{"id":2104,"date":"2020-10-28T14:06:11","date_gmt":"2020-10-28T18:06:11","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=2104"},"modified":"2023-12-12T16:52:49","modified_gmt":"2023-12-12T21:52:49","slug":"seven-european-companies-that-are-champions-of-diversity-and-inclusion","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/seven-european-companies-that-are-champions-of-diversity-and-inclusion\/","title":{"rendered":"Seven European Companies That Are Champions of Diversity and Inclusion"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"This post is part of a series about companies and executives recognized for their commitments to diversity and inclusion. Across the world, many cultures are adept at creating environments, communities, and workplaces that are inclusive. As these cultures get less and less diverse, inclusion and equity practices have to get more and more intentional. In European countries that are predominantly white, for example, some companies are making diversity and inclusion an organizational imperative. As we in the United States increasingly prioritize these culture-enhancing, growth initiatives, here are a few companies who are getting it right in Europe.\u00a0 In 2005, a European Commission survey revealed that the 83% of European companies with diversity policies in place at that time were clearly benefiting from them. Stories provided by the nearly 800 organizations that took part in the survey also yielded specifics about the benefits produced by those diversity-friendly policies, such as one company that credited its decrease in employee turnover - reduced from 25% to 7.5% in four years - to its new diversity protocol.\u00a0 Since then, European businesses have been viewed in some circles as the world leaders in diversity and inclusion initiatives, often dominating worldwide rankings of companies listed on diversity and inclusion indexes. In 2018, leaders from more than 50 of Europe\u2019s largest companies signed the European Roundtable of Industrialists\u2019 pledge to openly affirm \u201cthe value that a diverse workforce can offer\u201d through the #EmbraceDifference campaign.\u00a0 By late 2019, diversity and inclusion had gained such traction within the European business community that the Financial Times had sufficient data to evaluate 10,000 European companies and place 700 on its inaugural list of Diversity Leaders. Booking.com, Netherlands According to the Financial Times ranking of 700 European companies that excel as Diversity Leaders, Booking.com is the foremost organization in all of Europe for championing diversity and inclusion. Gillian Tans, the CEO and chairwoman of Booking.com and the seventh employee ever hired by the startup company in 2002, has gone so far as to make sure the chatbots and other machine-learning tools designed by Booking.com\u2019s predominantly English-speaking, male design teams remain free of gender bias, while also doing what she can to increase the percentage of women on the Booking.com leadership team. In 2018, as a direct response to its own research showing that nearly half of all women in tech felt that sharing their experiences with other women would help improve global tech diversity, Booking.com created the Women in Tech Lounge to provide women with that very opportunity. While acknowledging the 140 different nationalities employed by Booking.com, the company\u2019s global head of inclusion, diversity, and belonging, Chuck Stephens, explained that Booking.com is not satisfied with limiting the definition of diversity solely to the broad range of nationalities employed by the company. \u201cWe take a very wide view of diversity, which includes all the characteristics a colleague might use to define themselves \u2013 such as gender, ethnicity, sexual orientation, gender-identity, physical ability, age, language skills, socio-economic status, religion, as well as introversion or extroversion, and thinking styles,\u201d said Stephens. \u201cThere are a lot of things to consider.\u201d Colgate-Palmolive, Switzerland Colgate-Palmolive has repeatedly been ranked as a champion for diversity and inclusion throughout the years. Prior to receiving its high European ranking from the Financial Times, the company\u2019s U.S. branch was repeatedly placed on DiversityInc\u2019s list of diverse companies, including a 2016 listing due to its recruitment of a diverse workforce at rates that have far exceeded those of most other U.S.-based companies.\u00a0 Across its worldwide locations, Colgate-Palmolive offers training programs undergirded by diversity and inclusion. These programs include Valuing Colgate People, Managing With\u00a0 Respect, Leading in a Diverse Workplace, and Making Better Decisions, which is the company\u2019s unconscious bias training program. For its U.S.-based workforce, Colgate-Palmolive also offers resource groups like the Asian Action Network, the Black Leadership Network, the Colgate LGBT and Allies Network, and the Women\u2019s Network. Colgate also formally partners with more than 20 organizations dedicated to diversity and inclusion initiatives, including Diversity Best Practices, the National Association for Female Executives, DiversityInc., the American Association for People with Disabilities, the United Negro College Fund, Proud To Be Latina, Red Shoe Movement, and the Asian American Business Development Center. In response to the 2020 outbreak of protests in America, Colgate-Palmolive president & CEO Noelle Wallace addressed all of Colgate-Palmolive\u2019s global employees through an open letter entitled \u201cA Time for Understanding.\u201d\u00a0\u00a0 \u201cFor many of us, our Colgate workplace is one of the most diverse spheres of our lives, and it affords us the opportunity to build trust and understanding,\u201d said Wallace. \u201cWe cannot fix all that is broken in this moment, nor can violence be used as a means for change. The change we need will come by listening closely to one another for true understanding and by acting with heartfelt kindness. When we do this within our Company, we affirm the humanity that binds Colgate people together.\u201d\u00a0 Willmott Dixon, UK While placing third overall on the Financial Times\u2019 list of diverse European businesses, Willmott Dixon was both the highest ranking company in the United Kingdom to appear on the list, along with being the highest ranked construction company on the list. As such, they represent an industry where women make up just over 10% of the total workforce.\u00a0 In accordance with its aggressive initiative to achieve total gender parity as a leader within the historically male-dominated construction industry, Willmott Dixon became a major backer of Estates Gazette\u2019s Future Female Leaders program, which was originally launched to address the dearth of women in real estate.