Škoda Mobil

Škoda Mobil is the company newspaper for Škoda Auto employees, published monthly and presenting up-to-date information on what is happening at Škoda Auto and the Volkswagen Group. The regular columns focuses on employees, innovations and interesting projects from within the company, current information from Škoda Motorsport and many other topics.

Škoda Weekly

Weekly Thursday newsletter for employees. A summary of the last week‘s main events at Škoda Auto, regional news as well as cultural events.

Skoda Supplements

Škoda Mobil, the employee newspaper of the Mladá Boleslav-based carmaker, includes special supplements that focus on especially important topics from Škoda's perspective. Supplements can be a part of the newspaper, in the same format as the newspaper, inserted, for example, in the form of a flyer, or they can be stand-alone unique magazines in a specific format, such as supplements dedicated to new models, the brand's historical anniversaries, or other important information from the company's environment.

Annual Diversity Report 2024

  • Page 1

    Annual
    Diversity
    Report
    2024
    1

  • Page 2

    Introduction
    3
    Next Level Diversity Strategy 2030
    9
    2024 Key Milestones
    12
    Key Data & Statistics
    13
    Dimensions of Diversity
    25
    Gender Balance
    26
    Internationalisation
    28
    Family-friendly Policy
    29
    Generational Collaboration
    31
    Individual Capabilities
    33
    LGBT+
    34
    Diverse mindset
    35
    You
    36
    Employee Resource Groups
    37
    Diversity Across Areas and Regions
    41
    ESG & Diversity
    53
    Culture Mindset Index (CMX)
    55
    Partnerships
    56
    Diversity & Inclusion Team
    57
    Looking Back: 5 Years of Progress
    58
    List of Abbreviations
    59
    Table of Content
    2

  • Page 3

    Introduction
    3
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 4

    Chairman of the Board
    "Škoda Auto starts with our people,
    which is why diversity and inclusion are
    so important to us. Just as our customers
    are diverse, our Škoda team reflects wide
    range of backgrounds. We want to
    continue fostering diversity. Why?
    Because diversity and inclusion drive
    innovation and creativity – values that
    define Škoda Auto. Our employees and
    their unique perspectives are
    the basis of our innovative and Simply
    Clever ideas at Škoda.”
    Klaus Zellmer
    4
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 5

    Maren Gräf
    Member of the Board
    People & Culture
    “Diversity is the foundation of who we are at
    Škoda Auto. Every individual is unique, and it
    is our responsibility to ensure that everyone is
    treated fairly, regardless of age, background,
    religion, gender, family status, or sexuality.
    Just as our customers come from diverse
    backgrounds and our portfolio reflects a wide
    range of needs, we must also embrace this
    diversity within our company.
    Focusing on Human Touch, we are building
    stronger connections – both within our teams
    and with our customers – ensuring that
    respect, inclusivity are core values to
    everything we do.”
    5
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 6

    Theresa Necker
    Head of Transformation
    "This year has once again been
    a breakthrough for us in taking diversity
    and inclusion to the next level. Our most
    significant achievement was introducing
    new topics that we had not addressed
    before. We have successfully exceeded our
    targets for women in management and, at
    the same time, made substantial progress
    towards meeting these goals by
    implementing specific measures to ensure
    equal opportunities."
    6
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 7

    Jaroslav Povšík
    "I could highlight one specific example, but
    at the same time, there are many small
    pieces that together create a continuously
    improving and broader approach
    to perceiving diversity and inclusion. This is
    not only within our company, where we
    consistently apply these values, but also
    beyond, as we extend them to the families
    of our employees, the employees of our
    suppliers, and their families, reaching out
    to the wider public. Even in today’s
    uncertain times full of challenges, such as
    economic uncertainties, wars, and
    environmental issues, we are constantly
    striving to improve."
    Chairman of the Corporate Council
    of the KOVO MB Trade Union
    7
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 8

    8
    Škoda Auto's public
    declarations on D&I
    Awarded as an LGBT+ Friendly employer 2024 by Pride
    Business Forum
    Recognised as a Diversity Leader 2024 in the Czech Republic
    by Financial Times
    Became a premium member of Pride Business Forum in 2023
    Joined the D&I Shapers platform of the non-profit
    organisation OPIM in 2023
    Signed the Pride Business Forum memorandum in 2021
    Has been a signatory of the European Diversity Charter
    since 2019
    Škoda Auto:
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 9

