Diversity report 2019

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  ŠKODA AUTO

  DIVERSITY

  REPORT 2019

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  1

  INTRODUCTION

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  1

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  Dear colleagues,

  this annual diversity report is being published during the time, when the world economy,

  including the automotive industry, is facing enormous challenges. On the one side, history

  has proven that the economy runs in cycles of recession and economic growth, but on the

  other side, nobody could have predicted the reason and extent of the current crisis. Our

  company is being pushed to its limits, but the successful companies don't just accept the

  situation, they  nd the opportunities that rise from the crisis. We are facing a signi cant

  number of challenges we have to focus on, and that drives us to even further develop our

  company's culture.

  The same way we are trying to o er our customers a more comprehensive range of our

  products, we are trying to have a greater variety in the  eld of human resources. Diversity

  is about not only gender, skin color, or nationality. It is about developing our full potential

  regardless of individual di erences and overcoming obstacles.

  Our ŠKODA family currently counts over 43 000 employees worldwide. That includes

  over four thousand international employees working in our locations in the Czech

  Republic and other thousands employed abroad in China, Russia or in India, where ŠKODA

  took over the responsibility for the region.

  Contemporary trends in the automotive industry change our view on mobility; they also

  challenge us to keep our position as a most attractive employer in the Czech Republic.

  A strong company culture that reacts to trends de ned by current generations helps us

  positively in uence the lives not only of our employees but also our customers. That's

  why it' s essential to open our minds to new ideas and create such an environment that

  helps diverse innovation to rise. Diversity helps us to achieve better business results, to

  make better decisions focused on our customers as their needs and appeals are diverse.

  We need innovative colleagues with various backgrounds and origins to have deeper and

  broader view.

  In the year 2019 we took many steps toward reaching our goals in the matter of

  diversity and inclusion. This annual report will introduce the activities as well as the

  discussions we held with the society, and how all the work of our employees engaging in

  diversity projects has helped us grow into more inclusive employer.

  Sincerely,

  Bohdan Wojnar

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  DIVERSITY IS A

  TOP PRIORITY

  FOR THE

  WHOLE

  VW GROUP

  Cultural

  Change

  Initiative VW

  Together

  2025

  Strategy

  Diversity

  Index

  Long-term

  sustainability

  strategy

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  T4I, corporate values

  Ethical Codex

  Management

  Advance

  Program

  VW Diversity Community

  Monitor

  recommendations

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  DIVERSITY AT ŠKODA

  ŠKODA AUTO is committed to equal opportunities, regardless of ethnicity,

  race, gender, disability, ideology, religion, nationality, sexual orientation, social

  background, or political aliation, insofar as these are based on democratic

  principles and tolerance towards those with dierent beliefs.

  EQUAL OPPORTUNITY AND EQUAL TREATMENT

  Equal opportunities and the same treatment are vital cornerstones of a

  fair, unprejudiced, and open approach. The Volkswagen Group encourages

  respectful cooperation in a spirit of partnership, diversity, and tolerance.

  That is how we achieve a maximum degree of productivity, competitive and

  innovative capability, creativity, and eciency.

  We embrace diversity, actively encourage inclusion, and create an

  environment that fosters each employee’s individuality in the interests of

  the company. We create an environment where everyone is being heard

  and contributes. As a matter of principle, our employees are selected and

  supported based on their qualications, skills, and personal integrity.

  Many studies from the last few years show that diversity inside of teams

  helps to achieve better results. In the context of business, it helps us to make

  better decisions towards our customers as their needs and appeals are very

  diverse. To provide what is required, we need innovative colleagues that come

  from a dierent environment and bring to the company their rich experiences

  that help us get a broader view.

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  DIVERSITY TEAM 

  The need for diversity in tech companies doesn’t come to us as a surprise.

  That's why ŠKODA AUTO needs a strong community of people that are

  helping company culture to be more open and inclusive.

  The main leader of this initiative is Jana Šrámová, Head of Operative HR

  Care, Digitalization, and HR 4.0.

  When it comes to diversity strategy and operation, the SB/5 team is

  responsible for one of the company's most strategic pillars of the brand's

  values.

