From future of work via workforce transformation to work of the future.?

Case Study - Diversity within Siemens Smart Infrastructure Supply Chain-Logistics by Sven Markert & Marcel Lohmueller

A well-established workforce ensures smarter decisions and easier adopts to future needs. A diverse workforce is more innovative, takes better decisions and delivers more sustainable results. Fostering diversity is a win-win situation. By ensuring that we have the relevant skills of the future on emotional, cognitive, and technological aspects we…?

are READI?for a diverse workforce?

?With over 32% of the job profiles significantly changed by 2030, we see a great risk to lose our base for creating attractive career paths, for talent development and succession planning as well as for competence & knowledge management. As a well-established workforce ensures smarter decisions and easier adopts to future needs. A diverse workforce is more innovative, takes better decisions and delivers more sustainable results.?

Our team in Siemens Smart Infrastructure Supply Chain & Logistics emphasizes the importance of diversity, cultivating an inclusive environment and lifelong learning culture to a human centric workdesign by:?

• Diverse Workforce Management?
• Reverse Mentoring?
• Up- and Reskilling.?

It all starts and ends with people.?

We want to enable our people to keep pace with the speed of technological change to drive change themselves – in other words, we enable them to #TransformTheEveryday.?

~ Judith Wiese - Chief People and Sustainability Officer?

The employees are the true assets of an organization. They are the ones who contribute effectively towards the successful functioning of an organization. They strive hard to deliver their level best and achieve the assigned targets within the stipulated time frame.?

The employees play an important role in deciding the culture of the workplace. Their behavior, attitude and interest at the workplace form the culture.?

Need for transformation?

Our people are the heart, the brain & the driver of our execution of today and our vision of tomorrow and so our strategy.?

Changes happen continuously:?

• 32% of the job profile will change significantly until 2030?
• Digitalization and automation require new and different skill set?
• Consequences of an ageing society?
• hybrid work models?
• GenX Leadership Effect?

Situation Supply Chain Logistics in an industrial company?

In addition to the general requirements of the future job market, Supply?Chain & Logistics, needs to take special efforts from a our point of view to ensure the attractiveness of the function/role to facilitate divers skills and competencies.?

We identified several skill groups for us targeting work of the future, which require transformation and?investment:?

• Skill field: Automation?

• Skill field: Big Data?
• Skill field: Sustainability?
• Skill field: Digital literacy?
• Skill field: Digital Leadership?

??

People Management @Smart Infrastructure Supply Chain & Logistics?

We create the base with:?

• motivation of the team to drive change?
• a wide range of opportunities in our global organization to design the Supply Chain of the future?
• our commitment to learn from each other and to get better every single day?

Within our strategy #readi it is addressed "READI for diverse workforces"

People Development?

Diverse workforce Management?

Our Siemens Smart Infrastructure Supply Chain & Logistics Strategy READI gives a clear direction:??

READI for diverse workforces - Continue and accelerate the path of creating a diverse workforce ensuring smarter decisions and adapting to future needs by using all elements of diversity and fostering the "move of people" across the supply chain & regions.?

?To promote greater diversity and inclusion in the management team and across Siemens Smart Infrastructure Supply Chain & Logistics, we are committed to inclusive hiring practices, leadership development programs, and cultural awareness training. By embracing a broader range of nationalities, backgrounds, and perspectives, we aim to foster innovation and strengthen our ability to navigate through the global markets successfully.?

Building on a Foundation of Belonging within Supply Chain Logistics?

Our commitment to transforming the everyday for our customers, employees, and society is underpinned by a dedication to Diversity, Equity, and Inclusion (DEI). Diversity ensures our workforce mirrors the communities we serve. Equity ensures everyone has access to the same opportunities. Inclusion empowers every individual's voice. Our journey towards an inclusive culture is powered by a spirit of #Belonging, unlocking untapped growth opportunities for everyone and enabling the creation of purposeful technology.?

Strategies for Cultivating a Diverse and Inclusive Workforce in Supply Chain Logistics?

The pursuit of a diverse and inclusive workplace within Siemens Smart Infrastructure Supply Chain & Logistics is about creating an environment where everyone feels they belong. This is achieved through:?

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• Inclusive Hiring Practices: We actively seek out candidates from diverse backgrounds to ensure our team reflects the global communities we operate in. This approach not only enriches our workforce but also enhances our global supply chain solutions.?
• Leadership Development and Cultural Awareness: We provide ongoing education to our team on the importance of cultural competence and inclusive leadership. These programs are designed to enhance understanding and appreciation of diversity, encouraging all employees to contribute to an inclusive workplace.?

