We want to secure a diverse composition of our workforce with a specific diversity target for our senior management teams. Focusing on our senior managers automatically requires us to focus on the diversity of the entire organisation building a strong internal pipeline of diverse people to recruit from and women are a central part of this. Women in management and senior management, combined with our other diversity focus areas (age, nationality and education), are important for securing a diverse and inclusive culture.
Like many other companies, our gender split for management positions is significantly lower than our general gender split. Therefore, as part of our ambition for securing diverse thinking styles in our top management, we have set a specific gender balance target.
These targets for more women in management represent part of our efforts to create a more diverse and inclusive culture.
Other diversity and inclusion targets are set for:
Fostering creativity and innovation for a diverse and inclusive workforce
Diversity and inclusion are likely to foster a more creative and innovative workforce. By working with people from different backgrounds, experiences and working styles, we get varied perspectives on current practices and can challenge the status quo.
Diverse views are likely to prepare the ground for better decisions and thus drive a high-performance culture. This approach is often referred to as ‘diversity of thought’.