  The team SB/5 (Transformation and HR 4.0) tracks the latest trends in human

  resources, their identication and implementation. They combine the strategic

  initiatives of the VW Group and ŠKODA AUTO in the eld of HR. An integral

  part of the team's activities is also HR innovative solutions and process

  optimization (SVP). On top of that, team SB/5 also develops the topic of

  diversity. SB/5 communicates these important topics. They identify external

  trends and recognize the best practice for the company.

  

  The team is led by Miroslav Jedlička, who coordinates a group of specialists.

  ŠKODA AUTO also has its HR Diversity specialist, Jan Kotík, who is

  responsible for development of diversity-related topics.

  

  Supporting diversity and inclusion topics is a company-wide eort. In every

  area, there are diversity teams that help develop initiatives and programs.

  Diversity is a TOP priority for ŠKODA AUTO and helps us succeed.

  Thank you for your contribution!

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  GENDER BALANCE

  We aim to engage more women across the

  whole company, develop their careers, and

  help them achieve their goals. That's why we

  focus on supporting girls during their school

  years or a program to reintegrate parents after

  maternity or parental leave. We emphasize the

  education of talented women who will become

  managers.

  ORIGIN AND CULTURE

  We support the internationalization of

  management and teams. Our customers come

  from many culturally diverse markets. The

  current business environment requires a deep

  understanding of socio-cultural dynamics and

  the nature of each market. Understanding our

  customers, their aspirations, and their needs are

  fundamental to succeed and stay competitive.

  DIVERSITY DIMENSIONS

  AT ŠKODA AUTO

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  GENERATION COOPERATION

  Each generation of employees brings a dierent

  perspective on topics such as digitalization, cooperation,

  and diversity. Each generation can be distinguished by

  its work approach, preferred leadership style, but also

  by perceiving the working environment dierently.

  INDIVIDUAL CAPABILITIES

  At ŠKODA AUTO, we have six sheltered centers

  within our plants, where we employ more than 350

  disadvantaged people. The project has existed since

  2001 to help employees who cannot perform their

  tasks to full extend because of their health or social

  situation. ŠKODA AUTO, in collaboration with the social

  partner KOVO UNIONS, strongly supports social policy

  beyond the requirements set by legislation.

  DIVERSE MINDSET

  An innovation comes along with people, their

  experience, and a dierent view of the world.

  Understanding and personal commitment to the

  principles of diversity are the foundation of business

  success. And it might as well be the key to the

  satisfaction of our employees, our customers, and the

  public. Every leader at ŠKODA AUTO is reponsible for

  creating psychologically safe work environment.

