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At Siemens we value diversity as the inclusion and collaboration of different thinking, backgrounds, experiences, expertise and individual qualities across all organizational levels.
In 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 success
Unconscious 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 decisions
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.
Siemens AG intends to further increase the percentage of women in its top two management Levels below the Supervisory Board to 10% by the end of June 2017. Over the past years, we have increased the percentage of women in non-tariff positions in Germany from 10 to 13%, thus achieving the targets we set for Siemens in an initiative of companies listed on Germany's DAX stock market index. The Supervisory Board of Siemens already fulfills the statutory gender quota of 30 percent women. However, we are aware: Gender balance should not be limited to leadership and complying with legal requirements but should encompass all departments, countries, and age groups.
Siemens is strongly committed to abolishing outdated ways of thinking: technology is not a purely male domain! Through various initiatives, we promote and support female talent, and try to inspire female students to join our industry. Diversity is especially important to us in our entry programs: the proportion of women in our Siemens Graduate Program (SGP) is over 40%.
Our employees are as global as our locations. Siemens employs staff from 171 countries, and has offices in more than 200. At Siemens Germany alone, over 121 nations are represented, and approximately 8,100 employees have a foreign passport. This internationality of our workforce is reflected in all regions and on all levels: our global Management Team consists of employees from over 127 countries.
Culture of inclusion
At Siemens, our culture of inclusion doesn’t end with the filling of required quotas. We promote diversity and want all employees to be able to be themselves. We support our employees’ many different ways of life as much as possible, for example by offering childcare, flexible work schedules, diversity employee networks, and workplaces equipped for the disabled.