    Next Level Škoda Diversity Strategy 2030
    9
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 10

    Next Level Škoda
    Diversity Strategy
    2030
    At Škoda Auto, we envision a future where companies are
    open and inclusive – where everyone feels free to be their
    authentic selves, develop their potential, and contribute their
    unique ideas and skills.
    Our DEI strategy for 2030 focuses on creating
    a supportive environment where respect,
    humanity, and individual needs
    are paramount.
    Approach
    Everyone has the opportunity to grow, work flexibly,
    and adapt to changes in ways that suit their unique
    circumstances.
    A Modern, Flexible Workplace
    We actively support work-life balance by offering
    flexible working arrangements within a safe, welcoming,
    and inclusive environment.
    DEI Embedded in our Culture
    Diversity, equity, and inclusion are fundamental values
    woven into every aspect of our work.
    Human and Personalised Approach
    We acknowledge and value the uniqueness of every
    individual, offering personalised support to meet
    distinct needs.
    Compliance and Ethical Standards
    We are committed to acting responsibly, ethically, and
    transparently, consistently upholding the highest
    European and global standards
    10
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 11

    VISION
    HUMANITY
    VALUES
    MISSION
    OPENNESS
    RESPECT
    Next Level Škoda Strategy 2030
    "Škoda Auto gives everyone the opportunity to
    grow and benefit from their potential in a natural
    and safe environment, considering their individual
    qualities."
    "Škoda Auto –
    A Place for Everyone"
    MYSELF
    MY SURROUNDINGS
    SOCIETY
    EXTERNAL ENVIRONMENT
    11
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 12

    May
    January February March April June July August September October November December
    2024 Key Milestones
    Pride Month
    Age Management Workshop 1 Feb
    Škoda
    Uniqueness
    26 Jan
    Škoda Auto
    Women‘s Day
    29 Feb
    Škoda Auto
    Vocational School
    EDU D&I
    European
    Diversity
    Month
    Online Meeting
    for Parents
    13 Jun
    PBF Award
    "Big Step
    Forward"
    Prague
    Pride
    Festival
    5–11 Aug
    SDG
    Award –
    September
    Women‘s
    Management
    Summit
    19 Sept
    Culture
    Connects
    Generational
    Thinking
    Workshop
    3 Dec
    Diversity
    Community
    Meetup
    6 Dec
    Czechitas:
    Children
    and Online
    Gaming
    7 Nov
    Webinar:
    Unconscious
    Bias
    26 Nov
    12
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 13

    Key Data – Statistics
    13
    Main Diversity Data
    at Škoda Auto
    Corporate KPI:
    Women
    in Management
    Flexible Forms of Work
    (New Work)
    Internationalisation
    Family-Friendly
    Policy
    Sheltered/Profile
    Centre and People
    with Disabilities
    Generational
    Collaboration
    Diversity Across
    Different Areas
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 14

    Main Diversity Data
    at Škoda Auto
    Men Women
    Average Age
    Core staff
    26,254 (78.5 %)
    7,213 (21.5 %)
    33,467
    42.2 years
    Average Length
    of Service
    14.6 years
    14
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 15

    Status in 2024
    Corporate KPI:
    Women in Management
    Target for 2025
    Target for 2030
    20.0 %
    25.0 %
    20.4 %
    Target for 2024
    18.8 %
    2021 2022 2023 2024
    14.6 %
    16.0 %
    18.3 %
    20.4 %
    Women in Management
    Over the Years
    15
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 16

    Flexible working arrangements support a healthy work-life
    balance and encourage employee engagement across
    different life stages and circumstances, thereby
    strengthening company culture and employee satisfaction.
    Flexible Forms of
    Work (New Work)
    Shorter working hours
    Including job sharing positions
    73
    257
    5
    30 227
    68
    16
    You have the option to
    work remotely with us,
    in various forms –
    depending on your
    profession and the
    nature of your work.
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 17