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  DIRECT

  EMPLOYEES IN TOTAL

  22,057

  2018: 21,454

  GENDER BALANCE

  Men and women employed at

  ŠKODA AUTO in the

  Czech Republic

  2019 Diversity Statistics

  women

  4,355

  19.7%

  2018: 4,245 19.8%

  men

  17,702

  80.3%

  2018: 17,209 80.2%

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  INDIRECT

  EMPLOYEES IN TOTAL

  11,824

  2018: 11,284

  9,277

  78.5%

  2018: 4,245 78.6%

  2,547

  21.5%

  2018: 2,146 21,48%

  595

  85.9%

  2018: 567 87.1%

  98

  14.1%

  2018: 84 12.98%

  MANAGEMENT

  EMPLOYEES IN TOTAL

  693

  2018: 651

  women

  4,355

  19.7%

  2018: 4,245 19.8%

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  AFRICA

  4

  Algeria,

  Tunisia

  AMERICA

  10

  Canada, Cuba,

  Mexico, USA

  COUNTRY OF ORIGIN

  Foreigners at ŠKODA AUTO

  in the Czech Republic

  2019 Diversity Statistics

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  EUROPE

  4627

  ASIA

  86

  Austria, Bosnia and

  Herzegovina, Bulgaria, Belarus,

  Germany, Estonia, Spain,

  Finland, France, Switzerland,

  Georgia, Greece, Croatia,

  Hungary, Ireland, Italy,

  Lithuania, Moldavia, North

  Macedonia, Poland, Romania,

  Serbia, Russia, Slovenia,

  Slovakia, Turkey, Ukraine,

  United Kingdom

  People's Republic

  of China, India, Iraq,

  Iran, Jordan, South

  Korea, Kazachstan,

  Mongolia,

  Singapore, Syria,

  Uzbekistan,

  Vietnam

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  men

  3,604

  88.3%

  women

  476

  11.7%

  DIRECT

  EMPLOYEES IN TOTAL

  4,080

  2018: 3,850 in total

  GENDER AND ORIGIN

  Foreigners at ŠKODA AUTO

  in the Czech Republic

  2019 Diversity Statistics

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  men

  521

  80.3%

  women

  128

  19.7%

  INDIRECT

  EMPLOYEES IN TOTAL

  649

  2018: 593 in total

  men

  102

  86.4%

  women

  16

  13.6%

  MANAGEMENT

  IN TOTAL

  118

  2018: 117 in total

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  AGE AND

  GENERATIONS

  2019 Diversity Statistics

  Generation Z

  18-25

  8.0%

  Generation X

  41-55

  39.8%

  Generation Y

  26-40

  43.5%

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  39.4

  Average age of

  ŠKODA AUTO

  employees

  Baby boomers

  55+

  8.7%

  Generation X

  41-55

  39.8%

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  2

  DIVERSITY IN

  THE CZECH REPUBLIC

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  SITUATION IN

  THE CZECH REPUBLIC

  2019 was one of the most successful years for the Czech labor market.

  The Czech Republic steadily keeps the lowest unemployment rate in Europe,

  and it' s the low availability of people that could help create a more diverse

  environment in companies. Corporations lead a war for talents on and o the

  market. This is a trend we've seen throughout Europe.

  HOW IS THE CZECH REPUBLIC DOING

  IN TERMS OF DIVERSITY?

  The Czech Republic still has the lowest percentage of employed women with

  children under the age of 6 years and also the lowest number of women in

  leadership positions and politics. And it’s not the only area for improvement.

  The population is getting older, and 4.5% of people are foreigners.

  Diversity in the work environment is becoming a crucial topic that forces

  companies to re-think their approach to their employees. And the workers

  nd the issue as vital as they are putting pressure on their leadership regarding

  diversity and inclusion. According to Business for Society, it’s the case in 67%

  of companies.

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  BUSINESS FOR SOCIETY

  Business for Society is the largest platform for Corporate Social

  Responsibility in the Czech Republic with the primary goal to lead a discussion

  with corporations regarding ethical company management towards the

  society, employees, customers, and natural environment. They help small and

  big companies to develop their principles of sustainability.

  The main pillars of their activity are the development of human capital

  (work exibility, age management, diversity, talent management), resource

  protection (reducing waste, support of technological innovation) and

  responsible business environment (transparency, dialog with the lawmakers,

  support for communities).

  Business for Society is the biggest partner of CSR Europe and a national

  coordinator of many European programs – such as the Czech edition of

  the Diversity Charter. Also, the organization supports inter corporation

  collaboration to share know-how and help companies to achieve goals that

  are benecial to society.

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  DIVERSITY CHARTER

  In 2019, ŠKODA AUTO became a signatory of the Czech Diversity Charter.

  On the occasion of Diversity Day at the Czech Parliament, organized by

  Business For Society in May 2019, ŠKODA AUTO signed the European

  Diversity Charter among the other 15 companies. Jana Šrámová, our

  HR Executive for Operational Care, Digitalization, and Strategy signed the

  Charter in the name of ŠKODA AUTO and our company could showcase our

  same approach to everyone.

  European Diversity Charter is an employer's initiative focused on promoting

  diversity in companies and institutions. Each employee should be appreciated

  in the same way no matter their gender or gender identity, nationality,

  ethnicity, beliefs or world-view, disability, age, or sexual orientation.

  Czech Diversity Chart currently has 80 signatories who are part of 10,000

  signatories in Europe. Find the charter at diverzita.cz.

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  

  

  

  We believe that employees‘ competence and skills – as diverse, creative and innovative as possible -

  are a key to the long-term success of our business. In the era of advancing globalisation and social and

  demographic changes, the ability to acknowledge and respect diversity helps us to establish permanent

  relationships with our customers and business partners. 

               

  + focused on gender diversity only.

  We perceive diversity as a principle that enables people to fulfill their potential irrespective of their

  individual differences. A conscious application of the diversity principle brings acceptance, support and

  further development of individuals’ talents. We also recognise that this approach brings opportunities

  for innovation.

  By signing the European Diversity Charter, we commit to maintaining a workplace environment that is

  open to all, irrespective of their gender, race, skin colour, nationality, ethnic origin, religion, world

  views, disability, age or sexual orientation.

