Siemens is a multicultural organization with a global workforce of nearly 400,000 and operations in nearly every country in the world. 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 management, as well as through our employee training, cultural activities and events, and community outreach. We recognize and respect differences and similarities, which not only strengthen our U.S.-based companies but also puts us at a competitive advantage.
We drive Diversity, Equity and Inclusion through leadership opportunities and mentoring programs with our employee resource groups, professional development programs and supportive, inclusive working environments for our employees. We actively work to create awareness and engage our workforce around 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 multifaceted focus on workforce, workplace and marketplace helps us recruit qualified individuals and create working environments in which they can be productive. A diverse and inclusive workforce and workplace are essential to growing our position in the industry and keeping the company moving forward.
Within this three-pillar framework, we apply Diversity, Equity and Inclusion methodologies to existing business goals and processes, from how we work with suppliers and how we hire talent to how we build teams for projects and how we interact with our customers.
At Siemens USA, where we have a team of 50,000, diversity extends beyond 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. As an inclusive business, we strive to empower employees to always be their authentic selves at work.
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 communities.
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.