Culture of acceptance and opennessIn all our activities, actions, and programs, we want to make the most of the diversity in our workforce. 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. We create possibilities for diverse experiences and interactions, with the overall goal of achieving a diversity of mindsets throughout the company. To help our employees optimally develop their talents, we offer challenging jobs with numerous development opportunities in a modern working environment. Wide-ranging options for health and work-life integration are included in our modern Siemens office concept.
Diversity strengthens our innovative capacity, unleashes the potential of Siemens’ employees and thereby directly contributes to our business successJanina Kugel, Human Resources Board Member and Chief Diversity Officer
Exposing hidden thought patternsUnconscious biases can impact the decisions we make without our being aware of it. All human beings have these unconscious thought patterns in the form of expectations and preferences – for example, with regard to men and women. Often, however, these are based on unsubstantiated assumptions or stereotypes, and can hinder us from making objective decisions. The Implicit Association Test, created by Harvard University, shows that more than 70% of people associate men with career and women with family. At Siemens, we want to sensitize our employees so that they can recognize these patterns and, with targeted training, learn to overcome them.
Systematic prevention of unconscious bias at work allows us to make fairer decisionsJanina Kugel, Human Resources Board Member and Chief Diversity Officer
My unconscious bias moment: “Pink yogurt is only for girls”
It has surely happened to you before: you startle yourself with a spontaneous action, reaction, or association. As part of an internal challenge, Siemens employees have shared some of these “unconscious bias moments” that have left them shaking their heads in retrospect. One employee, while shopping in the supermarket, came to the snap conclusion that a man buying pink yogurt must be buying it for his wife! But many of our employees have already been victims of stereotyping for a variety of reasons: because of their countries of origin, or because the way they speak or look does not match expectations. The online training program “Decide Fairly”, which was developed in collaboration with the “Chefsache” initiative, is intended to remedy this problem.
Our engagement for more gender equalityBoth gender equally contribute to our business success. Over the past years, Siemens has strived to create significant more employment opportunities for women - from board level to every single working place, thus also contributing to the UN’s sustainable development goal “Gender Balance”. In 2016, Siemens signed the Women's Empowerment Principles (WEP) by United Nations to strengthening our women in the company. It’s the first worldwide initiative focused on directly promoting and strengthening of women in companies. > Read press release
Our achievements: More women along all levels
Arrangements and initiatives
Our commitment promoting women along all levels in the company does not end with complying legal requirements. Siemens AG intends to increase the percentage of women in its top management positions. For both of the company’s top two management levels in Germany, the share is to be raised to 10 percent by the end of June 2017. We further more foster various initiatives, programs and measures to trigger an culture change to gender parity.
International Women’s Day India
Be Bold For Change
March 8th marks International Women’s Day, and this year’s theme is #BeBoldForChange. What does being bold for change mean when it comes to work? We spoke to two women at Siemens who’ve lived by this mantra throughout their careers.