  By taking this step, we wish to contribute to an atmosphere of mutual respect and trust, which will in

  turn have a positive effect on society in the Czech Republic and beyond.

  In accordance with the Diversity Charter, we will:

  1. Develop culture that is based on mutual respect and recognition of individuals’ talents. Top

  management fully endorses and supports the diversity principles and equal opportunities. We

  are committed to creating workplace conditions that will enable all employees to be guided by

  these values and to respect them. The company’s policies and procedures will incorporate the

  diversity principle to enable greater innovation and strategic development.

  2. Support and implement changes that will enable employees to take full advantage of their

  talents and skills while respecting the work-life balance. We understand that every individual is

  different and therefore we strive to align individual potential with efficiency standards.

  3. Promote rules in human resources management that will support the diversity principle, with

  the emphasis on equal-opportunity recruitment, training, career development, assessement

  and promotion, and consideration of personal and family situation of employees.

  4. Actively promote the implementation of Diversity Charter principles within our internal and

  external communication. On regular basis we will present our commitments, actions and

  successes both publicly and towards our employees.

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  BUSINESS FOR

  SOCIETY EVENTS

  As a signatories of the Diversity Charter and

  members of Business for Society we participate in

  many events held by the organisation. During these

  happenings signatories discuss diversity issues and

  Exchange practices from their companies. Together

  we are also challenging a current status quo in society

  often in the presence of political representatives.

  Happenings we participated in last year:

  22. 01.

  TIME TRAVEL: INTERGENERATIONAL DIALOG

  05. 03. WOMEN IN LEADERSHIP PLATFORM

  12. 04. MOTHERS AND FATHERS ARE WELCOMED

  24. 05. DIVERSITY DAY 2019

  14. 06. WOMEN AT THE AGE 4.0

  07. 08. WOMEN IN LEADERSHIP PLATFORM

  09. 10. DIVERSITY 2020

  07. 11. SINGLE PARENTS AT WORK

  05. 11. THE FUTURE IS FEMALE

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  COOPERATION

  WITH CZECHITAS

  In the past four years, Czechitas has become a household name in IT

  education for women. This non-prot organization has been helping society

  to break the cliché that women, IT, and technologies, in general, don’t go

  together. At ŠKODA AUTO, we know this myth needs to disappear.

  

  IT is still one of the fastest-growing segments on the job market, and new

  positions are opening every day. Yet, still only a few women are graduating

  from technical universities. That’s why we believe we need to oer women

  the opportunity to learn. It is a vital step we need to take for the future if we

  want to have strong IT teams that are capable of working on a wide specter of

  projects, look for Simply Clever IT solutions.

  

  Cooperation with Czechitas and ŠKODA AUTO has been ongoing for a few

  years now, and it is a collaboration between STR, SB/5, and SE departments.

  This partnership helps the cause to raise awareness of diversity in the

  company in connection to IT and Technical Development.

  

  In 2019 our partnership allowed for creating a new Czechitas learning center

  in Mladá Boleslav and Liberec to grow a local community of girls, women, and

  children interested in courses like data work, programming, analytics, and

  many more. We accommodated classes in Mladá Boleslav at ŠAVŠ and our

  Inno Cube area. We joined Czechitas at their Job Fair held in Prague and also

  oered our Themenpatenschaften members to join the course for essentials

  of web development.

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  VISIT OF MINISTER

  OF LABOUR AND

  SOCIAL AFFAIRS JANA

  MALÁČOVÁ

  

  

  In October, we hosted Czech Minister of Labour and Social Aairs Jana

  Maláčová at Mladá Boleslav to discuss Diversity, equal opportunities and

  alternative forms of work at ŠKODA AUTO. We also touched topic of

  development of Mladá Boleslav region with the support of ŠKODA AUTO

  Endowment Fund, CSR projects, and for example price of the electricity rate

  for charging of referential cars.

  Part of the visit was also meet-up with our KOVO Union and their joint

  visit to our Protected Prole Center when the Minister could meet with

  employees. In the other half, Mrs. Maláčová visited the Museum, where she

  could learn about the rich history of our brand.