\u00a0 Along with its recognition for excellence in the areas of diversity and inclusion, Willmott Dixon also placed fifth on the Sunday Times\u2019 list of the UK\u2019s 100 Best Companies To Work For in 2020. They also won a Queen\u2019s Award for Enterprise in the area of sustainable development. Aside from gender diversity, Willmott Dixon\u2019s non-white employee presence is nearly triple that of the industry average, and is 50% higher than the percentage of non-whites in the UK\u2019s general population. Rick Willmott, the group chief executive of Willmott Dixon, spoke about the diversity within his organization while projecting that Willmott Dixon will probably reach full 50% parity in representation between men and women in 2030. \\\"To enable our company to be a place where employees feel challenged, content, and included, we have placed equality and diversity at the heart of everything we do,\u201d said Willmott. \u201cWe have long held the belief that diverse, complementary teams are the most effective and this belief is embedded in our values.\\\" Infineon, Germany Infineon freely displays its successes in the areas of gender, culture, and age. For example, as of 2019 only 27.4% of Infineon\u2019s employees resided in the company\u2019s home country of Germany, and the remainder of Infineon\u2019s employees represented an additional 110 nationalities. Sixty percent of Infineon\u2019s overall workforce is between 30 and 50 years of age, with just over 20% of the workforce being older than 50, and nearly 20% being younger than 30.\u00a0 Infineon successfully surpassed its goal of increasing its share of female executives from 10% to 15% one year ahead of schedule in 2019. In its 2018 Corporate Governance Statement, Infineon adopted diversity requirements for the composition of its management board. The statement included the provision that Infineon had set itself the task of \u201c... creating a working environment free of prejudice in order to foster a corporate culture in which the benefits offered by diversity are consciously utilized and where everyone can freely develop their potential in the best interest of the company.\u201d In its efforts to embrace the diversity of its employees at all levels, Infineon\u2019s diversity management strategy encourages expressions of diversity through means that extend beyond those seen within many other organizations. This has included a diversity-themed photo competition, as well as an Infineon Diversity Cookbook - filled with recipes provided by the company\u2019s diverse staff - which was given as a gift in exchange for donations. Infineon\u2019s offices also fly the Rainbow Flag during Pride Week, and the organization officially supported the 2019 Christopher Street Day Parade during Munich\u2019s Pride Week festivities.\u00a0\u00a0 When being interviewed about the benefits experienced by young Infineon employees when they spend time outside of Germany in countries like China, Infineon CEO Dr. Reinhard Ploss stressed the importance of absorbing the perspectives found in differing cultures and extracting value from them that can be applied in the workplace. \u201cNaturally China remains very exciting as an important growth region,\u201d said Ploss \u201cBut Japan and Europe also have plenty to offer. I think that France, Spain, the UK \u2013 to name just a few examples \u2013 are also highly interesting and highly diverse, culturally. For me it\u2019s not about young people coming home having experienced different technologies, but that they return with a different cultural experience, with a new way of thinking.\u201d Helsana, Switzerland With its placement in the top five of the Financial Times\u2019 list of European Diversity Leaders, Helsana was the highest ranking Swiss company included in the rankings, and also the leader among all European insurance companies. The Principles of Behavior section of Helsana\u2019s code of conduct states: \u201cWe promote equal opportunities, diversity, and offer a work environment free from discrimination, harassment, and reprisals all kinds.\u201d In addition, on its webpage devoted to specialists and managers, Helsana proclaims that its mission is to promote affordable healthcare is reflected in its culture. As evidence of this, Helsana cites its employment of more than 3,000 workers from around 50 nations, mentions how it attaches great importance to all of its employees \u201cirrespective of gender, religion or background,\u201d and promotes the fact that two thirds of its overall workforce is composed of women.\u00a0\u00a0 In September of 2020, Helsana hosted an internal online learning event called Diversity and Inclusion: Exchange and Practical Experience. Featuring the tagline \u201cDiversity is opportunity - inclusion is to use it!,\u201d the event featured experts who examined diversity and inclusion while sharing stories of stumbling blocks and lessons learned.\u00a0 In Helsana\u2019s internal handout, Career Life, the Diversity in All Dimensions section states, \u201cWe work with insurance consultants, IT specialists, lawyers, building technicians, and many other specialists. We offer people in all phases of life - from career starters to experienced specialists and managers - the opportunity to develop and develop further. And for us, diversity also means that everyone has the same opportunities - regardless of gender or origin.\u201d Helsana\u2019s dedication to D&I initiatives has also extended beyond the company\u2019s walls, and into support for Switzerland\u2019s community of disabled individuals. In 2018, Helsana was one of three finalists for the Swiss Diversity Award as a result of its commitment to the Special Olympics of Switzerland. When Monika Lanz was appointed to the position of diversity advisor at Helsana, she was interviewed about her responsibilities, and about how diversity influences day-to-day processes within Swiss companies. \u201cWe see very positive situations here, depending on the industry.\u201d said Monika. \u201cThe patient\\'s different languages \u200b\u200bcan be covered in nursing. In product development, different customer views are already present in the company and are therefore accepted. In our customer service, we can keep customer satisfaction high in telephony by speaking the languages \u200b\u200bof our customers.