Siemens is a richly multicultural organization with operations in nearly every country in the world with the opportunity for our employees to work and live in other parts of the world to broaden their insights. Our diversity practices are built on awareness and respect for local histories, cultures and needs. Here in the United States, Siemens promotes diversity at all levels, from entry level to the highest ranks through management and employee training, cultural activities and events, community outreach and more. We recognize and respect differences and similarities, which strengthens our U.S.-based companies and puts us at a competitive advantage.
We drive Diversity, Equity and Inclusion by providing leadership opportunities and mentoring programs with our employee resource groups, as well as professional development programs, and a supportive, inclusive working environment for our employees. We set a plan of action to create awareness and engagement of management and employees to understand the value of diversity and its business impact.
Diversity, Equity and Inclusion becomes a lens for looking at, identifying, developing and advancing the business. Focused efforts will yield greater business results.Nichelle Grant, Head of Diversity, Equity and Inclusion, Siemens USA
Workforce, Workplace and MarketplaceOur focus on the workforce, workplace and marketplace helps us recruit qualified individuals to work in an environment in which they can be productive. It helps us grow our position in the industry and keeps the company moving forward.
We strive for a diverse and inclusive workforce and workplace to grow our business in the marketplace. Within the three-pillar framework, we work with existing business goals and processes to apply Diversity, Equity and Inclusion methodologies to how we work with suppliers, how we hire talent, how we build teams for projects and how we interact with our customers.
For Siemens USA, diversity extends beyond the inherent attributes such as gender, age or ethnicity. It also mirrors who we are through acquired attributes such as education, socioeconomic background, nationality, job experience, religion, sexual orientation, etc. This extended definition applies to not only a 50K-person-strong company in the U.S. but also a global company of nearly 400K. An inclusive business recognizes, appreciates and values the difference. Inclusion allows employees to be their authentic self at work; when an individual is comfortable, they are engaged, connected and can be more productive. Inclusion must manifest itself with frontline employees, managers/supervisors and senior leadership.
Focusing on diversity and inclusion is a core part of our business strategy.Barbara Humpton, CEO, Siemens USA
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Our Employee Resource Groups (ERGs) @ Siemens
Siemens sponsors Employee Resource Groups (ERGs) formed by employees with commonalities in areas such as ethnicity, gender, disability and sexual orientation. With 10,000 ERG members, 10 ERGs and several active chapters, ERGs offer employees an inclusive, supportive environment, networking opportunities, tools to promote personal and professional development and access to mentoring networks. At the same time, ERGs add value to the company and employee engagement by helping to drive these four key objectives: business alignment, personal and professional development, talent acquisition and community involvement. Our ERG focal areas include: Lesbian, Gay, Bisexual, Transgender (LGBT); generational; Hispanic; black; Asian; veterans; eco-friendly; and women.
Our ERGs increase engagement and collaboration across the organization. Through events and activities, they help further define the business case for diversity by measuring their performance. Our members are thought leaders in their focal areas, and they help cultivate business innovation and growth opportunities.