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  DIVERSITY AT

  ŠKODA AUTO

  3

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  3

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  Our vehicles are sold in over one hundred countries in the whole

  world. Thats over half of the countries in the world. Each state

  has its history, culture, dominant religion, a socio-economic

  situation, which reects the needs of our customers. And

  nationality still shouldn't be the only focus. We also have to think

  about the age of our customers, gender, and all the other soft

  factors as if they are digital optimists or not.

  We want to oer our Simply Clever solutions to everyone, and

  that's why it‘s so important to include all those factors in the

  process of product creation and development. The opinion of

  each of our employees' matters and pushes us forward. Thanks

  to greater diversity in our teams, we can create products and

  services that serve the needs of the full specter of customers.

  

  At ŠKODA AUTO, we support diversity by allowing our

  employees to get work experience from abroad, we dedicate

  ourselves to nd the best talents for available positions. We

  reconnect with our employees on parental leave by improving our

  internal communication platforms and through events. We want

  to make sure every candidate or an employee gets equal chances

  to develop their potential, feel safe, and heard. Because of this, we

  can continue to bring our colorful ideas to life and oer products

  that serve people all over the world in their day to day life.

  SITUATION AT

  ŠKODA AUTO

  Central

  Europe

  215,800

  Western

  Europe

  520,500

  TOP 

  MARKETS

  1. China

  2. Germany

  3. Czech Republic

  4. Russia

  5. United Kingdom

  6. Poland

  7. France

  8. Spain

  9. Austria

  10. Italy

  2019 Statistics

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  China

  282,000

  Russia

  88,600

  Eastern

  Europe

  50,200

  Other

  markets

  85,708

  1,242,800

  Total number of cars

  delivered

  to customers

  in 2019

  in 2019

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  THEMENPATENSCHAFTEN

  The rst dimension of ŠKODA AUTO diversity strategy is a “gender-

  balanced” company – supporting women across the entire company. As part

  of the Themenpatenschaften project, each board member is a patron of a

  specic topic and supports a team consisting of a manager and member of a

  talent pool.

  The year of 2019 was an important milestone for Themenpatenschaften

  projects as we launched quarterly meetings where team members can discuss

  progress in their projects. The discussion serves as a consultation of project

  status, but we also hosted interesting speakers Pavlína Kalousová and Jana

  Skalková from the Business for Society. Pavlína spoke about her experience

  as a woman in management, and Jana held a workshop and spoke about good

  examples of diversity from the Czech Republic and Europe.

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  TECHNICAL DEVELOPMENT

  Project owner: Kateřina Vránová,

  Edita Weberová

  INSPIRE WOMEN FOR

  TECHNICAL DEVELOPMENT

  The objective is to analyze the readiness

  of the work environment in technical

  development for women in order to motivate

  them to join management programmes..

  CHAIRMAN OF THE BOARD

  Project owner: Karolína Koláčná

  PROCES FAKOM

  Proportion of Women at decision-making of

  design themes. Strengthening of inuence

  women at decision-making in complete

  process FaKom.

  

  SALES AND MARKETING

  Project owner: Petra Kučerová

  WOMEN NETWORK

  To create a communication platform and

  networking concept among ŠKODA Women

  PRODUCTION AND LOGISTICS

  Project owner: Kateřina Kramešová

  INCREASE OF FOREWOMEN

  Objective is to develop and support women

  in management and forewomen positions i P

  area

  

  HUMAN RESOURCES

  Project owner: Anna Beranová

  ŠKODA AS A FAMILY FRIENDLY

  EMPLOYER

  Goal is to keep parents engaged with

  the company while on their parental

  leave and oer them support when they

  return to work

  FINANCE AND IT

  Project owner: Jaroslava Brázdová

  WORK-LIFE BALANCE: SERVICES

  THAT HELP

  Develop and support services that will

  help women talents and managers with

  work-life balance

  

  PURCHASING

  Project owner:Pavla Krejčí

  WOMEN AND PARENTAL LEAVE -

  REONBOARDING

  Dene what women need during

  parental leave so that teir return to

  work can be easier

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  ŠKODA FAMILY

  

  Did you know that ŠKODA AUTO has currently about 900 employees at

  maternity/paternity leave? In the context of the Czech Republic, that's about

  the size of one medium company. This number shows that it's quite necessary

  to keep close contact with this community and oer support when it's time to

  return to work.