\u201d Santender, Spain In October of 2020, Euromoney awarded Santender the title of \u201cWorld\u2019s Best Bank for Diversity and Inclusion\u201d during its annual \u201cExcellence in Leadership\u201d awards. The award was bestowed on the basis of Santender\u2019s company-wide DEI initiatives, including the establishment of a global minimum standard for parental leave in all of the countries where Santender employs workers, the creation of microfinance programs to help low-income and underbanked populations set up small businesses, and Santender\u2019s proclamation that women would compose 40-to-60 percent of its board by the middle of 2021. Santender was a relatively early mover among European businesses when it came to DEI initiatives. As early as 2011, its U.K. branches underwent formal unconscious bias and inclusive leadership training, while also sanctioning diversity-awareness training for members of its senior leadership team. The U.S. branch of Santender hosts several Employee Network Groups through its Diversity and Inclusion office. These include the Embrace Employee Network (LGBTQ), Conexi\u00f3n (Latino and Hispanic), Women\u2019s Employee Network, Black Employee Network, the Abilities Network Group (Disabled Workers), the Caregivers Network Group, and the Veterans Employee Group (Active Military and Veterans). When Santender\u2019s executive chairwoman Ana Botin was named to the eighth position on Forbes\u2018 2019 list of \u201cPower Women,\u201d her decision to direct the bank\u2019s resources to support small enterprises and women-owned businesses was highlighted. In January of 2020, she attributed the fact that Santender joined The Valuable 500 as being emblematic of Santender\u2019s dedication \u201c... to embed a truly inclusive workplace and to promote quality education for people with disabilities.\u201d \u201cWe are committed to building a more responsible bank and have set a number of ambitious targets to help us achieve that goal,\u201d said Santender, in response to receiving the \u201cWorld\u2019s Best Bank for Diversity and Inclusion\u201d award from Euromoney. \u201cWe have much still to do but are making real progress and are extremely grateful that Euromoney has recognised our efforts to build a more diverse and inclusive organisation.\u201d Chiesi, Italy On September 25, 2018, Chiesi created WE Act Day as a company-wide event intended as a celebration of the birth of the organization\u2019s 17 sustainable development goals. By the time of the 2020 iteration of the event, Chiesi had added a session on diversity and inclusion to the event as a concern considered to be closely linked to its ongoing sustainability efforts. Chiesi\u2019s primary areas of focus within DEI during WE Act Day were listed as female leadership and generational differences. Following Chiesi\u2019s official signing of the EU Platform of Diversity Charter for Equal Opportunities and Equality of Work - which was created as a platform for the discussion of best practices for the development and implementation of diversity and inclusion policies - the company announced on Facebook that this was evidence that diversity and equal opportunities remain founding values that Chiesi still adheres to. When Chiesi\u2019s value and sustainability manager Cecilia Plicco was interviewed by PharmaRetail in September of 2020, she promoted the actions related to corporate welfare Chiesi had taken to promote the well-being of the Chiesi Group\u2019s 6,000 global employees. As the most significant action, Plicco touted the creation of a committee to deal with diversity and inclusion, \u201c... created with the aim of enhancing the diversity that is present in the company and promoting an inclusive environment that guarantees motivation and fairness.\u201d One month later, when Chiesi\u2019s head of value and sustainability Maria Paola Chiesi accepted the \\\"Work Life Balance Friendly Company\\\" award from the Marisa Bellisario Foundation, she mentioned how Chiesi had launched a series of DEI activities \u201c... to strongly affirm that diversity of gender, generation, skills , sexual orientation, ethnicity, religion, opinion and culture are an integral part of this organization. These are the foundations on which the Chiesi Diversity & Inclusion Committee was born, committed to structuring a strategy for engaging and involving people on the importance of openness to differences.\u201d\u00a0 After Chiesi received the highest position of any Italian company in the Financial Times ranking of \u201cDiversity Leaders,\u201d the company\u2019s head of global human resources, Giacomo Mazzariello, spoke about the motivation that the high ranking would provide to workers throughout the Chiesi organization. \\\"We proudly receive this international recognition, a symbol of how our company is already recognized by its employees as a place where diversity and inclusion are not two simple concepts but a tangible reality,\u201d said Mazzariello. \u201cFor us this is a starting point that gives us a further push towards a global improvement of our policies aimed at guaranteeing all those who make up the large Chiesi family feel free to express their professional and personal potential.\u201d For more resources to help your company with its diversity and inclusion initiatives, check out our insights.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<i><span style=\"font-weight: 400;\">This post is part of a series about companies and executives recognized for their commitments to diversity and inclusion.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Across the world, many cultures are adept at creating environments, communities, and workplaces that are inclusive. As these cultures get less and less diverse, inclusion and equity practices have to get more and more intentional. In European countries that are predominantly white, for example, some companies are making diversity and inclusion an organizational imperative. As we in the United States increasingly prioritize these culture-enhancing, growth initiatives, here are a few companies who are getting it right in Europe.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2005, a European Commission survey revealed that <\/span><a href=\"https:\/\/ec.europa.eu\/social\/main.jsp?catId=89&amp;langId=en&amp;newsId=336&amp;furtherNews=yes\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">the 83%<\/span><\/a><span style=\"font-weight: 400;\"> of European companies with diversity policies in place at that time were clearly benefiting from them. Stories provided by the nearly 800 organizations that took part in the survey also yielded specifics about the benefits produced by those diversity-friendly policies, such as one company that credited its decrease in employee turnover &#8211; reduced from 25% to 7.5% in four years &#8211; to its new diversity protocol.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since then, European businesses have been viewed in some circles as the <\/span><a href=\"https:\/\/www.greenbiz.com\/article\/corporate-diversity-us-trailing-behind-europe\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">world leaders<\/span><\/a><span style=\"font-weight: 400;\"> in diversity and inclusion initiatives, often <\/span><a href=\"https:\/\/www.corporatesecretary.com\/articles\/esg\/31342\/european-companies-dominate-most-diverse-rankings\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">dominating worldwide rankings<\/span><\/a><span style=\"font-weight: 400;\"> of companies listed on diversity and inclusion indexes. In 2018, leaders from more than <\/span><a href=\"https:\/\/ert.eu\/documents\/european-business-leaders-commit-to-inclusion-and-diversity-pledge\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">50 of Europe\u2019s largest companies<\/span><\/a><span style=\"font-weight: 400;\"> signed the European Roundtable of Industrialists\u2019 pledge to openly affirm \u201cthe value that a diverse workforce can offer\u201d through the #EmbraceDifference campaign.