APC 2013 Annual Report Download - page 91

SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
The Women@Schneider Initiative is based on two main pillars: summit was organized, during which representatives of women
programs supporting women’s professional development and networks from 8 countries (India, China, Brazil, France, UK, Turkey,
programs educating leaders. US and Spain) presented current actions for creating a more
gender-balanced company. Over 400 people attended this virtual
Gender balance
event.
Under the Connect People program, which runs through
In its diversity policy, Schneider Electric places particular emphasis 2012-2014, two key performance indicators are the percentages
on equal career management for men and women as the best of women in key positions and in the talent pool. The latter is also
means to develop the values and skills required to meet the included in the Planet&Society Barometer which aims to have
economic and societal challenges of the 21stcentury. Schneider women constitute 30% of the talent pool by the end of2014.
Electric shares the conviction that gender differences in the
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In2013, within the 2,218talented employees identified across the
workplace (leadership style and personality among others) Group, 28% are women (up 1point compared to2012).
complement each other, foster innovation and provide a wealth of
benefits to customers.
Nationalities
From an operational point of view, the strategy consists of:
Schneider Electric has always promoted cultural diversity and
promoting women in the talent pool and in positions of key
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inclusion as a key enabler of the strategy.
responsibility;
In2012, six nationalities are represented within the Executive
ensuring equal access to training and developing the conditions
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Committee (French, American, British, Spanish, and Chinese). The
for genuine diversity in the workplace; Group also focuses on diversity of nationalities for Country
curtailing average wage differentials by allocating a specific
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Presidents, expatriates, and all employees.
annual budget (in France – see below); These developments are a result of the Group’s careful and
creating favorable working conditions for both men and women
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committed policy. In addition, Schneider Electric received the
by adopting measures designed to enhance work-life balance. Human Capital Award in2011 within the Internationalization of
At the global level, the Women Initiative has been launched with Management category, from among the CAC40 companies.
three main pillars: Emphasis is also placed on representation of new economies
processes: ensuring that our HR processes and KPIs are
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within the Group’s talent pool: among the Key Position Potentials
aligned with our gender balance policy. For example, succession and Key Position Holders identified at the end of the 2013 People
planning for key positions in the company must include at least Review process, 27% are located within the new economies. This
one woman. Along the same line, the promotion of women is indicator is a key performance indicator established in the
monitored, as is their participation in leadership development company program for the 2012-2014 period.
programs;
Focus on France
the development of women potential: a specific program,
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“Women in leadership”, has been launched and deployed in
Agreements
three regions (Asia, Europe and North America). By end-2013,
230 women have attended this program; In2004, Schneider Electric France formalized its commitments to
leaders’ commitment:
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equal employment opportunity in a first company agreement,
renewed and signed the Diversity Charter.
to cascade the Gender balance Executive Workshops
–
(half-day seminars focusing on gender balance launched
In2007, Schneider Electric was awarded France’s Equality Label
in2010 with the Executive Committee members and their
and signed the Parenthood Charter the following year.
teams), we have launched a new wave with the Gender
Gender diversity
Workshop for leaders targeting the Management
Committees of the main entities and main countries; this
Gender Equality Agreement (since2004 and renewed in2012);
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cascading process has started in Asia end of2012 with
partnership with the Ministry of Women's Rights for the
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150leaders. In 2013, 100 leaders have attended this
development of professional equality in France (April2013);
workshop: Italy, Turkey, Global Supply Chain leadership
Equality Label (since2007 and renewed in2010);
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teams, and Partners team,
in addition, we have launched the “Mentoring for Leaders”
–
Parenthood Charter (launched in2008).
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program involving all Executive Committee members and
Disability
key leaders. By end of 2013, 110key potential women have
been mentored during 10months by top leaders.
Disability Agreement (since1987 and renewed end-2012 for the
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2013-2015 period).
A key global result of this initiative is the creation of local Women
Networks. In October2013, the first Schneider Women Networks
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