  That's why the third year in a row, we organized an event ŠKODA Family to

  renew our contact with parents and provide them with current updates in the

  company. Our invitation got accepted by 150 parents who could learn about

  the new benet program Cafeteria, about new ŠKODA Space, many health

  programs, and projects funded by ŠKODA AUTO endowment fund.

  As we wanted to do something special, we introduced a new segment of the

  panel discussion with colleagues working in a shift mode, about their return

  to work. The forum brought up interesting topics like how to align family and

  work-life when both parents are working in a shift mode. The problems that

  changing shifts bring to a family but also about the possibilities of part-time

  jobs or some very sound personal advice about the importance of education

  during parental leave.

  In the more informal part, our parents could visit dierent booths that

  oered information about health program oers, get their u vaccination, talk

  with colleagues from the personal care department. Visitors could also take a

  look at the newest addition to our product line ŠKODA KAMIQ.

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  ŠKODA ACADEMY

  ŠKODA ACADEMY is an entity that manages all the education of our employees.

  They carry the responsibility for strengthening the company culture, and diversity

  is part of that. The main goal for 2019 was to drive the company's culture to bigger

  openness, loosen the traditional hierarchy barriers, and improve collaboration in ŠKODA

  ACADEMY's teams and across the company.

  ROLE MODEL PROGRAM .

  RMP 2.0 is a program introduced in 2019, oering leaders inspiration to improve the

  atmosphere and team collaboration. A catalog with suggestions of activities, which are

  strengthening values anchored in our VW Group Essentials like trust and openness, is

  available to the leaders across the company, giving them ideas on how to improve the

  ways of team cooperation.

  Some activities are Culture for Breakfast, Book your Boss, Happy Meetings, and more.

  From a diversity point of view, the most interesting activities included can be Jr. Talk and

  Meet the Others, which are both focusing on keeping our minds open towards the views

  of others. All the RMP measures lead to improving the trust, honesty, ways in which

  teams cooperate, and also to downsizing traditional hierarchy distances. This shift in our

  corporate culture represents a fundamental condition for us as a company to be able

  to fulll our strategical goals in the future, which are aligned. If we want to get there,

  everyone needs to participate actively.

  

  MANAGEMENT ADVANCED PROGRAM

  MAP is a newly formed program dedicated to future MK managers to prepare talents

  to deal with strategic tasks in an often changing environment, to help them initiate new

  changes and help build company culture.

  The program has three stages - rst, is Strategy and Innovation. Second, Integrity and

  Diversity, Third, Controlling, and Corporate Processes. Each training also includes the

  specialist or expert for the topic who explains the theory on a real case study from the

  company.

  Absolving this program is required if the talent wants to become an MK level Manager.

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  PREVENTIVE PROGRAM

  FOR DIVERSITY AND

  INCLUSION

  ŠKODA AUTO a.s. Vocational School

  Students of the rst year at the ŠKODA AUTO Vocational School joined

  a program focused on diversity and inclusion called Live Library. In total,

  three workshops introduced them to current social issues through their

  favorite YouTuber or people with real experience regarding the topic. These

  discussions help to prepare the future generation of our potential employees

  to help with the company’s culture.

  FIRST WORKSHOP

  The rst workshop called

  Personal Values - The

  diversity in us a.k.a. it’s not

  only about a gender.

  Students were discussing

  diversity and inclusion from

  the perspective of law,

  unconscious biases, they

  could also learn about how

  the brain and consciousness

  works.

  

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  The students were encouraged to

  share their personal experiences,

  speak their minds, and they mostly

  showed interest in the topic of

  diversity. We received very positive

  feedback, and it seems these events

  will continue in the years to come. As

  the students are later on becoming

  our employees, this initiative will help us to

  create a sustainable case for diversity and

  inclusion.

  

  

  SECOND WORKSHOP

  The second workshop had

  a guest, famous Czech

  YouTube star Johny

  Machette, who discussed

  with the students topics

  like dangers of social media,

  the most common biases,

  potential of learning from

  each other. The workshop

  also included Harvard

  University tests for dening

  its own biases.

  THIRD WORKSHOP

  Interviews with Live Books

  - authentic people with

  authentic experiences -

  converted Muslim, previously

  homeless, people with a

  mental or physical disability,

  transgender.

  The method used was the ocial

  method recognized by the

  European Advisory for dialogs

  and experiences from the rst

  hand with people from a dierent

  environment.