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By late 2019, diversity and inclusion had gained such traction within the European business community that the <\/span><a href=\"https:\/\/www.ft.com\/content\/bd1b4158-09a7-11ea-bb52-34c8d9dc6d84\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Financial Times<\/span><\/i><\/a> <span style=\"font-weight: 400;\">had sufficient data to evaluate 10,000 European companies and place 700 on its inaugural list of Diversity Leaders.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3><img decoding=\"async\" class=\"alignleft size-medium wp-image-2105 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/589a4c2b5aa6293a4aac48c9-300x66.png\" alt=\"Booking.com logo\" width=\"300\" height=\"66\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/589a4c2b5aa6293a4aac48c9-300x66.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/589a4c2b5aa6293a4aac48c9-600x133.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/589a4c2b5aa6293a4aac48c9.png 737w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/66;\" \/><\/h3>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Booking.com, Netherlands<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to the <\/span><i><span style=\"font-weight: 400;\">Financial Times<\/span><\/i> <a href=\"https:\/\/www.ft.com\/content\/bd1b4158-09a7-11ea-bb52-34c8d9dc6d84\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">ranking of 700 European companies<\/span><\/a><span style=\"font-weight: 400;\"> that excel as Diversity Leaders, Booking.com is the foremost organization in all of Europe for championing diversity and inclusion.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Gillian Tans, the CEO and chairwoman of Booking.com and the <\/span><a href=\"https:\/\/www.forbesindia.com\/article\/self-made-women-2020\/bookingcom-diversity-in-the-age-of-ai\/57913\/1\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">seventh employee ever hired<\/span><\/a><span style=\"font-weight: 400;\"> by the startup company in 2002, has gone so far as to make sure the chatbots and other machine-learning tools designed by Booking.com\u2019s predominantly English-speaking, male design teams remain free of gender bias, while also doing what she can to <\/span><a href=\"https:\/\/thenextweb.com\/tnw2019\/2019\/04\/19\/gillian-tans-booking-tnw2019\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">increase the percentage of women<\/span><\/a><span style=\"font-weight: 400;\"> on the Booking.com leadership team.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2018, as a direct response to its own research showing that nearly half of all women in tech felt that sharing their experiences with other women would help improve global tech diversity, Booking.com <\/span><a href=\"https:\/\/globalnews.booking.com\/bookingcom-continues-drive-to-achieve-a-more-diverse-tech-sector-with-web-summit-partnership\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">created the Women in Tech Lounge<\/span><\/a><span style=\"font-weight: 400;\"> to provide women with that very opportunity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While acknowledging the <\/span><a href=\"https:\/\/careers.booking.com\/blogarticle\/creating-a-welcome-workplace-patewo\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">140 different nationalities<\/span><\/a><span style=\"font-weight: 400;\"> employed by Booking.com, the company\u2019s global head of inclusion, diversity, and belonging, Chuck Stephens, explained that Booking.com is not satisfied with limiting the definition of diversity solely to the broad range of nationalities employed by the company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe take a very wide view of diversity, which includes all the characteristics a colleague might use to define themselves \u2013 such as gender, ethnicity, sexual orientation, gender-identity, physical ability, age, language skills, socio-economic status, religion, as well as introversion or extroversion, and thinking styles,\u201d said Stephens. \u201cThere are a lot of things to consider.\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2106 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-300x53.png\" alt=\"Colgate-Palmolive logo\" width=\"300\" height=\"53\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-300x53.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-600x106.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-1024x181.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-768x136.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-1536x272.png 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/purepng.com-colgate-palmolive-logologobrand-logoiconslogos-251519940447iogsg-2048x362.png 2048w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/53;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Colgate-Palmolive, Switzerland<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Colgate-Palmolive has repeatedly been ranked as a champion for diversity and inclusion throughout the years. Prior to receiving its high European ranking from the <\/span><i><span style=\"font-weight: 400;\">Financial Times<\/span><\/i><span style=\"font-weight: 400;\">, the company\u2019s U.S. branch was <\/span><a href=\"https:\/\/www.diversityinc.com\/colgate-palmolive-2020\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">repeatedly placed<\/span><\/a><span style=\"font-weight: 400;\"> on DiversityInc\u2019s list of diverse companies, including a <\/span><a href=\"https:\/\/www.diversityinc.com\/colgate-palmolive-2016\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">2016 listing<\/span><\/a><span style=\"font-weight: 400;\"> due to its recruitment of a diverse workforce at rates that have far exceeded those of most other U.S.-based companies.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Across its worldwide locations, Colgate-Palmolive offers <\/span><a href=\"https:\/\/www.colgatepalmolive.com\/en-us\/core-values\/our-policies\/colgatepeople\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">training programs<\/span><\/a><span style=\"font-weight: 400;\"> undergirded by diversity and inclusion. These programs include Valuing Colgate People, Managing With\u00a0 Respect, Leading in a Diverse Workplace, and Making Better Decisions, which is the company\u2019s unconscious bias training program. For its U.S.-based workforce, Colgate-Palmolive also offers resource groups like the Asian Action Network, the Black Leadership Network, the Colgate LGBT and Allies Network, and the Women\u2019s Network.