• Global and Regional Initiatives: By expanding the diversity of nationalities within our teams, we commit to a global perspective that is crucial for innovation and successful navigation of complex global markets. This focus is particularly relevant in supply chain logistics, where understanding diverse market needs is key.?
• Empowerment Through Belonging: In Siemens Smart Infrastructure Supply Chain & Logistics, belonging is the cornerstone of our efforts. We actively promote a culture where every voice is heard and valued, driving forward our mission to innovate and transform the supply chain logistics of the future. Celebrating diversity in all its forms is integral to this mission, from gender equity and empowerment of women to fostering an inclusive environment for the LGBTQIA+ community and standing as an ally in the fight for racial justice.

Adapting to Future Needs Through Diversity and Inclusion in Supply Chain Logistics?

As the global landscape evolves, so do the needs of the supply chain logistics of the future. Our team in Siemens Smart Infrastructure Supply Chain & Logistics embraces diversity and inclusion not just as a response to these changing needs but as a proactive strategy to shape the supply chain of the future. Our commitment to DEI reflects our belief that the best ideas and innovations in supply chain logistics come from a workforce as diverse as the world we aim to serve.??

Embracing Diversity in Every Step We Take?

?Our journey towards creating a diverse and inclusive environment is both a strategic imperative and a reflection of our core values. By integrating Diversity, Equity, and Inclusion (DEI) into every facet of our operations from hiring and leadership development to fostering a culture of belonging and empowerment - we are not just talking about change, we are living it. Our approach ensures that we not only anticipate the evolving needs of the global market but also lead by example in creating a more inclusive and diverse industry.?

?This is how we do diverse workforce management at Siemens Smart Infrastructure Supply Chain & Logistics. It's about more than just numbers or meeting quotas, it's about creating a workspace where everyone, regardless of their background, can thrive and contribute to our collective success. Through our dedicated efforts and strategic initiatives, we are paving the way for a more innovative, resilient, and inclusive future. This is our commitment, our passion, and our roadmap to the supply chain of the future. ??

Growth Mindset?

Diverse workforce Management?

Mentoring is an established concept for us in Siemens and in Smart Infrastructure, based on the underlying model of advice and support from experienced specialists or managers. But do we have all the expertise that is relevant in today's rapidly evolving world e. g. understanding of technology and emerging trends that can benefit our organization, which may have some blind spots. We use reverse mentoring to reduce these blind spots.?

Especially in this context, the exchange with young students is exciting. Why? No organizational bias, no direct dependencies, and an age-related alternative approach. For example, social media - how do executives communicate successfully on social media while adhering to netiquette in a way that underscores their attractiveness as an employer? Or also: Gen-Z - What do they expect from the world of work? What are the topics they respond to??

right on the cutting edge of the "zeitgeist", the reverse mentoring session covers the topics of "well-being, values, and appreciation". Different locations, different people and different set-ups ensure a creative atmosphere. Siemens Smart Infrastructure Supply Chain & Logistics Managers and students discuss in concrete terms what the fears of the Gen-Z are, what mental well-being means to them, what values are important to the participants, what significance appreciation has, and how this appreciation needs to be expressed.?

Overall reverse Mentoring allows us to learn from the younger generation's expertise, stay up to date with the latest advancements, get fresh perspectives and innovative ideas by fostering mutual respect and understanding of both directions. Furthermore, it pushes us to break down barriers and creates a more inclusive work culture by sharing insights into emerging trends to the needs of younger generations.?

Human Centric Workdesign:

Up- and reskilling - "TEAM 37"?

Job profiles are the base for creating attractive career paths, for talent development and succession planning as well as for competence & knowledge management all summing up in a human centric work design. Understanding that 32% of the job profile will change significantly until 2030 will change, it is essential to prepare the workforce and drive the change.?

Our team in Siemens Smart Infrastructure Logistics is investing in its people and is committed to lifelong learning, equity, and well-being. In fiscal 2022, each Siemens Smart Infrastructure Supply Chain & Logistics employee completed around 21 digital learning hours on average, which is approximately 14 hours more than the 2020 baseline. This is only possible if we provide continuously learning and development opportunities.?

To navigate the evolving landscape of the supply chain industry, it is crucial to establish future oriented supply chain roles. Our team in Siemens Smart Infrastructure Supply Chain & Logistics has established a unique team from different cultures, competence backgrounds and skill expertise level.?

To foster the workforce, a cross-functional team called "TEAM37" has been established. "TEAM37" aims to enrich collaboration, knowledge sharing, and innovation. By bringing together a diverse range of expertise and perspectives, "TEAM37" will play a crucial role in driving workforce transformation, adapting to future needs, and ensuring the mental and physical health of the workforce, symbolized by the temperature 37°.?

"37" is the sum of the letters R=18 E=5 A=1 D=4 I=9 = READI?(our Supply Chain & Logistics strategy)

Through the collaboration and collective efforts of "TEAM37", the Logistics organization will be empowered to prepare their workforce to embrace the evolving demands of the supply chain industry. By focusing on regional dynamics, fostering ownership, growth, nurturing diversity, and prioritizing the well-being of employees, and they can position themselves for success in an ever-changing business environment.?