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  OTHER ACTIVITIES

  SUPPORTING DIVERSITY

  GIRLS DAY

  ŠKODA AUTO is the leading partner of International event Girls Day. On

  this day, companies in 16 European countries invite girls to see that there is

  nothing to fear when it comes to working in the technology eld.

  On the contrary, it's one of the most perspective elds to work in.

  Around 40 girls had a chance to visit the production, technical development,

  and meet with our design team. They could try to paint the car in a virtual

  paint shop, work with CNC machines, design a 3D model, or get a ride in

  electro mobile.

  TRAINEE PROGRAM

  Our program for new graduates is one of the oldest in the Czech Republic

  and has diversity at its core. The plan is open to students from all over the

  world to apply and become ŠKODA Employees. To support a diverse mindset,

  the applicants must have previous experience from abroad, for example, from

  the Erasmus program.

  Also, being part of the group of trainees means that people get to participate

  in many activities like being part of project teams focused on support of

  the program. Some members are responsible for CSR, HR Marketing others

  for on-boarding, and in 2019 diversity-focused team Jump-In. The goal of

  the group is to help international trainees to connect them, and create the

  intercultural exchange between dierent nationalities.

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  4

  DIVERSITY AT

  VOLKSWAGEN

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  4

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  DIVERSITY AT

  VOLKSWAGEN

  

  We are currently driving into a challenging future for the automotive industry, and

  we want to work on making our business more sustainable for all generations. The

  challenge is signicant, and to fulll this role, we need committed and competent

  employees. Diversity is much more than the advancement of women. It is about having

  the right person in the right place at the right time in the right job – at every level,

  regardless of their cultural background or other attributes.

  We need to not only attract new talent but also retain the current employees. That's

  why creating a diverse work environment where everyone feels safe and included is so

  important.

  What happens when a homogeneous group of people designs and bring a product to

  market? Who do they think of when developing and testing the product? That's right

  – other members of their mono-culture! It's how the Homo sapiens’ brain works. One

  real-life example is the smartwatch, whose heart rate monitor only worked on white skin

  and thus excluded many other target groups with more heavily pigmented skin. Another

  is crash test dummies, which in the past almost always simulated only the male body –

  when a dierent physique, such as that of women, causes very dierent injuries. There

  are numerous examples of how harmful thinking inside the box can be for a company,

  especially one with global operations that deal with very dierent groups of customers.

  What appeared to go well for a long time can give rise to signicant losses – nancial

  and even worse.

  Diversity is an essential pillar in the companys culture, but it is also a matter that we

  have to put in practice in our everyday lives. Not only as a part of our strategy but also

  as part of our humanity.

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  DIVERSITY

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  DIVERSITY WINS

  To entrench diversity in the Group and thus ensure future sustainability, Elke

  Heitmüller, Head of Diversity at Volkswagen AG, along with Benjamin Ramirez,

  Head of Diversity and the Advancement of Women in the Volkswagen Group,

  have launched a program that ensures that we put diversity into practice in

  the Group across all brands and on all continents.

  Diversity managers create awareness of the importance of the topic and how

  successfully it can be managed. They positively inuence other employees

  and build a community that helps to strengthen the values of diversity within

  the whole Volkswagen group.

  This program helps to share know-how and best practices between diversity

  teams throughout the company. The year of 2019 was no dierent.

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  TRAIN THE TRAINER

  WORKSHOP

  In 2019 ŠKODA AUTO organized one of the rst workshops focused on

  diversity in the whole VW Group. The lecturings are part of the Diversity Wins

  @Volkswagen program launched by VW as a support initiative of the strategy

  Together 2025 goal.

  Each company in the group selected their representative to claim the role

  of a trainer, who will become the diversity ambassador. During the summer

  of 2019, these ambassadors were trained by experts from VW AG and

  Porsche Consulting. Those trainers will then organize training within their own

  company according to their cultural environment.

  Understanding the importance of diversity is the elementary premise of

  helping the whole concern succeed.

  The workshop was held during two days in Mladá Boleslav, and we were

  joined by our colleagues from VW Poznan, VW Motor Polska, VW Russia, MAN

  Bus Sp., Ducatti and VW Slovakia.

  The event also gave support to our academic sphere by collaboration with

  ŠAVŠ.