    2022
    2023
    2024
    14.0 %
    12.6 %
    11.9 %
    Citizenship of other countries
    Internationalisation
    Czech citizenship
    84.8 %
    15.2 %
    Management with foreign citizenships
    Number of represented
    citizenships at Škoda Auto:
    53
    Number of People in International Assignments:
    186 in 14 countries
    17
    Personnel in foreign services
    0 50 100 150 200 250
    2021
    2022
    2023
    2024
    210
    147
    169
    186
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 18

    Parental Leave
    75
    2
    Unpaid Leave
    until Child turns 4
    Family-friendly
    policy
    Maternity Leave
    73 women on maternity/parental leave
    or unpaid leave until their child turned
    4 were working under an agreement
    to complete a job/to perform work contract
    Stay in touch with us:
    skoda.family@skoda-auto.cz
    A dedicated email for regular communication and support
    for parents.
    18
    159
    13
    785
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 19

    People with Disabilities (PWD) 1.5 %
    At Škoda Auto, we are committed to empowering all individuals by ensuring equitable opportunities for
    personal and professional growth.
    Sheltered/Profile Centre
    and PWD
    Sheltered Workplaces
    We are dedicated to creating a supportive and inclusive work environment, offering
    opportunities for engagement and career development while maximising retention.
    530 employees participated in sheltered workplace programmes in 2024.
    6 specialised work environments designed to accommodate different needs.
    Škoda Auto received the prestigious SDG Award for its contributions to
    inclusive employment through the Sheltered/Profile Centre.
    Our goal is to reach 4% by 2030 in line with the Next Level Škoda
    Diversity Strategy 2030.
    19
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 20

    13,611
    Generation Millennials
    1981–1994
    14,033
    Generation X
    1965–1980
    1,221
    Generation Baby Boomer
    1946–1964
    4,602
    Generation Z
    1995–2012
    234
    19.2 %
    3,710
    26.4 %
    2,448
    18.0 %
    821
    17.8 %
    987
    80.8 %
    10,323
    73.6 %
    11,163
    82.0 %
    3,781
    82.2 %
    Generational
    Collaboration
    Average age 42.2 years
    Average Length of Service 14.6 years
    20
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 21

    F – Finance, IT and Legal
    affairs
    1 159
    Klaus Zellmer
    Chairman of the Board
    Women in management
    Diversity in Different Areas
    G – Board Chairman
    Shorter working hours
    Women in management
    Shorter working hours
    Management with foreign citizenships
    1 657
    16.7 %
    8.7 %
    0.8 % 2.8 %
    Average age Average age
    45.0 years 42.8 years
    Management with foreign citizenships
    21
    Holger Peters
    Member of the Board – F
    19.4 %
    26.1 %
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 22

    P – Production
    and Logistics
    V – Sales
    and Marketing
    1 364 25 481
    14.1 %26.4 %
    17.9 % 7.9 %
    4.0 % 0.2 %
    42.6 years 41.9 years
    Management with foreign citizenships Management with foreign citizenships
    Diversity in Different Areas
    22
    Martin Jahn
    Member of the Board – V
    Andreas Dick
    Member of the Board – P
    Shorter working hours Shorter working hours
    Average age Average age
    Women in management Women in management
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 23

    5.0 %
    Women in management
    E – Technical
    Development
    Women in management
    S – People and Culture
    2 570
    852
    51.0 %11.0 %
    8.9 % 10.2 %
    1.6 %
    42.2 years 46.3 years
    Management with foreign citizenships Management with foreign citizenships
    Diversity in Different Areas
    Johannes Neft
    Member of the Board – E
    Maren Gräf
    Member of the Board – S
    23
    Shorter working hours Shorter working hours
    Average age Average age
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 24

    B – Procurement
    5.2 %
    22.5 %
    39.9 years
    Diversity in Different Areas
    24
    384
    Karsten Schnake
    Member of the Board – B
    Management with foreign citizenships
    30.0 %
    Women in management
    Shorter working hours
    Average age
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 25

    Dimensions of Diversity
    GENDER BALANCE INTERNATIONALISATION FAMILY-FRIENDLY POLICY
    GENERATIONAL COLLABORATION INDIVIDUAL CAPABILITIES LGBT+
    DIVERSE MINDSET YOU EMPLOYEE RESOURCE GROUPS
    25
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 26

