Recognizing women’s empowerment as a catalyst for business and change – schneider electric blog 4 other gases in the atmosphere

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This March, to honor Women’s History Month and International Women’s Day, we demonstrated our progress toward our inclusivity goals with the announcement that 100 percent of our country presidents, in all markets with 10 employees or more, have endorsed the UN’s Women’s Empowerment Principles (WEPs). We are the first multinational company to achieve this unanimous commitment from our country leaders. Under the WEPs, we’ll continue to pursue gender equality in our workplace while also promoting empowerment and advocacy in the markets where we do business.

Throughout this post, we feature stories from women working for Schneider Electric around electricity physics formulas the world. The first comes from Susan Uthayakumar in Canada. “I am proud and inspired to be part of an organization where equal opportunity for everyone, everywhere is so sincerely embraced at all levels, embedded in our culture, and increasingly becoming recognized in the communities in which we operate. Over the past 14 years, I worked across different geographies in diverse and progressive roles in finance, acquisition, sales, business unit leadership, and, most recently, leading the Canadian operations. This has truly been a testament to Schneider Electric’s belief and commitment to diversity and inclusion as a key pillar for growth, and I’m excited to continue the journey.” — Susan Uthayakumar, Canada Country President

We at Schneider have gas constant for air always been convinced that a gender-balanced and diverse workforce will perform better than a homogenous one. It is no surprise to me that a McKinsey Company report shows a clear correlation between gender diversity and company performance. Women speak also better to women, who are deciders, key leaders of communities and influential change agents in society.

When we started building a more gender equal company 15 years ago, women at Schneider Electric represented only three percent of our top 1,000 leaders. We weren’t the only company in tech facing this challenge. Our business in particular, at the crossroads of energy and automation, has not historically attracted many women. In the industrial sectors we serve, closing the overall global gender gap in the workplace at the current pace is expected to take far more than 100 years ( The global gender gap report, World electricity trading jobs Economic Forum). This is unacceptable to us, and that’s why we’re taking action.

Over the last 15 years, we have made great strides. Women now make up over 20 percent of our global leadership, and we’ve set a goal to make that at least 30 percent by 2020. By the end of 2018, nearly 40 percent of our new hires were women. As of 2019, 46 percent of our board members are women, and three of our five major PL are led by female executive committee members. We continue to advance career development for women throughout the employment life cycle, to ensure that we empower and advance top female talent up to the highest levels of our organization. “It’s been over five years in Schneider and every day I come to the office to learn something new. I am privileged to work in an environment where both men electricity clipart and women are given equal opportunities.” — Kapila Mehta, Power Breakers RD Group Head, India

As further motivation, we look beyond our company. We collaborate with and compare ourselves to other companies on common goals and benchmarks. We also align our business priorities on shared standards, including the 17 UN Sustainable Development Goals (SDGs) and committed ourselves to the HeForShe campaign, in order to accelerate our progress. “Reflecting back on my early career as a female engineer in the automation industry, there was not much support, and earning respect was challenging. The flexible and supportive environment encouraged in Schneider Electric today has allowed me to progress and grow, and to make a contribution that is valued.” — Nathalie Marcotte, SVP, Industrial a gas has Automation Services

As part of our HeForShe commitments, we have deployed an equity review process to ensure equal pay for equal work. This pay equity framework covered 92 percent of our employees in 2018, and we plan for it to cover 95 percent in 2019. A year ago, we also deployed our inclusive Global Family Leave Policy and Flexible Work principles, providing fully paid parental, care, and bereavement leave to our employees, regardless of gender, to align with their unique life and work circumstances. Our ambition is to cover 100 percent of our employees with these principles by 2020.

Gender equality is not merely a question of increasing the number of women k electric bill in our workforce. It is also a question of creating a work environment where everyone feels included. We know that an empowering culture is a critical element to attracting and retaining everyone, including women. Our commitment is to change the current state of play for real diversity and inclusion so that the women in our workforce can gas vs electric stove top continue to lead and move the industry forward.

Creating a more diverse environment, where everyone enjoys working together, is not something to declare: It is something to build. At Schneider, our employees are engaged in our internal hidden bias learning programs, which build awareness of these biases and educate employees on how we can be more inclusive leaders, team members, and colleagues. We want to build a community where we all understand our differences, support each other, and feel we belong. “Over the past 25 years, I have had a rich and rewarding career with Schneider Electric. I have held diverse leadership positions across sales, marketing, line of business, strategy and communications, and over half of my career has been in markets abroad, including Japan, Singapore, Hong Kong, and the US.” — Leanne Cunnold, SVP, Internal Communications

“I see women with great potential, who are equal to any person in the job market. The [Schneider Electric] business plan came to me as a big chance. It showed me how, step by step, I can get something in the future, have my own company, have my own business. I want to do that in the electric segment. It is important not to stop.” – Jeane Araújo, Women’s Entrepreneurship Program, Brazil

Our efforts don’t end at job training. We also provide clean technologies, such as solar-powered lights, microgrids and electricity in indian villages picogrids, and other household energy solutions, to families across Africa and Asia. This sustainable development activity delivers results. Women are key stakeholders in their gas efficient cars under 5000 communities when it comes to energy. They also stand to reap great benefits from improvements to their quality of life, including access to education, economic opportunities, and better health outcomes. Our investments in these regions also provide financial benefits, result in business and infrastructure development, and help address poverty.

We are still just at the beginning of the journey for greater equality at Schneider Electric, and we are unsatisfied with where we are now. One thing we know: Our company is much stronger and a much more enjoyable place to work because we have grown more diverse and inclusive. We’re a melting pot of genders and nationalities, learning from each other and embracing differences.