Equal opportunities do not just spring up overnight. Companies can play their part here too, and not just by getting involved in the awareness campaigns that are so popular during Pride Month.
“We want to give equal opportunities to all our employees – regardless of social and personal characteristics such as gender, age, background, social status, sexual orientation, religion, or mental and physical abilities. To us, this means diversity, fairness and inclusion. It adds so much to our corporate culture and our day-to-day collaboration,” says Axel Kühner, CEO of Greiner AG.
Companies are taking responsibility in the fight against discrimination
As a leading global supplier of plastic and foam solutions, Greiner aims to assume a pioneering role here – and is fully aware of the challenges this entails. For instance, same-sex marriage is still banned in 15 of the 34 countries that are home to a Greiner location. In addition, many countries do not have extensive anti-discrimination laws. “This makes it even more important that companies take a stand against discrimination. Furthermore, numerous studies show that diverse teams are more efficient and innovative,” adds Kühner.
That is why Greiner set up the “Diversity, Equity & Inclusion (DEI)” working group, made of up of employees from all divisions and locations worldwide, over a year ago. This working group is dealing with specific in-house measures such as the development of training concepts and integrative workplaces, the definition and measurability of DEI targets, and the implementation of best-practice measures at individual locations. The members of the working group also act as ambassadors for greater diversity and are involved in raising awareness in their workplace. Although initial initiatives are already under way, the members of the working group are aware that there is a long way to go before fully equal opportunities are achieved.
Proportion of women in management positions to rise to 40 percent by 2030
Greiner also regards the promotion of women as a key factor in achieving equal opportunities and greater diversity. For instance, the proportion of women in management positions is to increase from the current level of 26% to 40% by 2030. “This requires specific concepts and measures such as flexible working-hours models, childcare options or job-sharing opportunities, which also enable part-time employees to take on management roles. These issues matter a great deal to me as a working mother,” says Nicole Schnedt, Senior Expert in the Strategic People & Culture Management department and a member of the diversity working group.
Along with the UN Women’s Empowerment Principles, Greiner recently signed up to the Diversity Charter, which serves as an information and dialog platform for events and sharing of experience for all signatories as well as being a further public commitment for Greiner.