    We are dedicated to supporting career growth and unlocking the
    potential of all employees, regardless of gender. We focus on achieving
    balanced gender representation and fostering an inclusive work
    environment where everyone can thrive professionally.
    Masculine and Feminine Principles
    at the Workplace: Various individual workshops
    on gender balance
    Škoda Women’s Day 2024
    Women Management Summit (in collaboration
    with McKinsey): Tailored for senior female managers
    Supporting Talented Women: Industry-level
    networking opportunities
    Meet-up with Senta Čermáková: Inspirational
    discussions on technology, innovation, and
    leadership
    WomeN@work: New employee group fostering
    gender diversity and inclusion
    Driving Empowerment: Start Driving
    for Women – Free courses to boost driving
    skills and confidence
    Gender Balance
    Activities and Events 2024
    26
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 27

    Women in administrative positions
    Women in the talent pipeline for management
    Women holding the majority of part-time contracts
    27.2 %
    27.4 %
    88.0 %
    Tools
    Management working group in the People &
    Culture area with regular monthly meetings
    Data management in Power BI
    Talent database management (Talent pipeline)
    Pay transparency analysis to address pay
    differences
    Storytelling on skoda-kariera.cz
    New in 2024
    Launch of WomeN@work employee
    group
    Approval of women’s management
    goals for specific areas by 2030
    Introduction of the Mentoring
    Matchbox tool
    27
    Gender Balance
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 28

    Hiring people from diverse backgrounds brings new
    perspectives, innovative ideas, and a deeper understanding of
    global markets. A culturally diverse workforce enhances
    creativity, flexibility, and competitiveness on the international
    stage.
    Internationalisation
    Pillars
    New in 2024
    Culture Connects webinar series:
    Día de los Muertos
    Diwali and life in India
    28
    Introduction
    Activities of the employee group Internationals@Škoda
    English as the main corporate language
    International Assignments: Supporting short- and long-term
    placements abroad
    Intercultural training:
    For all employees: China, Czech Republic, India, general
    intercultural training, Germany, Vietnam
    For employees preparing for an international
    assignment: China, Czech Republic, India, South Africa,
    Mexico, Germany, Spain, USA, Vietnam
    Exchange programmes – India, Spain
    Language courses
    Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 29

    Workshops for parents
    Parenting in the digital world
    Children and online gaming
    Healthy boundaries in the digital world (children aged 0–6
    years)
    Exercise with ŠkoFit
    Exercise with children: ‘Dad in action’, Parents with strollers
    Conference: ‘Good Dad’ and other thematic events
    Online meetings for parents
    Workshop on Generational Thinking: What connects us & divides
    us
    Activities and Events 2024
    Communication & Support
    Guide for parents on the Škoda Space intranet
    Checklists for maternity/parental leave
    Dedicated Email:
    skoda.family@skoda-auto.cz
    HR Consulting Center: Quick resolution of HR needs
    Pilot Project: Children's Center Forum (childcare for children
    aged 2–6 years)
    Family-friendly
    policy
    At Škoda Auto, we believe that a happy person starts
    with a happy family – that’s why we support harmony
    between work and family life.
    29
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 30

    Family-friendly
    policy
    Part-time jobs, shared job positions,
    work under an agreement to complete
    a job/to perform work contracts
    Remote work and flexible working
    hours
    Benefits for Families
    Daycare and childbirth contributions
    Multisport cards, contributions to pension savings
    and recreation
    Support for Education
    ‘Digital Parent’ programme, e-learning, and language courses
    Collaboration with Czechitas on digital skills
    Flexible Work
    Conditions
    Škoda family
    30
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 31

    Our goal in the field of age diversity is to support collaboration
    between generations, ensure equal opportunities, and adapt
    working conditions so that each age group can fully utilize its
    potential and contribute to the company’s success.
    Workshop at Škoda Auto University
    with benchmarking companies
    EDU Week: Focused on generations
    Social Week: Podcast on family coexistence across
    generations
    GenZ Workshops: Created by interns and trainees
    Generational perspectives on prejudices
    Intergenerational thinking: What connects us
    & divides us
    Events and Workshops
    Generational
    Collaboration
    Health Days: Prevention & Support for
    employees of all ages
    Ergonomic Workplaces: Improving working
    conditions with ergonomics & work physiology
    Key Benefits
    31
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 32

