It’s a feeling you have when those around you recognize your importance and want your contributions. Results show a marginal significant impact of gender diversity on sustainability reporting quality (Models 3.1 and 3.3) but this is largely affected by the correlated variable BODSIZE. Our goal is to enable more mobility for people – mobility appropriate to themselves and their lifestyle. Wherever possible, at least one member of the Board of Management should be of international origin. A Message From Our President and CEO. We also anchor our principles publicly through our membership of associations and by signing standards and principles (year of membership or signature): Employees who have been victims of discrimination, bullying or sexual harassment, or who observe improper behavior by colleagues, can report such violations of policy to their supervisors, the HR department, our counseling service, their plant medical services organization or the Works Council. Therefore, as a rule, the 62nd birthday serves as orientation for age-related retirement. For us, inclusion means treating the diversity of our employees consciously, inclusively, and appreciatively, with the aim of including and treating all of them equally. Some examples of KLM initiatives are: Such action will be proportionate to the severity of the violation. In addition, attention should be paid to international scope when determining the composition of the Board of Management. IN FOCUS; June 18, 2020; The death of George Floyd has pressured many organisations to examine their record on diversity … In 2019 we once again joined a worldwide demonstration of respect and diversity. We pay attention to ensuring the greatest possible diversity in the composition of the observers at our selection events. This office defines strategic targets and areas of action in cooperation with the business units and initiates Group-wide projects, training programs, and measures designed to increase awareness of the importance of diversity. The share of women in such positions stood at 19.8 percent at the end of 2019. We have set the goal of 35% of women in senior leadership positions by 2030. We also offer all employees opportunities to continuously further develop their skills and qualifications, and to integrate new work methods and learning techniques into their professional activities. We … We have set ourselves the goal of making Mercedes-Benz the most attractive premium automobile brand for women and substantially raising the share of women buyers by 2020. In addition, minority spokespersons are present at various locations, for example in the United States and South Africa. Daimler applied with projects including the plan of action for training young people with disabilities, the Buddy project, the “Diversity Challenge”, and the “Digital Barrier-Freedom” initiative. Keeping the value of diversity top of mind, the PPG Women’s Leadership Council (WLC) organized its inaugural diversity conference for employees of our Shared Service Center in Brno, Czech Republic, in 2019. A web-based training program that supports the process of breaking down prejudices is available to all employees worldwide on the Social Intranet. The Charta der Vielfalt drives forward the substantive discussions of diversity management in Germany by means of various projects such as the Diversity Day. It helps us to find new viewpoints and acts as a driving force behind creative ideas and innovations. Daimler is a partner of the DIVERSITY Conference, which is staged by the Charta der Vielfalt in cooperation with the “Tagesspiegel”newspaper. We are aware of the individual lifestyles and demands of our customers and develop products and services that correspond to their needs. Today “She’s Mercedes” is active in over 60 markets worldwide. The program includes: mandatory Diversity and Inclusion e-learning for more than 8,000 human resources staff and managers Approach. In addition, in Germany the severely disabled persons’ representative and the inclusion officer of the company take action on behalf of severely disabled employees. To promote global thinking, personal development, and an understanding of new cultures and worlds of work, around 2,000 Daimler employees from nearly 50 countries are taking part in international assignments throughout the world. Over the last five years, more than one hundred young individuals with disabilities have started a Daimler training program. Annual sustainability report. We are committed to a work environment of mutual trust and respect, where diversity and inclusion are valued, and where every employee feel welcomed. Supplier Diversity. This kind of working environment is vital if we are to actually make use of the potential of diversity. The Supervisory Board fulfills this requirement as a whole and also in terms of the side of the Supervisory Board representing the shareholders as well as the side representing the employees. In early 2019, we were named one of the Best Employers for Diversity by FORBES ® magazine, which ranked the top U.S. companies that demonstrate a dedication to diversity and inclusion in the workplace. The diversity of our employees reflects the diversity of our customers. At Con Edison, an inclusive culture is one that values everyone as an important member of the team. A globally valid corporate policy aims to ensure a fair and transparent approach that takes into account the principle of proportionality for the affected parties, while also giving protection to whistleblowers. Daimler’s around 300,000 employees from over 160 countries provide the Group with a vibrant mixture of cultures and ways of life. These include: Frauennetzwerk (FNW), Women’s Business Network (WBN), Frauen in Technik (FIT), and CAReer Women’s International Network (CAR-WIN). Management Approach Disclosures; Diversity and Equal Opportunity; GRI 103-1 Explanation of the material topic and its Boundary GRI Jump to content [AK + s] Jump to navigation [AK + 3] ProSiebenSat.1 Media SE Sustainability Report 2018 Home diversity Diverse leadership in sport: The barriers, the solutions, the business case 0. You can find general information about our reporting processes, the frameworks applied, and our contact information here. Over 3,300 companies and institutions have already signed the Charta der Vielfalt. Research shows that teams with greater diversity and inclusive leadership contribute to better decision-making, creative solutions and faster and better innovations. If you continue to use the website, you agree to the use of cookies. 