APC 2015 Annual Report Download - page 89

2015 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 87
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
–we want our employees to refl ect the diversities of the
communities in which we operate, believing that true value
results from integrating these diversities,
–we want to achieve the same level of commitment across
the whole company, in all countries where Schneider Electric
operates,
–we want to promote equal opportunities and respect of
diversity at all levels of the Human Resources processes and
make diversity and inclusion an integral part of the Group’s
management;
•foster a culture of inclusion and respect all cultural diversities:
–we want to ensure that all employees treat others, at all times,
with dignity and respect,
–we encourage employees to create support communities
and networks, and require them to complete annual diversity
awareness training that will enhance their knowledge and
encourage respect for others.
Scope
The Diversity & Inclusion policy applies to all Schneider Electric
entities worldwide. All Schneider Electric entities must develop
Diversity & Inclusion action plans that cover areas such as gender
and cultural diversities, while meeting local regulations and
addressing country-specifi c situations.
Governance
Diversity ambassadors have been appointed in more than 30
countries and entities of the Group, each of whom has put in place
a Diversity action plan. This Diversity core community convenes to
share best practices every month.
Communication
A company-wide communication campaign was deployed to raise
awareness on the new global policy and promote the value of
having a diverse and inclusive culture.
An e-learning module was launched at the end of 2014 for all
employees to better understand diversity; 16,000 employees had
completed this module at the end of 2015.
Processes and indicators
Several global processes have been developed to support
Schneider Electric’s diversity policy, e.g.:
•talent review process to detect talent and promote equality and
diversity at all levels of the company, ensuring that professional
development is based on equality;
•recruitment policies, succession planning, and access to training
pay particular attention to gender balance and new economies
representation; for example, succession planning for key
positions in the company must include at least one woman.
A strong focus on gender diversity
In its Diversity & Inclusion policy, Schneider Electric places particular
emphasis on equal career management for men and women
as the best means to develop the values and skills required to
meet the economic and societal challenges of the 21st century.
Schneider Electric shares the conviction that gender differences
in the workplace (leadership style and personality, among others)
complement each other, foster innovation and provide a wealth of
benefi ts to customers.
The Women @ Schneider Global Initiative was launched in 2012
and is based on two main pillars: programs supporting women’s
professional development and programs educating leaders.
It has four main objectives:
•become a distinctively attractive workplace for women;
•engage more women in top positions of the company;
•support and develop young talented women in their careers;
•become a gender balanced company.
Programs supporting women’s professional
development
A specifi c program, «Women in leadership» (three days’ coaching),
has been deployed in three regions (Asia, Europe and North
America). At the end of 2015, more than 400 women had benefi ted
from this program.
More than 10 Schneider Electric local women’s networks have been
created in different parts of the world.
Leaders’ commitment
A half-day seminar focusing on gender balance, Gender Workshop
for leaders, was launched in2010 with the Executive Committee
members and their teams. It has since then been deployed
targeting the Management Committees of the main entities and
main countries; this cascading process started in Asia at the end
of2012 with 150leaders; in 2013 and 2014, 180 leaders attended
this workshop. In 2015, thanks to a step up in its deployment, 39
workshops were held and more than 580 leaders/managers had
the opportunity to take part in these refl ection and action sessions
on the topic of diversity.
HeForShe movement: Reputation and community
commitment
In June2015, UN Women selected Schneider Electric for inclusion
as the pilot group in HeForShe IMPACT 10x10x10. This selection
followed the Leadership 2015 prize awarded to Schneider Electric
at the headquarters of the United Nations for its actions to promote
gender equality, in line with the women’s empowerment principles
(WEP) of UN Women and the Global Compact.