    Tools
    Generational
    Collaboration
    Data Steering in Power BI
    For the first time, we’ve launched a dedicated
    working group to explore best practices in age
    management. Additionally, we’ve supported a
    relevant research project carried out by an intern
    as part of his final thesis.
    32
    Regular workshops with actionable outcomes
    Strategy development for managing age diversity in the
    upcoming period
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 33

    Škoda Auto focuses on supporting growth, opportunities,
    and individuality for all employees, regardless of their health
    condition or social situation.
    Individual Capabilities
    Pillars
    Sheltered/Profile Centre
    Education
    News for 2024
    Roundtable on employment of people with
    disabilities – Vodafone
    Opening the topic of Neurodiversity: ADHD
    Inclusive Laurin & Klement Kampus: Ensuring
    accessibility and support for diverse needs in
    collaboration with Revenium
    Internal workshop on updates in the field
    of People With Disabilities (PWD)
    SDG Award for the Sheltered/Profile
    Centre
    33
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 34

    Škoda Auto supports diversity and inclusion. We
    respect and uphold the rights of LGBT+ individuals
    and strive to create a safe and fair environment
    for everyone, regardless of their sexual orientation
    or gender identity.
    LGBT+
    34
    New in 2024
    Collaboration with External Partners
    Participation in the Prague Pride festival
    and charity run Fun&Run
    Premium partner of the Pride Business
    Forum
    Ongoing initiatives led by the
    Škoda Proud employee group
    Pillars
    Pride Month
    LGBT+ communication: flag symbols at Škoda Auto
    Third-time partnership at the Prague Pride festival,
    featuring the Škoda wind ensemble
    "Big Step Forward" Award
    Prague Pride 2024
    Pride Business Forum Hero Award – to
    Martina Zimmermann
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 35

    At Škoda Auto, we embrace diverse perspectives and
    experiences as a source of innovation, creativity, and better
    decision-making. A culture of inclusion helps us understand
    global markets more effectively, adapt to change, and drive
    sustainable growth.
    Diverse mindset
    Activities and Events 2024
    Inclusive language in Škoda Auto documents
    Cross-market knowledge sharing within the VW Group
    and across Czech companies
    E-learning on Unconscious biases
    University and secondary school partnerships
    Support tools for implementing diversity
    and inclusion within teams (Nudge Management)
    Role-model program: an initiative designed
    for leaders across VW Group brands
    Škoda Leadership Model: a tool for
    leaders and leadership development
    Diversity Communication Workshop,
    led by Škoda’s D&I team for the VW
    Group
    35
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 36

    At Škoda Auto, we believe that every person is unique, and their personal contribution has key value.
    The "You" dimension supports an environment where everyone can be themselves, develop their potential,
    and bring new perspectives.
    You
    Activities and Events 2024
    Personalised consultations for individuals and teams
    Tailored counselling and collaboration based on employees’ needs
    Škoda Uniqueness Programme: sharing stories through a photo/video
    campaign
    European Diversity Month: under the motto ‘Škoda Auto: A Place
    for Everyone’
    New in 2024
    Workshops:
    Domestic violence
    How not to discriminate
    36
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions
    Video for Mac users

  • Page 37

    Škoda Proud
    Internationals@Škoda
    WomeN@work
    2024
    Employee Resource Groups
    Our employee groups, also known as ERGs (Employee Resource Groups), were established to strengthen inclusion
    and diversity within the company, providing employees with a space for sharing, development, and support, while also
    helping us better understand their needs.
    95 members 248 members 485 members
    37
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 38

