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Gender at Siemens

Three female employees in meeting setting

Historically and traditionally, women have been under-represented in the manufacturing, engineering, technology and financial services sectors. At Siemens, we recognise that diverse thought and inclusive mindsets make a significant contribution to our success, and that of our customers.  This is why we must address this imbalance of women in our organisation, continue to invest in our people and devise a strategy to attract and retain women at all levels in our business.

“We need to work together to achieve a more gender equal society, where all women feel celebrated and empowered.”

Natalia Oropeza, Chief Cybersecurity Officer & Chief Diversity Officer of Siemens AG

Natalia Oropeza, Chief Cybersecurity Officer & Chief Diversity Officer of Siemens AG

DEGREE Framework

Our DEGREE framework sets clear and measurable ambitions for sustainability. The DEGREE framework is based on six fields of action that drive sustainability and are dynamic and continuously evolving.  Under the Equity field of action, Siemens is pursuing the goal of having 30% women in top management by 2025. Each region has set local targets and a framework of actions which will help us to achieve this global goal.


Women in Leadership

Two female employees in boardroom setting

Siemens INSPIRE programme is designed to deliver more women in leadership.  This is not a programme about leadership skills in a traditional sense, it focuses on self-development, enabling women to reach their potential in leadership roles.  The programme is a series of modules which challenge women to focus on their career ambitions, develop self-awareness combined with career coaching and leadership sponsorship.  Since its introduction about 5 years ago, more than 60 women have benefitted from the programme and many have progressed into more leadership roles and are making a difference.

Some feedback from past attendees:

’It hasn't changed my ambition, but given me the belief that my aspirations are possible”

Now I am driving my career actively, rather than hoping that something might happen’’

Women in STEM

The recruitment team continue to hold events that look to inspire, educate and increase the number of women looking to pursue a career in STEM. Last October, female students from across the UK attended an event at Siemens’ UK headquarters where they met inspirational women engineers. This was a real opportunity for Siemens to inspire the next generation of women engineers and play a leading role in bridging the gender gap in STEM. With more than 30 participants being offered internship and graduate positions at Siemens, the event was a resounding success.

Gender Pay Gap

All our businesses continue to work towards supporting and developing our female employees to help them achieve their potential.  Our business Gender Pay Gap reports go into depth to explain what we’re doing to change.  Some of the highlighted actions which we’ve taken include:

  • Talent Acquisition. We continue to make use of inclusive recruitment platforms to ensure our job adverts are attractive and reach a diverse talent pool. We hold regular events which specifically focus on engineering and STEM careers for female entry level talent and showcase the opportunities for them.
  • Flexible Working. Through our continued work on developing a sustainable hybrid model, we continue to trust all our employees to balance needs of their customer, the company and their personal circumstances.  To encourage more women into leadership positions, we will be advertising our manager roles to have a part-time option.
  • Employee Networks. Through empowered groups our employee networks hold numerous gender-inclusive events to promote gender equality, allyship and encourage peer to peer coaching.
  • Conscious Inclusion and Allyship. We develop programmes to help managers and colleagues to become more consciously inclusive and know how to take action for equality.
  • Female development programmes. To complement our Women in Leadership programme, some women have been invited to participate in development programmes to help them establish a career path and build business confidence.

Gender Pay Gap report for Siemens UK businesses:


Gender Pay Gap report for Siemens Mobility:


Industry Partnerships

Siemens Mobility led the development of an industry-wide network for senior women in transport, working with a number of partners across the mobility industry to better connect women working within senior roles.

Siemens Financial Services is a member of We Are the City Gender Networks, working to create a more inclusive financial services industry by sharing best practise and working collaboratively on gender campaigns.

Siemens plc has co-founded the Tech Inclusion Partnership, with several organisations across the tech industry, which has led to collaborative thought leadership on gender equality and best practise sharing across the industry.

IWD - Siemens

International Women’s Day

Every year, Siemens marks IWD through external and internal thought leadership webinars.  Listen to last year’s event:



For a number of years Siemens have run educational programmes designed to inspire young women to take up a career in STEM.

The SeeMe programme (formally SeeWoman) run in partnership with the girl's school association is an online digital workshop and stage show. Initially launched on International Womens day in 2016 SeeMe celebrates cultural, ethnic, sexual, gender and ability diversity within the STEM community; discussing stereotypes and misconceptions; and, exploring some of the perceived barriers to pursuing a STEM career. Ultimately it highlights how diverse teams are more likely to reach technological breakthroughs and innovation. Over 4000 young people have engaged in the programme to date.

The Siemens Insight Programme (Virtual Work Experience) is a self-learning programme that gives students the opportunity to explore the world of Siemens, engineering and technology as well as developing core skills such as communication, problem solving and creativity. Designed to KS3 and KS4 students the programme features activities, media and quizzes. 45% of the Autumn 2021 cohort were female (500 pupils total) in an effort to pursue greater gender parity in the industry.

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