2 4.61% self-identify as protected veterans, who are classified as a “disabled veteran”, “recently separated veteran”, “active duty wartime or campaign badge veteran” or “armed forces service medal veteran.” Sustainable business and corporate responsibility are what drive us. Diversity management is part of our sustainable business strategy. Equally, we need everyone to feel respected, included, and valued. Networks enable employees with shared interests, experiences, and values to discuss various issues across all business units and hierarchical levels. Diversity is an enormous strength that we are actively leveraging by creating diversity-based business value. ... That is why one of Nissan’s corporate strategies is to respect and promote diversity and inclusion. Diversey has always valued environmental stewardship as an effective business strategy. The team from the Mercedes-Benz Bremen plant took first place in the competition category for large companies. We record a proportion of 55 to 70 percent international applications in all of our INspire recruiting processes. In the Daimler employee survey we ask our employees to say to what extent they agree with the following statement: “Everyone in this company is treated fairly – independently of their ethnic or cultural background, sex, age, disablement or other characteristics that are not relevant to their job performance.” In this way, every two years we find out how the employees evaluate equality of opportunity within the Group. When we drop correlated variable board size, we find variables measuring gender diversity are significant and positive at the 1% level (Models 3.6 and 3.8). It has therefore become a strategically important goal with two measurable targets in our Sustainability Strategy 2025: gender equality and internationality. Our aim is to increase the share of women in management positions to at least 20 percent by the year 2020. We see this transformation as an opportunity and are adjusting the framework conditions accordingly. In this survey, we ask our employees whether they agree with the following statement: “Everyone in this company is treated fairly – independently of their ethnic or cultural background, sex, age, disablement or other characteristics that are not relevant to their job performance.”. The lack of diversity stunts the mainstreaming of sustainability. Pioneering role in climate action . The Academy provides resources and tools to assist prime suppliers with increasing engagement in and ownership of their own supplier diversity initiatives, as well as environmental sustainability and supplier code of conduct initiatives. Contact Us. In 2019 we also received external recognition for our commitment to inclusion with the award of the “Inclusion Prize of the German Economy 2019.” This prize is an initiative of the Federal Employment Agency, the Confederation of German Employers’ Associations, Charta der Vielfalt, and the UnternehmensForum, under the aegis of Hubertus Heil, the Federal Minister of Labour and Social Affairs. The average age of our global workforce in 2019 was 43 years. Apply Reset. Sport is having its own introspection – but will it change its approach? Daimler has 12 official Employee Resource Groups that bring together around 5,500 employees and are supported by the Global Diversity Office. “There’s no doubt about it – I’m a diversity hire for that board. This is how we reach the widest range of target groups. The “Trans*@Daimler guideline” is aimed at managers, human resources units, and employees. Appreciating differences and creating a culture of inclusion is high on the agenda for ERIKS and is one of our three sustainability focus areas for the next decade. The Sustainability Report Diversity and Inclusion Community Involvement Environmental Sustainability Responsible Business Practices. The prize honors companies that carry out exemplary projects and activities to train and employ people with disabilities, to continue employing employees who have become disabled or to maintain their employability. Special guidelines, which are described in the inclusion agreement, are in effect for the recruitment of severely disabled employees. Managers serve as role models here and thus have a special responsibility for ensuring a corporate culture marked by fairness. Most of our managers abroad come from the respective regions. Q&A with Our Head of Corporate Affairs. 2019 Sustainability Report Living Our Purpose. We strive for strong diversity numbers. Around 2,000 employees worldwide participated in 15 parades and events of the Daimler Pride Tour 2019. I deliver more value than that, but I didn’t get on that board for any other reason.” Amaechi accepts his status as a diversity or token hire because “that’s the nature of progress”. The various modules of our online test can be taken in 40 different languages. Home > Reports > Sustainability Report 2018 > Human Capital > Diversity, Inclusion and Collaboration . Diversity & … In addition, employees and managers can become part of the Global Diversity Community. Equally, we need everyone to feel respected, included, and valued. EN; NL; FR; Rapport de développement durable . We have introduced a number of measures for this purpose – from fostering young talent in schools to recruiting and individual professional development. More than 50 people attended the half-day event, which focused on professional and