People
1. Diversity, Equity & Inclusion Schréder’s Diversity, Equity and Inclusion principles are enforced in our company Code of Conduct, which was revised and enriched in 2022. Diversity is the range of human differences, including but not limited to, race, ethnicity, gender, sexual orientation, age, social class, physical abilities, or attributes, religious or ethical value systems, national origin, and political beliefs. Inclusion is the extent to which employees feel a sense of belonging and value within a given organisational environment. Equity is about creating fair access, opportunities and advancement for all employees. At Schréder, we are committed to fostering a diverse, inclusive and equitable culture. We do not tolerate any discrimination based on human differences. We aim for the highest standards of fairness and equal opportunities for all employees, covering recruitment and employment, career management, team opportunities, and training programmes. In 2020, and in line with the United Nations goals, we decided to focus our efforts primarily on diversity and gender equality, which, despite some improvements are still an on-going concern for society as a whole. By the end of 2022, the proportion of women in management positions 8 was 13%, compared to 15% by the end of 2020. This is why we have decided to take additional measures to secure our commitment to increase the proportion of women in management. As we believe that the best way to increase the proportion of women in management is to create a more diverse pool of employees, we are committed to ensuring that at least 40% of all new or replacement hires are women by 2025, up from 32% at the end of 2022.
We have also developed hiring guidelines for our recruitment partners to ensure we receive more diverse shortlists, and we continue to develop partnerships with universities to attract female employees. In line with our ambition to be an employer that offers equal opportunities to all groups in society, we are taking further steps to promote diversity, equality and inclusion in all its forms, beyond gender.
Since 2022, our employees have access to a global internal training platform with dedicated courses on this topic. In 2023, we will launch an internal Diversity, Equity and Inclusion survey among our employees to identify potential barriers in the workplace and gather feedback for further improvement in this area.
Proportion of Women and Men by job band
Women Men
Age → 30 30 → 50
+ 50
D - Schréder Executive Team (SET) 7
5%
95%
0%
44%
56%
C - Management Positions 8
13%
87%
0%
54%
46%
B - Professionals 9
23%
77%
10%
67%
23%
A - Supportive and Administrative Roles 10
55%
45%
18%
57%
25%
Other 11
19%
81%
10%
63%
27%
(7) Leaders providing strategic vision and/or tactical strategic direction (8) Functions focusing on tactical, operational activities within a specified area. Functions as management level, typically have three or more direct reports (9) 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 (10) Individual contributors who provide organisational-related support or administrative service or roles operating in daily business activities (e.g. technical, productions…) (11) Blue collars & some white collar employees for whom no classification has been assigned.
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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