    38
    Škoda Proud
    Activities
    Educational Initiatives
    Škoda Proud is an employee group for all employees – for
    LGBT+ colleagues as well as supporters (so-called allies). Its
    goal is to build bridges across the company and create an
    inclusive work environment.
    Organized more than 10 educational activities
    Digital platform Degreed: Developed an internal learning path
    on LGBT+ diversity and inclusion
    Collaboration with Pride Business Forum: Development
    of the Change from Below guide, panel discussions
    at a conference on well-being and mentoring
    Lectures on LGBT+ diversity at universities and companies
    Collaboration on internal corporate campaigns
    Prague Pride Festival: Networking, picnic in Pride Village,
    participation in the rainbow parade through Prague
    May 17 – International Day Against Homophobia
    & Transphobia: Panel discussion on support and mutual
    respect at work
    FUN&RUN: Charity run against homophobia
    Pub Quiz with ERG Pride@Novartis
    Brewery tour at Pilsner Urquell with ERG Shine As You Are
    Beer & Talk: Regular informal meetups
    Hiking trips: Jizera Mountains, Kokořínsko
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 39

    Internationals@Škoda
    Internationals@Škoda is an employee group focused
    on supporting and integrating international employees at Škoda
    Auto. It facilitates their integration and professional growth
    through cultural exchange, networking, and building an inclusive
    work environment.
    Support during onboarding of international
    employees
    Providing information about benefits available
    Assistance to international employees with financial
    processes
    Regular meetings with Internationals ERGs
    from other VW Group brands
    Collaboration with other ERGs at Škoda Auto
    Engagement with local communities
    Activities
    Events
    Coffee Time
    Hike&Share
    2nd Anniversary
    Back to Office BBQ & Cocktails
    Bowling Night 2024
    Christmas Market
    39
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

  • Page 40

    WomeN@Work
    Teams platform: A dedicated space for
    discussions, sharing insights, and engaging with
    fellow members
    Established in 2024, WomeN@Work is the third employee
    resource group at Škoda Auto. It focuses on key topics such as
    women’s career development, intergenerational dialogue, work-
    life balance, parenting, and overall well-being. While the primary
    aim is to support women, men are also welcome as allies in
    fostering an inclusive and equitable workplace.
    Activities
    Career development lecture: Guidance
    on career progression and professional
    growth at Škoda Auto
    Interview with Vladislava Stieblingová:
    Insights from a Paint Shop Supervisor on
    leading a team in a technically demanding
    environment
    Networking breakfast meetings: Building
    a supportive community in an informal
    work setting
    40
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    Areas at Škoda Auto
    41
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    Diversity in Area G
    (Board Chairman)
    42
    Corporate Sustainability
    Explore more in the latest Sustainability Report 2024
    Governance, Risk & Compliance
    Definition and implementation of the integrity & compliance principles
    in relevant processes
    Updating the code of conduct Our Code incl. the use of inclusive
    language
    Implementation of new training Human Rights
    Communication & Mentoring
    Internal and external communication on diversity and inclusion topics
    Continuous support for talents and mentoring programs
    Initiatives: Škoda Hackathon 2024
    Meeting colleagues from various departments, with diverse expertise,
    experience, ages, and nationalities, to collaboratively develop solutions
    for projects addressing current trends/challenges. Initiative focused
    on innovation and agility, supported by the CEO and members of the
    board from areas F and S
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    A dedicated working group of 13 people
    focused on key diversity topics, including:
    Empowering Women: Hosting the Women
    and Vision III event on April 18, 2024,
    exploring the topic ‘Inner Harmony of
    Women’
    Gender Diversity: Organising the People
    and Vision I event on 31 October 2024,
    discussing ‘Masculine and Feminine
    Principles’
    Plan for pilot projects on Age diversity
    for 2025
    Diversity in Area F
    (Finance, IT and Legal affairs)
    43
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    Event – Meeting of talented women in the area V
    Date and Location: 18 June 2024, STC Kosmonosy
    Topics: Personal branding and career management
    Key Speaker: Alena Huberová – external coach
    and lecturer in women's leadership (She Leads programme)
    Programme highlights:
    Interactive discussion with mentors
    Lecture focused on women's leadership and personal
    growth
    Participant Feedback: Rated 4.8 out of 5 (based on 23
    reviews)
    Diversity in Area V
    (Sales and Marketing)
    44
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  • Page 45