personal development for employees of all skill levels, genders, ages and cultural backgrounds. Company Culture Work at LPL Application Process Benefits and Perks Search Jobs. We want to make our website more user-friendly and continuously improve it. They help to make diversity a firm component of our company and they also support a culture of diversity and appreciation at Daimler. Corporate Snapshot From the CEO. They mostly come from the United States, Brazil, South Africa, and Japan. Around every third application is from a woman (30 percent). That’s stupid, and we should just call it out for being stupid,” he tells The Sustainability Report. Demographic developments and the increasing prolongation of professional life will lead to a further rise in the average age of the workforce in the years ahead. We have set ourselves the following goals regarding the composition of the most important boards and committees: Our inclusion agreement for severely disabled persons also requires us to hire 23 severely disabled trainees each year. Interns/diploma students/doctoral students, Percentage of women in management positions level 1-3, Percentage of women in the second management level below the board*, Percentage of women in the first management level below the board*, Percentage of women in the Board of Management, Percentage of women in the Supervisory Board. The Diversity Update contains a report on the number of women in management positions and, if required, information on Group-wide projects. In 2020, we want to make emissions in our direct sphere of influence (scope 1 and 2) climate-neutral worldwide. We have set ourselves the goal of promoting women at all levels of the company. We create a working environment that is characterized by respect and equality of opportunity and working conditions that motivate and encourage our employees. Exchange is promoted by means of networks specifically created by and for women employed at Daimler. In January, study author Dorceta Taylor, director of diversity, equity and inclusion at University of Michigan’s School for En… This target has been clearly surpassed, as the proportion of women on the Board of Management is currently 25 percent. Such employees also help to make Daimler more international. We launched a corresponding initiative in order to directly address women in 2015. Diversité et inclusion. We have signed a company-wide agreement for the advancement of women for Daimler AG, Mercedes-Benz AG, Daimler Truck AG, and Daimler Brand & IP Management GmbH & Co. KG. We promote a respectful and equitable working environment. Reporting Sustainability Report Download ESG Analyst Data SASB Report TCFD Report Content Index Past Reports. We understand this to mean different cultural backgrounds, and also international experience acquired through several years of foreign postings. Linkedin. We revised our Diversity and Inclusion awareness training in 2019. It is present in our job functions, work styles, experiences and ideas. It is called “Debating Diversity” and involves discussing the question of what digitalization can do for inclusion and which risks have to be taken into account. Our Senior Experts Program offers experienced retired employees the opportunity to come back to work and contribute their expertise to various projects for a maximum of six months. In order to achieve our goals, we have installed an ongoing internal reporting and planning system. In this way, diversity makes us more successful as a company and creates clear competitive advantages. That’s why becoming a leader as a socially responsible company is one of our top priorities . However, we also promote the assignment of employees from our global locations to Germany as “impats” or to other countries so that they can build up networks and share and deepen their know-how. Diversity is characterized by all the ways in which we are different. With actions such as the “Girls’ Day” and the “Genius” education initiative, Daimler is pursuing the goal of arousing the interest of girls in particular in technical careers and promoting young women engineers. Our generation management system focuses on measures for supporting the capabilities and health of younger and older employees as well as for promoting cooperation between people of different ages. Daimler was represented by two teams from the ranks of the trainees. Travelers commits to diversity and inclusion. TOP > SUSTAINABILITY AT NISSAN > SUSTAINABILITY REPORT 2019 > SOCIAL > DIVERSITY AND INCLUSION. Beyond the current legal requirements, since 2006 we have been setting clear goals for increasing the proportion of women in the various business units and we check every month or quarter to see how we are progressing. Pursuant to the recommendations contained in the current version of the German Corporate Governance Code, the Supervisory Board has set an age limit for members of the Board of Management. It’s a feeling you have when those around you recognize your importance and want your contributions. HRB 19360VAT registration number: DE 81 25 26 315. From June to November, the Daimler Pride Tour traveled from the United States via Asia and Europe all the way to South Africa and South America. The Global Diversity Office is a corporate function that is part of the Group Human Resources organization. The main topics are gender, internationality, age/generations, and persons with disabilities. In addition, here we provide information about the strategic orientation and the areas of action of Diversity Management along with facts and figures, and offer courses and training programs. In order to anchor the topic successively in the company, the diversity concept adopted by the Executive Board in 2017 was strategically aligned. In 2019, 49.4% (previous year: 48.8%) of employees in the Group were women. the sustainability report the inside track on sport sustainability . By cultivating a diverse and inclusive environment, we can increase talent engagement, foster