People
1. Diversity The diversity of the staff, in all its forms (skills, experience, age, gender, culture, etc.), is a source of renewal, innovation and creativity. In accordance with the UN’s goals, we decided to focus our effort first on gender diversity and equality as this is still, despite some efforts, an on-going concern in society as a whole. At Schréder, every employee is valued for his or her skill set. No discrimination, from the recruitment process to promotion to key positions, is tolerated. We actively look for and choose employees based on their experience and the value they bring to the company. This concept is underlined in our Code of Conduct, in the section “respect and dignity for everyone in the workplace”. Nevertheless, as an industrial company, our primary diversity challenge is linked to the gender of our employees, as traditionally, more men tend to be attracted by and apply for our job openings. In 2020, the Group HR department launched a job classification project across the whole company. This project will enable us to establish our employee baseline and have an overview of the gender diversity in each job band. At the end of 2020, the Group HR department had already classified 89% of our employees.
At company level, 27% of Schréder employees are women. At leadership and management level (top position bands representing 8% of our employees), this proportion decreases to 15%. We therefore decided to take new initiatives, in the context of the “Together for our Future” project, to increase the proportion of women in the organisation, primarily in Leadership and other Managerial positions.
Target of women in Management by 2025
20%
Actions foreseen for the coming years
Ensure Schréder’s culture welcomes women and promotes female leaders
Launch a specific survey from an external provider. Identify potential barriers and opportunities.
Female Male
Leadership team Leaders providing strategic vision and/ or tactical/strategic direction. Other Management Functions focusing on tactical, operational activities within a specified area. Functions at management level typically have three or more direct reports. Professionals Individual contributors with responsibility in a professional or technical discipline or specialty, or management of processes and programmes. In some cases they manage two or fewer employees. Employees Individual contributors who provide organisational related support or administrative service or roles operating in daily business activities (e.g., technical, production...).
15% 85%
Increase the percentage of women hired at Schréder
Ask recruitment agencies to bring us gender-diverse shortlists during the hiring process.
15% 85%
Increase the percentage of women in typical young engineering / sales representative positions (B1)
More focus on gender diverse talent during succession plans and talent reviews. Start hiring young graduates through internships. Determine the yearly needs for university graduates. Develop/reinforce partnerships with universities (business needs and local talent availability).
23% 77%
Ensure there are no barriers to career evolution for women at Schréder
31% 69%
5.1 - End all forms of discrimination against all women and girls everywhere 5.5 - Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision- making in political, economic and public life
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