    Workshop for Employees: Intergenerational Cooperation
    and AI in Practical Use, Intercultural Management
    Area P Talent Meet-up
    Shared Job Positions for Parents During/After Parental Leave
    Development into management
    Collaboration on Škoda Women’s Day
    Buddy Talk with Colleagues on Parental Leave
    Collaboration with Universities and Vocational Secondary
    Schools
    Events for Interns, Health Days
    Special formats for discussion: Happy Meetings, Meet
    and Walk, Open Talk with board member
    Mentoring
    Diversity in Area P
    (Production and Logistics)
    45
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    Survey Event: Organisation and execution of a large-scale
    survey in Area E, Škoda Technical Development, as an attractive
    employer
    Support for Talents: Mentoring and group coaching
    Girls Day: Encouraging girls to explore careers in technical fields
    and challenging stereotypes
    Diversity Community Meet-up: Featuring Dr Neft, Board
    Member for Technical Development, as patron of the December
    Diversity Community Meet-up
    Meet & Greet 2024: Informal staff gathering to foster
    collaboration and inclusivity
    Project P.O.K.E.C.: A series of informal networking events
    aimed at strengthening relationships between departments,
    fostering connections, and improving communication
    Diversity in Area E
    (Technical Development)
    46
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    Diversity in Area S
    (People and Culture)
    47
    A team overseeing diversity, equity, and inclusion,
    managing strategic changes in corporate culture
    Ensuring fair compensation and equal access to benefits,
    projects focused on improving working conditions and
    workplace relationships
    Recruitment with a focus on diversity and equal
    opportunities, support for integration and employee care,
    including foreign workers
    Implementation of inclusive processes in HR management
    Employee development
    Ergonomic support and prevention ensuring a safe
    and healthy work environment
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    Diversity in Area B
    New community: B-Diverse
    Organizing training sessions and cooperation
    with universities, inspiring lectures supporting education
    and growth
    Informal conversations with supervisors, mentoring,
    integration of new employees, multiculturalism, workshops
    Seminars and events focused on a healthy lifestyle and
    mental health, including forms of work
    Activities aimed at providing support and assistance
    in various situations
    Shorter working hours and flexible forms of work, support
    for integration after returning from parental leave
    The community presented itself at the Townhall
    of B Area, including a promotional video
    (Procurement)
    48
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    Škoda Auto Across Regions
    49
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    50
    Introduction
    Diagnosis:
    Conducted a survey focused on the advantages
    and disadvantages of working in our company
    Discussions within focus groups with women
    and managers
    Working on an action plan based on the findings
    Engagement:
    Community support: Tree planting
    Guest speaker: Kavita Kaushik, Head of Quality
    and Six Sigma at Cummins
    Mentor certification: 3 certified mentors
    (AGM level and above)
    Development:
    Lead to Leap: Mentoring program
    for female leaders
    Financial literacy workshop
    India
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    51
    Introduction
    Celebration of International Women’s Day
    Support for the Children’s Home in Bernolákovo
    Talent Management Programme and pathways
    to leadership
    Support for Employees on Maternity
    and Parental Leave
    Ongoing collaboration
    Career development opportunities
    Inclusion in company events during parental
    leave
    Gradual return-to-work programmes to ease
    the transition
    Slovakia
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    New page for our employees with all essential
    information
    The company’s, brand’s, and organisation’s
    goals in the area of gender and internationality
    A comprehensive definition of diversity
    Five core pillars guiding our diversity vision
    Rotation of job positions for women:
    Focused on women in leadership positions
    with the same qualifications
    Our Goals in the Field of Diversity
    Focus on aspects such as gender or internationality takes a back seat in favor of
    emphasizing talent and experience (i.e., targeted quotas until a critical mass is
    reached)
    Transparent HR processes that guarantee equitable opportunities for all
    Brands, regions, companies, locations, and professional fields actively support and
    manage diversity in line with their business mission
    Reflecting diversity in company culture, communication, and advertising
    Germany
    52
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    ESG
    and Diversity
    In the past year, Škoda Auto participated in an independent
    ESG rating organized by the Faculty of Business
    Administration at the Prague University of Economics
    and Business. The company ranked among the top ten
    in the Czech Republic in the field of sustainable
    development.
    91 %
    Overall
    ESG Rating
    Score 2024
    ESG (Environmental, Social, Governance) rating is
    a comprehensive approach to evaluating companies,
    encompassing environmental sustainability, social
    responsibility, and governance quality.
    Diversity, Equity, and Inclusion (DEI) are key elements
    of the social pillar.
    53
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    ESG
    and Diversity
    54
    84%
    DIVERSITY, EQUITY, INCLUSION 94 %
    The overall rating for the specific area of Diversity, Equity, and Inclusion (DEI) for Škoda Auto achieved an above–average score of 94%.
    The average benchmark of all participating
    companies in the ESG rating reached a total value
    of 51% in the social pillar.
    Škoda Auto's final score in the social pillar reached
    a total of 84%.
    SOCIAL PILLAR
    The horizontal black line in the chart represents the average value across the companies in the sample.
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