innovation, enhance customer service, and ultimately drive better financial performance. These also include severe cases of sexual harassment, discrimination, and racism as well as misconduct that could pose a threat of serious damage to the reputation of the company. Our generation management activities include the following focal points: At Daimler we treasure the multifaceted experiences, perspectives, and skills of our employees. Sustainability at CP About CP Climate Change Commitment Diversity & Inclusion Commitment Governance & Ethics Highlight Stories Recognition 2018 Corporate Sustainability Report Download Safety Safety Culture Public Safety & Emergency Preparedness Operational Excellence Energy Efficiency & Emissions Environmental Footprint Asset & Rail Network Resiliency Customer Experience Supply … Workforce Diversity & Inclusion. The award jury particularly honored the fact that Daimler has permanently incorporated inclusion into its corporate culture. Our application documents were also designed to be completely barrier-free, for example through the use of a text-to-speech function. Ready to Be Different.”. Workforce Diversity & Inclusion. In verifiable cases we will take action under employment law. One day in the year is specially devoted to the topic of diversity: Daimler Diversity Day. DIVERSITY AND INCLUSION. Almost 9,000 employees with disabilities worked at Daimler AG, Mercedes-Benz AG, and Daimler Truck AG during the reporting period. Our employees at Daimler AG, Mercedes-Benz AG, and Daimler Truck AG had an average age of 45 years. People → Diversité . One important indicator in the area of employees is derived from the results of the Daimler employee survey. Daimler AG already exceeded the legal quota of 5 percent disabled employees in previous years. In 2019 Daimler implemented a new format as part of a sponsorship. It also defines a standard for evaluating cases of misconduct and making decisions about their consequences. Diverse leadership in sport: The barriers, the solutions, the business case 0. The Integrity and Diversity units at Daimler design the framework and processes for such a culture. These are mostly intercultural, women’s, LGBTI+, and role/organization-specific networks that are generally active Group-wide. Our objective is to widely promote the added value of a diverse and inclusive workforce and fight against stereotypes. We want to make sure that sustainability practices are fully integrated into our operations by promoting transparency, employee engagement, and our ethical code of conduct. We know it will take exponential change, not just incremental growth, to reach our goals. Supplier diversity is integral to our global integrated supply chain strategy. Women currently account for 19.0 percent of the total workforce worldwide. We also take this principle into account when selecting new employees. By promoting gender diversity, the inclusion of other diversity groups (cultural, LGBTI, disabled people etc.) In this way we want to ensure that our employees can work there without risks to their health. Navigation menu is closed. We require of our entire workforce an appreciative, respectful interaction with each other. The members of the Board of Management should have different educational and professional backgrounds. Profile: Honey Thaljieh, FIFA executive and women's football pioneer. We are proud to set such aspirations that are particularly difficult to achieve in the manufacturing sector. Sustainability report 2019. Diversity management is part of our sustainable business strategy. As part of our training courses, we raise our employees’ awareness of demographic challenges. Adobe's sustainability team (led by fellow GreenBiz 30 Under 30 honoree Liz Lowe) is an example of a company that has taken this challenge head-on and recognized the value of diversity within an organization. LPL’s Financial Strength . Employees with disabilities are an important and fully integrated part of our diverse workforce. Top performance is not a question of sex, age, origin or other diversity factors. In addition, applicants with documented weaknesses in reading and/or writing receive extra reading time during the online test. Consciously experiencing diversity, taking in new perspectives, and understanding how all employees can profit from active diversity management – these are central objectives of Daimler Diversity Day. Among other features, this includes the “She’s Mercedes” inspiration platform, training of sales employees, more female sales personnel, and the development of new services in the areas of aftersales and mobility services. Young people between the ages of 16 and 27 could take part with concrete activities to promote diversity in the workplace. MITSUBISHI MOTORS has been issuing the Diversity Report, a publication dedicated to diversity issues, since 2015 Vol 4, issued in fiscal 2018, is titled “Invigorating the organization through diversity ” It picks up on some examples for utilizing individual diversity and values as … Media . is stimulated. Download PDF. Furthermore, 296 employees from outside Germany work in other countries, mostly in China and the United States. More information can be found in the Sustainability Magazine. The lack of diversity in U.S. environmental non-profit organizations has been well chronicled in recent years. CEO Message. We also address women as a specific target group at college career fairs and “Women Career Days.”. As of December 31, 2019, the proportion of women at the first management level below the Board of Management was 12.5 percent; at the second level it was 23.8 percent. In recognition of our diversity work, the CEO of C&A Brazil was also invited to share our practices at the Plataforma Liderança Sustentável, a prestigious sustainability event. Daimler is a co-initiator and founding member of the employer initiative “Charta der Vielfalt” (Diversity Charter) (2006). 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