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Colgate also formally <\/span><a href=\"https:\/\/www.colgatepalmolive.com\/en-us\/core-values\/sustainability\/people\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">partners with more than 20 organizations<\/span><\/a><span style=\"font-weight: 400;\"> dedicated to diversity and inclusion initiatives, including Diversity Best Practices, the National Association for Female Executives, DiversityInc., the American Association for People with Disabilities, the United Negro College Fund, Proud To Be Latina, Red Shoe Movement, and the Asian American Business Development Center.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In response to the 2020 outbreak of protests in America, Colgate-Palmolive president &amp; CEO Noelle Wallace addressed all of Colgate-Palmolive\u2019s global employees through an open letter entitled \u201c<\/span><a href=\"https:\/\/www.colgatepalmolive.com\/en-us\/core-values\/colgatepeople-a-time-for-understanding\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">A Time for Understanding<\/span><\/a><span style=\"font-weight: 400;\">.\u201d\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cFor many of us, our Colgate workplace is one of the most diverse spheres of our lives, and it affords us the opportunity to build trust and understanding,\u201d said Wallace. \u201cWe cannot fix all that is broken in this moment, nor can violence be used as a means for change. The change we need will come by listening closely to one another for true understanding and by acting with heartfelt kindness. When we do this within our Company, we affirm the humanity that binds Colgate people together.\u201d\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2107 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/1280px-Willmott_Dixon_logo.svg_-300x188.png\" alt=\"Willmott Dixon logo\" width=\"300\" height=\"188\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/1280px-Willmott_Dixon_logo.svg_-300x188.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/1280px-Willmott_Dixon_logo.svg_-600x377.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/1280px-Willmott_Dixon_logo.svg_-1024x643.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/1280px-Willmott_Dixon_logo.svg_-768x482.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/1280px-Willmott_Dixon_logo.svg_.png 1280w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/188;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Willmott Dixon, UK<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">While placing third overall on the <\/span><a href=\"https:\/\/www.willmottdixon.co.uk\/news\/willmott-dixon-leads-uk-in-fts-first-ever-list-of-diversity-leaders\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Financial Times<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019 list of diverse European businesses, Willmott Dixon was both the highest ranking company in the United Kingdom to appear on the list, along with being the <\/span><a href=\"https:\/\/www.willmottdixon.co.uk\/news\/willmott-dixon-leads-uk-in-fts-first-ever-list-of-diversity-leaders\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">highest ranked construction company<\/span><\/a><span style=\"font-weight: 400;\"> on the list. As such, they represent an industry where <\/span><a href=\"https:\/\/www.bigrentz.com\/blog\/women-construction\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">women make up just over 10%<\/span><\/a><span style=\"font-weight: 400;\"> of the total workforce.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In accordance with its aggressive initiative to achieve total gender parity as a leader within the historically male-dominated construction industry, Willmott Dixon <\/span><a href=\"https:\/\/www.willmottdixon.co.uk\/blog\/we-cant-be-bystanders-on-diversity\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">became a major backer<\/span><\/a><span style=\"font-weight: 400;\"> of <\/span><i><span style=\"font-weight: 400;\">Estates Gazette<\/span><\/i><span style=\"font-weight: 400;\">\u2019s <\/span><a href=\"https:\/\/www.egi.co.uk\/futurefemaleleaders\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Future Female Leaders<\/span><\/a><span style=\"font-weight: 400;\"> program, which was originally launched to address the dearth of women in real estate.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Along with its recognition for excellence in the areas of diversity and inclusion, Willmott Dixon also <\/span><a href=\"https:\/\/www.b.co.uk\/the-lists\/mid-companies\/\"><span style=\"font-weight: 400;\">placed fifth<\/span><\/a><span style=\"font-weight: 400;\"> on the <\/span><i><span style=\"font-weight: 400;\">Sunday Times<\/span><\/i><span style=\"font-weight: 400;\">\u2019<\/span> <span style=\"font-weight: 400;\">list of the UK\u2019s 100 Best Companies To Work For in 2020. They also <\/span><a href=\"https:\/\/queensawards.blog.gov.uk\/2020\/01\/31\/queens-awards-win-in-sustainable-development-a-fantastic-boost-for-all-of-us\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">won a Queen\u2019s Award for Enterprise<\/span><\/a><span style=\"font-weight: 400;\"> in the area of sustainable development.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aside from gender diversity, Willmott Dixon\u2019s non-white employee presence is <\/span><a href=\"https:\/\/www.willmottdixoninteriors.co.uk\/diversity\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">nearly triple that of the industry average<\/span><\/a><span style=\"font-weight: 400;\">, and is 50% higher than the percentage of non-whites in the UK\u2019s general population.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Rick Willmott, the group chief executive of Willmott Dixon, <\/span><a href=\"https:\/\/www.willmottdixon.co.uk\/our-approach\/promoting-diversity\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">spoke about the diversity within his organization<\/span><\/a><span style=\"font-weight: 400;\"> while projecting that Willmott Dixon will probably reach full 50% parity in representation between men and women in 2030.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8220;To enable our company to be a place where employees feel challenged, content, and included, we have placed equality and diversity at the heart of everything we do,\u201d said Willmott. \u201cWe have long held the belief that diverse, complementary teams are the most effective and this belief is embedded in our values.&#8221;<\/span><\/p>\n<h3><img decoding=\"async\" class=\"alignleft size-medium wp-image-2108 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Infineon-Logo.svg_-300x132.png\" alt=\"Infineon logo\" width=\"300\" height=\"132\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Infineon-Logo.svg_-300x132.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Infineon-Logo.svg_-600x264.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Infineon-Logo.svg_-1024x451.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Infineon-Logo.svg_-768x338.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Infineon-Logo.svg_.png 1280w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/132;\" \/><\/h3>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Infineon, Germany<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Infineon freely <\/span><a href=\"https:\/\/www.infineon.com\/cms\/en\/careers\/opportunities-and-benefits\/diversity\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">displays its successes<\/span><\/a><span style=\"font-weight: 400;\"> in the areas of gender, culture, and age. For example, as of 2019 only 27.4% of Infineon\u2019s employees resided in the company\u2019s home country of Germany, and the remainder of Infineon\u2019s employees represented an additional 110 nationalities. Sixty percent of Infineon\u2019s overall workforce is between 30 and 50 years of age, with just over 20% of the workforce being older than 50, and nearly 20% being younger than 30.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Infineon successfully <\/span><a href=\"https:\/\/www.infineon.com\/cms\/cn\/careers\/why-us\/diversity\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">surpassed its goal<\/span><\/a><span style=\"font-weight: 400;\"> of increasing its share of female executives from 10% to 15% one year ahead of schedule in 2019.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In its <\/span><a href=\"https:\/\/www.infineon.com\/dgdl\/Infineon+Corporate+Governance+Statement+2018.pdf?fileId=5546d4616734c74301673b5c0ac0000b\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">2018 Corporate Governance Statement<\/span><\/a><span style=\"font-weight: 400;\">, Infineon adopted diversity requirements for the composition of its management board. The statement included the provision that Infineon had set itself the task of \u201c&#8230; creating a working environment free of prejudice in order to foster a corporate culture in which the benefits offered by diversity are consciously utilized and where everyone can freely develop their potential in the best interest of the company.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In its efforts to embrace the diversity of its employees at all levels, Infineon\u2019s <\/span><a href=\"https:\/\/www.infineon.com\/cms\/en\/careers\/hr-report\/talents-diversity-counts\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">diversity management strategy<\/span><\/a><span style=\"font-weight: 400;\"> encourages expressions of diversity through means that extend beyond those seen within many other organizations. This has included a diversity-themed photo competition, as well as an Infineon Diversity Cookbook &#8211; filled with recipes provided by the company\u2019s diverse staff &#8211; which was given as a gift in exchange for donations. Infineon\u2019s offices also fly the Rainbow Flag during Pride Week, and the organization officially supported the 2019 Christopher Street Day Parade during Munich\u2019s Pride Week festivities.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When <\/span><a href=\"https:\/\/www.together.tum.de\/en\/aktuelles\/veroeffentlichungen\/2016\/04\/06\/come-back-home-with-a-new-way-of-thinking\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">being interviewed<\/span><\/a><span style=\"font-weight: 400;\"> about the benefits experienced by young Infineon employees when they spend time outside of Germany in countries like China, Infineon CEO Dr. Reinhard Ploss stressed the importance of absorbing the perspectives found in differing cultures and extracting value from them that can be applied in the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cNaturally China remains very exciting as an important growth region,\u201d said Ploss \u201cBut Japan and Europe also have plenty to offer. I think that France, Spain, the UK \u2013 to name just a few examples \u2013 are also highly interesting and highly diverse, culturally. For me it\u2019s not about young people coming home having experienced different technologies, but that they return with a different cultural experience, with a new way of thinking.\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2109 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Logo_Helsana.svg_-300x60.png\" alt=\"Helsana logo\" width=\"300\" height=\"60\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Logo_Helsana.svg_-300x60.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Logo_Helsana.svg_-600x120.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Logo_Helsana.svg_-1024x206.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Logo_Helsana.svg_-768x154.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Logo_Helsana.svg_.png 1280w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/60;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Helsana, Switzerland<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">With its placement in the top five of <\/span><span style=\"font-weight: 400;\">the <\/span><a href=\"https:\/\/www.willmottdixon.co.uk\/news\/willmott-dixon-leads-uk-in-fts-first-ever-list-of-diversity-leaders\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Financial Times<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019 list of European Diversity Leaders, Helsana was the highest ranking Swiss company included in the rankings, and also the leader among all European insurance companies.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=de&amp;u=https:\/\/www.helsana.ch\/dam\/en\/pdf\/helsana-group\/publications\/code-of-conduct.pdf&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Principles of Behavior section<\/span><\/a><span style=\"font-weight: 400;\"> of Helsana\u2019s code of conduct states: \u201cWe promote equal opportunities, diversity, and offer a work environment free from discrimination, harassment, and reprisals all kinds.\u201d In addition, on its <\/span><a href=\"https:\/\/www.helsana.ch\/en\/helsana-group\/jobs\/you\/specialists-and-managers.html\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">webpage devoted to specialists and managers<\/span><\/a><span style=\"font-weight: 400;\">, Helsana proclaims that its mission is to promote affordable healthcare is reflected in its culture. As evidence of this, Helsana cites its employment of more than 3,000 workers from around 50 nations, mentions how it attaches great importance to all of its employees \u201cirrespective of gender, religion or background,\u201d and promotes the fact that two thirds of its overall workforce is composed of women.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In September of 2020, Helsana hosted an <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=de&amp;u=https:\/\/sgaop.ch\/Termine\/sgaop-firmenevent-helsana-versicherungen-ag-diversity-inclusion-austausch-und-erfahrungen-aus-der-praxis\/&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">internal online learning event<\/span><\/a><span style=\"font-weight: 400;\"> called <\/span><i><span style=\"font-weight: 400;\">Diversity and Inclusion: Exchange and Practical Experience<\/span><\/i><span style=\"font-weight: 400;\">. Featuring the tagline \u201cDiversity is opportunity &#8211; inclusion is to use it!,\u201d the event featured experts who examined diversity and inclusion while sharing stories of stumbling blocks and lessons learned.