Historically and traditionally, women have been under-represented in the manufacturing and engineering sectors. It is imperative that we 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. Gender and diversity initiatives put in place across Siemens are already beginning to improve the representation of women in our organisation.
"We are beginning to make progress on improving gender diversity but there is more we need to do and more we can do. We are determined to use our position as a global leader in the digital and manufacturing sector to make a real difference, whether it be through our recruitment practices, brand strength or leadership on diversity and inclusion. It is only by approaching diversity with concerted and continuous action that we can achieve our ambition of gender balance in our company."
Valerie Todd, Human Resources Director, Siemens UK
All gender equally contribute to our business success. Over the past years, Siemens has strived to create significant more employment opportunities for women - from board level to every single working place, thus also contributing to the UN’s sustainable development goal “Gender Balance”. In 2016, Siemens signed the Women's Empowerment Principles (WEP) by United Nations to strengthening our women in the company. It’s the first worldwide initiative focused on directly promoting and strengthening of women in companies.
Our achievements: More women along all levels
The share of women in global management has nearly doubled in the last ten years.
Over the past years, we have increased the percentage of women in non-collective pay scale positions in Germany from 10 to 13%.
The Supervisory Board of Siemens AG already fulfills the statutory gender quota of 30 percent women.
Arrangements and initiatives
Our commitment promoting women along all levels in the company does not end with complying legal requirements. Siemens AG intends to increase the percentage of woman in its top management positions.
For both of the companies top two management levels in Germany the share is to be kept stable or to be raised to 20% by end of June 2022. We further more continue to foster various initiatives, programs and measures to trigger an culture change to gender parity, diversity and inclusion.