Philips 2012 Annual Report Download - page 49

5 Group performance 5.2.2 - 5.2.3
Annual Report 2012 49
In 2013 we will deploy our renewed approach to
employee engagement with a focus on developing an
engaging, high-performance work environment. Individual
actions around engagement are crucial to drive our
performance culture forward. This will help us to
continue to create a working environment that inspires
individuals and stimulates business growth.
5.2.3 Diversity and inclusion
During 2012, we continued to focus on increasing the
opportunities for women and other under-represented
groups throughout the organization, and on developing a
diverse talent pipeline, as we truly believe that diversity
enables us to better serve our customers. As a result, we
made progress towards the diversity targets of Philips’
executive population.
Workforce diversity
in % ■-male1)-■-female1)
100
50
0
57
43
57
43
57
43
Staff
72
28
72
28
71
29
Professionals
84
16
82
18
82
18
Management
89
11
87
13
86
14
Executives
1) Left to right: 2010, 2011 and 2012
The share of female executives at the end of 2012 was
14%, which was 1% above 2011, but 1% below our 15%
target for 2012. However, women made up 22% of all new
executive promotions, a clear indication of the positive
impact of the inclusive talent management approach that
supports the development of diverse talents. While our
2012 gender diversity targets were not achieved, we have
increased our efforts and are getting the right measures
in place to drive change longer term, as evidenced by the
one-third increase in the share of female executives over
the last two years.
New hire diversity
in % ■-male1)-■-female1)
100
50
0
58
42
62
38
55
45
Staff
69
31
68
32
67
33
Professionals
78
22
76
24
76
24
Management
75
25
71
29
88
12
Executives
1) Left to right: 2010, 2011 and 2012
In 2012, Philips employed 36% females, on par with 2011.
With the appointment of Deborah DiSanzo as CEO of
Philips Healthcare, Philips now has two women on its
Executive Committee. The nomination in 2012 of Neelam
Dhawan, Managing Director of HP India, as the second
female member of the Supervisory Board, also re-
confirms the company’s ongoing commitment to
diversity.
In line with the growing importance of BRIC countries for
Philips’ business, the share of executives with Brazilian,
Russian, Indian and Chinese nationality increased from 8%
in 2011 to 9% in 2012, one percentage point below the
2012 target. Overall, the 535 Philips Executives represent
33 different nationalities.
Employees per age category
in % ■-male1)-■-female1)
60
30
06
8
6
8
4
7
under 25
27
33
28
33
28
33
25-35
30
30
30
31
31
31
35-45
25
20
24
20
24
20
45-55
12
9
12
8
13
9
over 55
1) Left to right: 2010, 2011 and 2012
In 2012, employee turnover amounted to 14%, an
increase compared to 2011 caused by the various
restructuring initiatives mainly at Lighting and IG&S.