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Gender Pay Gap @Siemens

Through our Gender Pay Gap reporting, we’ve seen the work still to do to bring gender parity to our business.

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."

Take a read here

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

What if we could identify the next generation of female senior leadership?

  • We have recognised and trained 48 women in our Women into Leadership programme.

What if we could double the amount of female apprentices in our business?

  • We increased female apprentice recruitment from 11% in 2017 to 22% in 2018.

What if we could give employees the freedom to work when they want?

  • Siemens already offers a wide range of flexible working opportunities and is pioneering a scheme for factories.

What if we became the top engineering company for attracting female talent?

  • We’ve kept 25% intake of female graduate trainees for the second year running in an industry where women in engineering remains low at 11%.

What if we could build a truly inclusive environment for all 15,000 UK employees?

  • Through ownership culture, we encourage responsibility and belonging for every single employee.

To find out more about our strategy visit: www.siemens.com/diversity

Our engagement for more gender equality

All genders equally contribute to our business success. Over the past years, Siemens has strived to create significantly more employment opportunities for women – from board level to every single work place, thus also contributing to the United Nations’ sustainable development goal; “Gender Balance”. In 2016, Siemens signed the Women’s Empowerment Principles (WEP) by United Nations to strengthen the women in our company. It’s the first worldwide initiative focused on directly promoting and strengthening women within companies.

Our achievements: More women along all levels

Articles in Gender Pay Gap @Siemens

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