Building gender equality ― a sensible choice for any company
Schneider Electric employs more than 170,000 people and it’s my job as CEO to help ensure it’s a great place to work – for everyone. One of the ways to achieve this is by making gender equality a priority for the company.
Removing organisational and cultural barriers that prevent women from realizing their potential is more than just an ethical obligation. It’s sensible and should be a strategic goal for any company.
There’s a lot at stake and a lot to be done. The latest World Economic Forum’s Global Gender Gap Report shows that, despite positive changes in many parts of the world, there are still major disparities between men and women in education, economic participation, and empowerment. In order to close those gaps and accelerate progress to end gender inequality, companies must do their part.
Schneider Electric is already a highly diverse organization with more than 50,000 women among our ranks. We understand that our performance as a team depends on the engagement and well-being of all our employees. That’s why we try to ensure everyone has equal access to resources, rewards, and opportunities.
I am proud that Schneider Electric has been selected as one of the IMPACT 10X10X10 Corporate Champions – a part of the HeForShe movement led by UN Women. Through this initiative we have committed to increase the representation of women in our company and to introduce a worldwide salary equity process.
Finally, gender equality is and will be on my personal agenda. It is my commitment as CEO to engage leaders and employees across our organisation to take action for diversity and inclusion.
I also encourage all men, inside and outside of Schneider Electric, to join the HeForShe movement today and start making a difference for gender equality and women’s empowerment.
Industrial Automation Managing Director at El Watania
8 年https://www.dhirubhai.net/pulse/historic-ruling-against-schneider-electric-egypt-after-ossama-sherif-6108602712704708608?trk=v-feed
fully support! Thank You for Being a HeForShe You are man number 347,613 to take the commitment. Every person makes a difference.
This directive is also from GOD as well,that he has created the two different minds. To harness the creativity of the two minds very good initiative at Schneider !
Associate Director- Business Consulting , Transformation - MPA
9 年Though an Outsider but i opine that It should not just be representation but empowerment in terms of roles, responsibilities and career progression as well
Learning Solutions, Organizational Development, DEI, Talent Development, HiPo Development; Open to Pro Bono Consulting Project work in Social and Education Sectors
9 年Thanks JPT for driving this 'sensible choice'. This commitment from the top leadership team will sensitize the managers along the organization's hierarchy and help the recruitment, talent management, and L&D processes focus on diversity (including gender diversity) in a big way. It is equally important that diversity is understand by the mid level managers as a a key business enabler and this can happen when analytics is used to drive home the point. Otherwise, it will be perceived as a 'fad' by those managers who have a traditional mindset about person-job fit. One of the most important mind-blocks that people (men and women) have to over come is the irrational belief that "women cannot succeed in a highly operational job" or "women cannot have a career in manufacturing...on the shopflloor." Along the way, many women also need to start believing in themselves, experiment with their working styles in order to drive results and create the right culture, and not be put down or put off by those who have a traditional attitude. For these changes to come about it is really important that there are right initiatives, driven by passionate business leaders (and not just HR), and people be made accountable for the way they are promoting diversity in the larger sense (not just gender diversity).