APC 2014 Annual Report Download - page 88

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
A strong focus on gender diversity Focus on France
In its Diversity & Inclusion policy, Schneider Electric places In France, diversity and inclusion are longstanding priorities and a
particular emphasis on equal career management for men and strategic asset.
women as the best means to develop the values and skills required
Diversity and equal employment opportunity
to meet the economic and societal challenges of the 21stcentury.
Schneider Electric shares the conviction that gender differences in
formen/women
the workplace (leadership style and personality among others) Equality between women and men is a major issue that has been
complement each other, foster innovation and provide a wealth of addressed in France since 2004 with the signing of the Diversity
benefits to customers. Charter. The main objective is to deepen the commitment of men
The Women @ Schneider Global Initiative was launched in 2012 and women by ensuring that HR policies are favorable to the
and is based on two main pillars: programs supporting women’s development of their careers.
professional development and programs educating leaders. In France, Schneider Electric signed an initial agreement in favor of
The Women @ Schneider Global Initiative has 4 main objectives: equal employment opportunity for men and women for Schneider
Electric Industries and Schneider Electric France (SEI/SEF) in
become a distinctively attractive workplace for women;
l
December2004. This agreement, which was renegotiated and
engage more women in top positions of the company;
l
signed in 2012, sets 5priorities:
support and develop young talented women in their career;
l
training: ensuring equal access to training and ensuring the
l
become a gender balanced company.
l
employability of all employees, both men and women;
Programs supporting women’s professional
equal pay for men/women: salary equality is fundamental to the
l
equality of treatment that Schneider Electric is committed to
development
guaranteeing for all its employees, both men and women. In
A specific program, «Women in leadership» (3days’ coaching), France, this commitment has been put into action since 2006 by
has been deployed in three regions (Asia, Europe and North allocating an annual budget (0.1% of the salary total) dedicated
America). By end-2014, more than 300 women have attended this to fixing gender salary gaps. In 2011, Schneider Electric
program. designed an innovative methodology to analyze remunerations
versus competencies, responsibilities and the career path. This
More than 10 Schneider Electric local women networks have been methodology, renewed in 2012 and 2014, identified
created in different parts of the world. 1,067people whose salary had been increased (21% of the
Leaders’ commitment
women and 7% of the men);
A half-day seminar focusing on gender balance, Gender Workshop professional development: ensuring equal treatment in the
l
for leaders, was launched in2010 with the Executive Committee promotion of all employees and ensuring equity of access to
members and their teams. It has since then been deployed positions of responsibility;
targeting the Management Committees of the main entities and work-life balance: supporting measures and mechanisms
l
main countries; this cascading process started in Asia at the end designed to enhance private life and parenthood:
of2012 with 150leaders; in 2013 and 2014, 180 leaders have
flexible work schedules that can be adjusted according to
–
attended this workshop, including leaders from Italy, Turkey, US,
periods in which presence at the workplace is obligatory,
Purchasing, Global Supply Chain leadership teams, and Partners
regular or occasional telecommuting, and part-time
–
team.
schedules, accessible under certain conditions,
Nationalities
concierge services developed by Site Management,
–
best practices every day: scheduling meetings between
–
9a.m. and 6p.m., except for emergencies or specific
Schneider Electric has always promoted cultural diversity and
activities, taking into account the days on which part-time
inclusion as a key enabler of the strategy.
employees are present for team meetings, complying with a
In2014, five nationalities are represented within the Executive
minimum notice period of one week for trips of several days
Committee (French, American, Spanish, German and Chinese).
(seminar, show, forum, etc.),
The Group also focuses on diversity of nationalities for Country
daycares: 78 reserved places for children under 3 in the
–
Presidents, expatriates, and all employees.
inter-company daycare, a partner of Schneider Electric (Les
Petits Chaperons Rouges);
Emphasis is also placed on representation of new economies communication and awareness: developing the support
l
within the Group’s talent pool. necessary for a better understanding of practices that enhance
workplace equality between men and women. A guide to
gender equality and a guide to parenting were created in 2014.
86 2014 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC