Diversity & Inclusion at Mobility

Diversity & Inclusion at Siemens Mobility

What does Diversity mean to us? It's about difference and valuing that difference in everyone who works within the company or with whom we are in contact. Employees at Siemens care about each other and help to create an environment where everyone is welcome.

This difference, or diversity, helps foster a culture of creativity and innovation, which at a company like ours is critical. Without this, it is unlikely the business would have grown so quickly and seen the success it has. Into the future, it's crucial that we continue to mirror the society that we serve, and attracting individuals from a variety of backgrounds is fundamental to this.

The only thing that matters to us when looking for potential individuals to join us is that they have the right skills and attributes to do the job, regardless of gender, age, ethnicity, disability, sexual orientation and faith. This means that occasionally adjustments need to be made so that an individual can work effectively, and we encourage people to talk to us about this.

Diversity and inclusion is a key priority for the business and the Managing Director takes responsibility for our Diversity Action Plan. This plan sets out our diversity activities over the next five years, demonstrating our commitments in this area. Although we feel that the business is a great place to work where everyone is valued, diversity is a never-ending goal so we will always strive to improve things at Siemens Mobility.

If you are interested in finding out more about diversity and inclusion here at Siemens or would like to talk to our Diversity Manager confidentially with any questions you may have about working for us, use the links on the right.

Diversity & Inclusion Initiatives at Siemens Mobility

Siemens is committed to providing a workplace that is free from discrimination and where everyone can reach their potential. We strive to ensure that disabled people can contribute fully and have put in place a variety of measures to support this aim. We welcome applications from disabled people and will always look for ways to make sure that a person’s disability does not prevent them from joining us. The Siemens policies mean that any disabled employees are treated fairly and where appropriate, support is available.

Jobcentre Plus has accredited the Traffic Solutions business within Siemens Mobility with its Two Ticks award.  In order to achieve this, Traffic Solutions has made five commitments regarding recruitment, training, retention, consultation and disability awareness. These commitments are:

  • Siemens Mobility has signed up to the UKRC (UK Resource Centre for Women in Science, Engineering and Technology) CEO Charter which establishes the business’ commitments to women’s recruitment, retention and development. You can find out more information on this by clicking here.

  • The UKRC facilitated focus groups that looked at women’s perceptions and experiences of working within the organisation. Recommendations were made and actions for the future have now been agreed with the participants.

  • Traffic Solutions which is part of the Mobility Division is the only private business local to our Poole headquarters to be accredited with Job Centre Plus’ Two Ticks Symbol. The rest of the Division is currently applying for this accreditation and expecting to be awarded with this shortly.

  • A disability tool box talk was rolled out to all staff highlighting disability issues and providing information to employees on support available and useful contacts.

  • A diversity climate survey was rolled out to all staff to better understand the perceptions and experiences of employees with regard to diversity-related issues. A working group was established and following review of the findings a number of activities have taken place or are planned.

  • Working with an external organisation, a review of Traffic Solutions’ recruitment process was carried out. Although the process was found to be generally very good, some recommendations for development have been made and improvements are underway that will help to ensure the continued fairness and transparency of the company’s recruitment system.

  • An investigation into flexible working procedures across Siemens UK and external companies has begun that aims to gather best-practice information that could help to offer greater flexibility to employees in future.


Our Commitment to Disability

Siemens is committed to providing a workplace that is free from discrimination and where everyone can reach their potential. We strive to ensure that disabled people can contribute fully and have put in place a variety of measures to support this aim. We welcome applications from disabled people and will always look for ways to make sure that a person’s disability does not prevent them from joining us. The Siemens policies mean that any disabled employees are treated fairly and where appropriate, support is available.

Jobcentre Plus has accredited the Traffic Solutions business within Siemens Mobility with its Two Ticks award.  In order to achieve this, Traffic Solutions has made five commitments regarding recruitment, training, retention, consultation and disability awareness. These commitments are:

  • to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities

  • to discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities

  • to make every effort when employees become disabled to make sure they stay in employment

  • to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work

  • to review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans

Although the whole Mobility Division is not yet accredited with the Two Ticks symbol, the required systems and processes to achieve this are already in place. We hope to achieve this accreditation officially by the end of 2010.

Global Diversity Website