Diversity brings more competition, innovation and variety to Siemens

At Siemens we value diversity as the inclusion and collaboration of different thinking, backgrounds, experiences, expertise and individual qualities across all organisational levels.

Culture of acceptance and openness

The diversity of our employees and business partners fuels the ingenuity that has driven Siemens’ success in the region for over 145 years. In all of our activities, actions and programs, we want to make the most of the diversity in our workforce in Australia and New Zealand. It is about enabling different ideas and approaches to thrive. It is about tapping the creative potential of all our employees to be as diverse as our customers and ultimately, the fabric of the societies we operate in. We establish an open work environment for all of our employees, regardless of cultural background, ethnicity, origin, sexual orientation, or gender identity, expression or characteristics.  
In times of tremendous change, it is more important than ever to seek for diversity and inclusion – diversity has become a business imperative. So be the change you want to see in the world, like Gandhi said. The beauty of diversity and inclusion is simple to describe: you get remarkable results, more innovations, and with this it is a critical business driver and pushes digitalization.
Natalia Oropeza, Chief Cybersecurity Officer & Chief Diversity and Inclusion Officer
Global presence

Siemens around the world; the whole world at Siemens

Our employees are as global as our locations. Siemens employs staff from 169 countries, and has offices in more than 200. At Siemens Germany alone, more than 125 nations are represented and approximately 8,100 employees hold a foreign passport. The internationality of our workforce is reflected in all regions and on all levels: our global management team consists of employees from 127 countries.
Local commitment

Here for good

Throughout the region, Siemens reflects the diversity of the culture and people and ingenuity of the nations. In Australia, the company employs people from about 50 countries with various backgrounds, preferences and thoughts. We create possibilities for diverse experiences and interactions, with the overall goal of achieving a diversity of mindsets throughout our organisation. As we grow sustainably in Australia and New Zealand, we strongly believe that diversity brings more competition, innovation and variety to Siemens.  

Reconciliation Action Plan

In every country in which we operate, we practice a culture of openness and inclusivity, creating a work environment where everyone feels welcome and valued. This has been our philosophy in Australia since we started operations here in 1872.

We see the development and implementation of this Reflect Reconciliation Action Plan (RAP) as a natural step for our business in order to address some of the economic and social imbalances experienced by Aboriginal and Torres Strait Islander peoples and communities resulting from the often intergenerational injustices and inequalities of colonisation. 


Through its introduction, we lay the foundations for future RAPs and reconciliation initiatives. In doing so, we will listen to and seek guidance from Aboriginal and Torres Strait Islander peoples and communities.


This RAP outlines actions which we will take during the next 12 months to further promote cultural awareness throughout our organization, and to strengthen partnerships with Australia’s First Nations people.

Gallery of artwork commissioned by Siemens for the opening of the Hornsdale wind farm, South Australia.
Created by Nukunu and Ngadjuri artists, this artwork was the first ever Aboriginal Australian artwork to be featured on a wind tower.