Latin America. In a rapidly and constantly evolving world, gender diversity is critical to economic development. For this reason, companies must integrate the widest possible range of talent and profiles to better understand issues such as a global talent shortage, a shrinking workforce, and volatile employee and customer expectations.
Over the past three years, Schneider Electric has recruited 23,460 women worldwide, accounting for 33% of all hires. During 2015 in Mexico, women accounted for 39% of the workforce. In addition, in that same year, the company created the Women's Advisory Council at a global level, a think tank that works to create proposals for a culture more sensitive to gender diversity.
"Global trends such as urbanization, industrialization, digitalization and demographic changes present numerous challenges for the world we live in and business activities. As a company we have to evolve to keep up with our environment," said Schneider Electric President and CEO Jean Pascal Tricoire.
Schneider has identified four challenges that, from a human resources perspective, must be faced by participants in the industrial world:
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1. Shortage of digital and technological skills. This is no longer limited to IT departments. In a technological world, where young people have more experience, companies need not only to attract the best talent, but to develop and retain them.
2. Widespread and unprecedented obsolescence. It is important to adapt the structure of the organization and processes to ensure that young talents occupy positions within the industry and, both they and the companies, obtain the best benefits.
3. Multicultural diversity. The concentration of cities and migration from rural areas accelerate the mixing of cultures, religions and genders. Minorities assert their rights, impacting the company's role in society in a sustainable way.
4. Individual and social empowerment. The arrival of new technologies, as well as the high and historical rates of education will positively impact the organization, creating a more horizontal and multipolar world.
"Reducing the gender gap could unleash enormous potential, such as stimulating fresh dynamics in the labor market, channeling strong talent flows and creating additional purchasing power," said President and CEO for Mexico Enrique González Haas.
According to the National Institute of Statistics and Geography (INEGI), in Mexico women represent more than half of the population. However, only 38% of the economically active population participates in the labour market, compared to 62% of men.
"For Schneider, gender diversity and the inclusion of women at all levels of the organization represent critical steps to effectively manage our human assets and thus ensure future growth," added Enrique González Haas.
Globally, Schneider has undertaken four concrete actions to promote female inclusion:
1. Leadership Engagement: Raising awareness and having committed global and local leaders is a key process in gender equality.
2. Professional development initiatives. By working with internal and external mentors, women learn to navigate and succeed in a primarily male-dominated work environment. These actions include, for example, leadership skills, personal confidence, market knowledge and other business units.
3. Change management campaigns. The company undertakes various campaigns to raise awareness of the issue of gender diversity such as HeForShe, Schneider Electric Women's Day, as well as online courses on diversity and inclusion.
4. Alignment of key HR processes. Schneider is committed to eliminating any distinction between men and women by establishing an Equal Pay Barometer, flexible working conditions and recruitment.
"In 2016, Schneider will implement in Mexico and Central America the Gender Workshop for Leaders for all managers and leaders in the region. The goal of this program is to help them understand why diversity and gender inclusion are important to maximize the performance of their teams," said Gladys Juarez, Vice President of Human Resources at Schneider Electric Mexico and Central America.
Schneider's actions in the country do not end there, during 2016 the expansion of the presence of WiSE (Women in Schneider Electric) employee groups to promote gender inclusion will continue, as well as the implementation of a local development program for women throughout the territory. "This year we will also review Maternity and Paternity policies with an inclusive and supportive approach to the company's mothers and fathers through alignment with market best practices," added Gladys Juárez.
Schneider's commitment is to increase the representation of women in the company by 45% in new recruitments and 35% in key positions by 2017, when women should represent a third of the positions on the Executive Committee.
In 2015, Schneider Electric Mexico signed the Covenant on the Principles of Women's Empowerment and developed an action plan based on four pillars aligned with the 7 principles of Women's empowerment established by UN Women and the Global Compact: attraction, retention, development of female talent and the promotion of an organizational culture where gender equality is a factor that improves business performance.