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    Škoda Auto
    84 (max 100)
    85 (max 100)
    Škoda Auto: Men
    85
    87
    Škoda Auto: Women
    85
    85
    Škoda Auto:
    Senior Management
    91
    90
    Škoda Auto: Management
    85
    86
    Škoda Auto: Tarif
    employees
    84
    85
    7,075
    participants
    in the survey
    CMX (Culture Mindset Index)2024
    “I am treated fairly at work
    regardless of my nationality, gender,
    religion, sexual orientation, health
    abilities, opinions and beliefs. ”
    Diversity** (2024)
    Diversity* (2023)
    *Company results in CMX 2023, ** Company results in CMX 2024
    Diversity and inclusion generally achieve some
    of the highest scores in the survey. However, there
    are still critical topics that require our attention:
    Business case for diversity
    Forced multiculturalism
    Excessive pressure on D&I
    LGBT+ support
    Overly intensive support for women in management
    55
    CMX is an annual employee survey that assesses the perception of corporate culture across all values.
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    PARTNERS IN CRIME
    56
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    Škoda Auto
    Diversity
    & Inclusion Team
    Theresa Necker
    Head of Transformation
    Karel Kohout
    Specialist Diversity
    Martina Zimmermann
    Expert Coordinator Diversity
    diverzita@skoda-auto.cz
    Part of the SX – Transformation Department
    57
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  • Page 58

    INTERNATIONALS
    AVERAGE AGE
    42.1
    Initial discussions on Women
    in Management Targets
    14.1 %
    14.0 %
    39.4
    Diversity seen as a “trendy” stand-alone topic
    One HR position dedicated to Diversity
    & Inclusion
    Family Day
    WOMEN IN MANAGEMENT
    20.4 %
    Several topics were a taboo
    Inclusive work environment for all
    Diversity Community with hundreds of
    colleagues driving initiatives across all areas
    Recognized as an LGBT+ friendly employer,
    Main Partner of Prague Pride Festival
    Actively managing the talent pipeline across
    areas, development programs, training,
    setting area targets, meeting VW Group
    commitments
    Family-friendly policy as a holistic approach
    LOOKING.. ..5 YEARS
    15.2 %
    58
    ..BACK ..
    2019 2024
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  • Page 59

    ADHD – Attention Deficit Hyperactivity Disorder (a neurodevelopmental disorder characterized by inattention, hyperactivity, and
    impulsivity)
    AI – Artificial Intelligence
    CMX – Culture Mindset Index (refers to the overall satisfaction of culture by employees at Škoda Auto)
    D&I - Diversity and Inclusion
    DEI – Diversity, Equity, and Inclusion (initiatives aimed at fostering diverse and inclusive workplaces)
    EDU – Internal training program
    ERGs – Employee Resource Groups (voluntary, employee-led groups that promote diversity and inclusion within organiations)
    ESG – Environmental, Social, and Governance (criteria used to assess a company’s sustainability and ethical impact)
    HR – Human Resources
    KPI – Key Performance Indicator (a measurable value that demonstrates how effectively an individual or organisation achieves
    objectives)
    LGBT+ – Lesbian, Gay, Bisexual, Transgender, and other identities (an umbrella term for diverse sexual orientations and gender
    identities)
    PBF – Pride Business Forum
    PWD – People With Disabilities (a term referring to individuals with physical, mental, or sensory impairments)
    VW Group – Volkswagen Group
    List of abbreviations
    59
    Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions
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Škoda GreenFuture

Green Future

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