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In Helsana\u2019s internal handout, <\/span><i><span style=\"font-weight: 400;\">Career Life<\/span><\/i><span style=\"font-weight: 400;\">, the Diversity in All Dimensions section states, \u201cWe work with insurance consultants, IT specialists, lawyers, building technicians, and many other specialists. We offer people in all phases of life &#8211; from career starters to experienced specialists and managers &#8211; the opportunity to develop and develop further. And for us, diversity also means that everyone has the same opportunities &#8211; regardless of gender or origin.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Helsana\u2019s dedication to D&amp;I initiatives has also extended beyond the company\u2019s walls, and into support for Switzerland\u2019s community of disabled individuals. In 2018, Helsana was <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=fr&amp;tl=en&amp;u=https%3A%2F%2Fwuerth-gruppe.ch%2Ffr%2Fengagement-2%2Fswiss-diversity-award%2F&amp;prev=search\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">one of three finalists<\/span><\/a><span style=\"font-weight: 400;\"> for the Swiss Diversity Award as a result of its commitment to the Special Olympics of Switzerland.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When Monika Lanz was appointed to the position of diversity advisor at Helsana, she was <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=de&amp;u=http:\/\/www.rebequa.de\/cms\/nc\/website\/hauptmenue\/presse\/einzelansicht\/interview\/article\/veraenderungen-nutzen.html&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">interviewed about her responsibilities<\/span><\/a><span style=\"font-weight: 400;\">, and about how diversity influences day-to-day processes within Swiss companies.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe see very positive situations here, depending on the industry.\u201d said Monika. \u201cThe patient&#8217;s different languages \u200b\u200bcan be covered in nursing. In product development, different customer views are already present in the company and are therefore accepted. In our customer service, we can keep customer satisfaction high in telephony by speaking the languages \u200b\u200bof our customers.\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignleft size-medium wp-image-2110 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-300x105.png\" alt=\"Santander Logo\" width=\"300\" height=\"105\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-300x105.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-600x211.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-1024x360.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-768x270.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-1536x540.png 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Santander-Logo-2048x719.png 2048w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/105;\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Santender, Spain<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In October of 2020, <\/span><a href=\"https:\/\/www.santander.com\/en\/press-room\/press-releases\/2020\/09\/santander-recognised-as-the-best-bank-in-the-world-for-both-diversity-inclusion-and-smes-by-euromoney\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Euromoney<\/span><\/i><\/a><span style=\"font-weight: 400;\"> awarded Santender the title of \u201cWorld\u2019s Best Bank for Diversity and Inclusion\u201d during its annual \u201cExcellence in Leadership\u201d awards. The award was bestowed on the basis of Santender\u2019s company-wide DEI initiatives, including the establishment of a global minimum standard for parental leave in all of the countries where Santender employs workers, the creation of microfinance programs to help low-income and underbanked populations set up small businesses, and Santender\u2019s proclamation that women would compose 40-to-60 percent of its board by the middle of 2021.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Santender was a relatively early mover among European businesses when it came to DEI initiatives. As early as 2011, its U.K. branches underwent formal <\/span><a href=\"https:\/\/globaldiversitypractice.com\/project\/santander\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">unconscious bias and inclusive leadership training<\/span><\/a><span style=\"font-weight: 400;\">, while also sanctioning diversity-awareness training for members of its senior leadership team.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The U.S. branch of Santender hosts several <\/span><a href=\"https:\/\/www.santandercareers.com\/diversity-and-inclusion\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Employee Network Groups<\/span><\/a><span style=\"font-weight: 400;\"> through its Diversity and Inclusion office. These include the Embrace Employee Network (LGBTQ), Conexi\u00f3n (Latino and Hispanic), Women\u2019s Employee Network, Black Employee Network, the Abilities Network Group (Disabled Workers), the Caregivers Network Group, and the Veterans Employee Group (Active Military and Veterans).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When Santender\u2019s executive chairwoman Ana Botin was named to the eighth position on <\/span><a href=\"https:\/\/www.forbes.com\/profile\/ana-patricia-botin\/#155560023d3c\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Forbes<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2018 2019 list of \u201cPower Women,\u201d her decision to direct the bank\u2019s resources to support small enterprises and women-owned businesses was highlighted. In January of 2020, she <\/span><a href=\"https:\/\/twitter.com\/anabotin\/status\/1217733670095785985?lang=en\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">attributed<\/span><\/a><span style=\"font-weight: 400;\"> the fact that Santender joined <\/span><a href=\"https:\/\/www.thevaluable500.com\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">The Valuable 500<\/span><\/a><span style=\"font-weight: 400;\"> as being emblematic of Santender\u2019s dedication \u201c&#8230; to embed a truly inclusive workplace and to promote quality education for people with disabilities.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe are committed to building a more responsible bank and have set a number of ambitious targets to help us achieve that goal,\u201d said Santender, in response to receiving the \u201cWorld\u2019s Best Bank for Diversity and Inclusion\u201d award from <\/span><i><span style=\"font-weight: 400;\">Euromoney<\/span><\/i><span style=\"font-weight: 400;\">. \u201cWe have much still to do but are making real progress and are extremely grateful that Euromoney has recognised our efforts to build a more diverse and inclusive organisation.