. Pursuant to the recommendations contained in the current version of the German Corporate Governance Code, the Supervisory Board has set an age limit for members of the Board of Management. Travelers commits to diversity and inclusion. Our firm's commitment to sustainability informs our operations, governance, risk management, diversity efforts, philanthropy and research. 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. Over the last five years, more than one hundred young individuals with disabilities have started a Daimler training program. Furthermore, 296 employees from outside Germany work in other countries, mostly in China and the United States. Our employees’ diverse cultural backgrounds help us to better understand the wishes of the customers in each region and tailor our products accordingly. They mostly come from the United States, Brazil, South Africa, and Japan. 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. Apply Reset. CEO Message. Our motto is “Changing Perspectives. The Charta der Vielfalt drives forward the substantive discussions of diversity management in Germany by means of various projects such as the Diversity Day. In 2019 we also received external recognition for our commitment to inclusion with the award of the “Inclusion Prize of the German Economy 2019.” This prize is an initiative of the Federal Employment Agency, the Confederation of German Employers’ Associations, Charta der Vielfalt, and the UnternehmensForum, under the aegis of Hubertus Heil, the Federal Minister of Labour and Social Affairs. This is how we reach the widest range of target groups. EN; NL; FR; Rapport de développement durable . TOP > SUSTAINABILITY AT NISSAN > SUSTAINABILITY REPORT 2019 > SOCIAL > DIVERSITY AND INCLUSION. The lack of diversity stunts the mainstreaming of sustainability. In addition, applicants with documented weaknesses in reading and/or writing receive extra reading time during the online test. For the Schaeffler Group, diversity means recognizing, appreciating, and including different points of view, experiences, and expert competencies across all hierarchy levels and business units. We launched a corresponding initiative in order to directly address women in 2015. In order to anchor the topic successively in the company, the diversity concept adopted by the Executive Board in 2017 was strategically aligned. We also offer all employees opportunities to continuously further develop their skills and qualifications, and to integrate new work methods and learning techniques into their professional activities. We also take this principle into account when selecting new employees. Company Culture Work at LPL Application Process Benefits and Perks Search Jobs. For us, inclusion means treating the diversity of our employees consciously, inclusively, and appreciatively, with the aim of including and treating all of them equally. You can find general information about our reporting processes, the frameworks applied, and our contact information here. 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. The “Trans*@Daimler guideline” is aimed at managers, human resources units, and employees. All the members of the Daimler Board of Management support our Diversity Statement and actively advocate the realization of its principles: The principle of equality between men and women has been set out in binding form at Daimler AG, Mercedes-Benz AG, Daimler Truck AG, and Daimler Brand & IP Management GmbH & Co. KG in company-wide agreements on “The Advancement of Women” and “Equal Opportunity.” Furthermore, our policies regarding diversity and equal opportunity are described in our Integrity Code and our Group-wide “Fair Treatment in the Workplace” agreement. It helps us to find new viewpoints and acts as a driving force behind creative ideas and innovations. We create a working environment that is characterized by respect and equality of opportunity and working conditions that motivate and encourage our employees. Respect for Human Rights and Equal Opportunity. At Con Edison, an inclusive culture is one that values everyone as an important member of the team. Sustainability; Sustainability Report; Read Our 2020 Report. Media . In conversations with all the individuals involved, we examine the matter in depth and document it. Diversity cultivates new perspectives and innovation, which enable us to better serve our customers, fellow employees and shareholders. Daimler informs its employees worldwide about the topics of diversity and inclusion. The various modules of our online test can be taken in 40 different languages. Some examples of KLM initiatives are: Contact Us. We know it will take exponential change, not just incremental growth, to reach our goals. Diversity and Inclusion. is stimulated. We currently have around 140 global assignees in Germany, with most of them coming from the United States, China, India, and Brazil. We record a proportion of 55 to 70 percent international applications in all of our INspire recruiting processes. We have signed a company-wide agreement for the advancement of women for Daimler AG, Mercedes-Benz AG, Daimler Truck AG, and Daimler Brand & IP Management GmbH & Co. KG. We also anchor our principles publicly through our membership of associations and by signing standards and principles (year of membership or signature): Employees who have been victims of discrimination, bullying or sexual harassment, or who observe improper behavior by colleagues, can report such violations of policy to their supervisors, the HR department, our counseling service, their plant medical services organization or the Works Council. In addition, here we provide information about the strategic orientation and the areas of action of Diversity Management along with facts and figures, and offer courses and training programs. In addition, employees and managers can become part of the Global Diversity Community. In addition, numerous measures have been implemented, ranging from recruiting to the further development of employees and career advancement for women employees. Our generation management activities include the following focal points: At Daimler we treasure the multifaceted experiences, perspectives, and skills of our employees. In addition, attention should be paid to international scope when determining the composition of the Board of Management. 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. 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