\u201d<\/span><\/p>\n<h3><img decoding=\"async\" class=\"alignleft size-medium wp-image-2111 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-300x60.png\" alt=\"Chiesi Logo\" width=\"300\" height=\"60\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-300x60.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-600x119.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-1024x203.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-768x153.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-1536x305.png 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/10\/Chiesi_Logo_Cyan-1-2048x407.png 2048w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/60;\" \/><\/h3>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><b>Chiesi, Italy<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">On September 25, 2018, Chiesi created WE Act Day as a company-wide event intended as a celebration of the birth of the organization\u2019s 17 sustainable development goals. By the time of the <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=it&amp;u=https:\/\/www.chiesi.com\/we-act-day-2020-torna-l-appuntamento-di-chiesi-verso-un-futuro-sostenibile\/&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">2020 iteration of the event<\/span><\/a><span style=\"font-weight: 400;\">, Chiesi had added a session on diversity and inclusion to the event as a concern considered to be closely linked to its ongoing sustainability efforts. Chiesi\u2019s primary areas of focus within DEI during WE Act Day were listed as female leadership and generational differences.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Following Chiesi\u2019s official signing of the EU Platform of Diversity Charter for Equal Opportunities and Equality of Work &#8211; which was created as a platform for the discussion of best practices for the development and implementation of diversity and inclusion policies &#8211; the company <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=it&amp;u=https:\/\/www.chiesi.com\/we-act-day-2020-torna-l-appuntamento-di-chiesi-verso-un-futuro-sostenibile\/&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">announced on Facebook<\/span><\/a><span style=\"font-weight: 400;\"> that this was evidence that diversity and equal opportunities remain founding values that Chiesi still adheres to.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When Chiesi\u2019s value and sustainability manager Cecilia Plicco was interviewed by <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=it&amp;u=https:\/\/www.pharmaretail.it\/dossier\/pharmaforfuture\/lintervista-cecilia-plicco-shared-value-sustainability-manager-chiesi-farmaceutici\/&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">PharmaRetail<\/span><\/i><\/a> <span style=\"font-weight: 400;\">in September of 2020, she promoted the actions related to corporate welfare Chiesi had taken to promote the well-being of the Chiesi Group\u2019s 6,000 global employees. As the most significant action, Plicco touted the creation of a committee to deal with diversity and inclusion, \u201c&#8230; created with the aim of enhancing the diversity that is present in the company and promoting an inclusive environment that guarantees motivation and fairness.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One month later, when Chiesi\u2019s head of value and sustainability Maria Paola Chiesi accepted the <\/span><a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=it&amp;u=https:\/\/www.lafrecciaweb.it\/2020\/10\/15\/chiesi-farmaceutici-e-azienda-work-life-balance-friendly-il-premio-dedicato-alle-imprese-che-promuovono-la-parita-di-genere-e-valorizzano-il-lavoro-femminile\/&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">&#8220;Work Life Balance Friendly Company&#8221; award<\/span><\/a><span style=\"font-weight: 400;\"> from the Marisa Bellisario Foundation, she mentioned how Chiesi had launched a series of DEI activities \u201c&#8230; to strongly affirm that diversity of gender, generation, skills , sexual orientation, ethnicity, religion, opinion and culture are an integral part of this organization. These are the foundations on which the Chiesi Diversity &amp; Inclusion Committee was born, committed to structuring a strategy for engaging and involving people on the importance of openness to differences.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">After Chiesi received the highest position of any Italian company in the Financial Times ranking of \u201cDiversity Leaders,\u201d the company\u2019s head of global human resources, Giacomo Mazzariello,<\/span> <a href=\"https:\/\/translate.google.com\/translate?hl=en&amp;sl=it&amp;u=https:\/\/www.chiesi.com\/chiesi-group-si-aggiudica-il-diversity-leaders-award-2020\/&amp;prev=search&amp;pto=aue\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">spoke about the motivation<\/span><\/a> <span style=\"font-weight: 400;\">that the high ranking would provide to workers throughout the Chiesi organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8220;We proudly receive this international recognition, a symbol of how our company is already recognized by its employees as a place where diversity and inclusion are not two simple concepts but a tangible reality,\u201d said Mazzariello. \u201cFor us this is a starting point that gives us a further push towards a global improvement of our policies aimed at guaranteeing all those who make up the large Chiesi family feel free to express their professional and personal potential.\u201d<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">For more resources to help your company with its diversity and inclusion initiatives, <\/span><a href=\"https:\/\/thediversitymovement.com\/publications\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">check out our insights<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This post is part of a series about companies and executives recognized for their commitments to diversity and inclusion. Across the world, many cultures are adept at creating environments, communities,15<\/p>\n","protected":false},"author":2,"featured_media":2112,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[58,22,5,21],"tags":[111],"tdm_type":[92],"class_list":["post-2104","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trends-industry-insights","category-work","category-blogs","category-resources","tag-global-dei","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Seven European Companies That Are Champions of Diversity and Inclusion - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"Across the world, many cultures are adept at creating environments, communities, and workplaces that are inclusive.\" \/>\n<meta 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