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  VOLKSWAGEN

  DIVERSITY CONFERENCE

  IN SALZBURG

  Each year, Volkswagen Group hosts a traditional conference for all members

  of the VW Diversity community. In the year of 2019, the conference was

  held in Salzburg at Porsche holding. At Volkswagen Group's third Diversity

  conference in Salzburg, diversity managers from all over the world discussed

  how diversity is lived out in the Group and what role a safe working

  environment plays in its success.

  DIVERSITY AS A CRITICAL SUCCESS FACTOR FOR THE FUTURE

  Just under 70 diversity managers from various locations and brands

  discussed how successfully this strategy is already being implemented and

  practiced within the Group and what eorts are still needed to increase

  diversity, during Volkswagen Group's third Diversity Conference, held in

  Salzburg from September 5 to 6. After several stops, including the UK and

  Sweden, this time, it took place at the invitation of Porsche Holding GmbH,

  based in Austria.

• Strana 66

  This year's focus was on the exchange of knowledge and best practice

  examples from dierent brands and locations to learn from each others

  successes and mistakes.

  Volkswagen Board Member for Human Resources Gunnar Kilian was

  enthusiastic about the spirit of the conference and underlined the importance

  of a diverse corporate culture for Volkswagen Group: "We need more eort

  focused on diversity throughout the Volkswagen Group. Diversity is one of

  our key success factors for the future, so that we can use the potential of

  very dierent people in all their dierences – whether nationality, gender, or

  sexuality – for the benet of the company."

  Just how important this topic is to him is shown by the fact that the Group's

  Diversity and Women's Advancement Team will be reporting to him personally

  from October. "Thanks in part to Elke Heitmüller and her team, we have made

  signicant progress in recent years, and I am convinced that the team I met

  here will make 'Diversity wins' a reality within the Volkswagen Group."

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  “OUR SISTER BRANDS”

  As the importance of diversity grows within the whole Volkswagen group,

  we can see increased number of projects dedicated to improving inclusion

  and equality. The 2019 Conference was a great source of inspiration when it

  comes to Diversity projects.

  SCANIA

   HIGHLIGHTS

  Competence mapping In one entity, SCANIA tested and mapped the

  competencies of all employees. The person scoring highest in the numeric

  test was a receptionist in Gdansk, who is currently working in CFO oce.

  

  Skill capture Revisit A sturctured way to support the momentum in the D&I

  journey (every 6 months we revisit the management teams to measure the

  temperature, capture the best practices and suggest next steps.

  

  Cross-functional team In order to cut cost, instead of just focus on your own

  department, a cross-functional team of dierent departments and dierent

  competencies was formed. With the dierent perspectives a list of 120 ideas.

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  AUDI AG

  Diversity Parkours in Ingolstadt "We live diversity" is a corporate principle and a

  strategically important topic for Audi. With the help of the Diversity Parcours we want

  to sensitize employees from all business areas to the topic. The aim of the project is that

  the participants playfully approach the topic of diversity, question their own thinking

  patterns and (unconscious) prejudices and understand the diversity in themselves, in

  the team and in the organization. Each station appeals to dierent senses. In a reection

  phase at the end of the course, the participants exchange their own experiences with

  thought patterns and their role in relation to diversity. The course also promotes a non-

  discriminatory work environment at Audi.

  SEAT

  Gender Diversity Online Training 3 Diversity and inclusion awareness trainings created

  to provide the necessary tools to the Seat Equality Commission.

  Women @SEAT Group of women who represent dierent areas of the company and

  who analise the women’s role into the organisation and create new iniciatives

  Diversity Statement in job posting Introduction of a Diversity Statement in all job

  postings that recognize SEAT as a Diversity employer

  VW GROUP SWEDEN

  Mentor Him - All male members in Board of Management have a female mentor to help

  them see the world from a dierent perspective

  Survey to all employed women in the organisation In order to attract more women,

  the ones who already work for us are a great source to understand what to improve.

• Strana 72

  5

  DIVERSITY IN 2020

• Strana 73

  5

  DIVERSITY IN 2020

• Strana 74

  DIVERSITY IN 

  We know that discussion about diversity needs to continue throughout the

  years, and even if we meet our goals and expectations, we again will want to

  move forward.

  

  So for the year 2020, we plan to continue the education of managers and

  team leaders throughout the whole company. We are launching trainings as

  part of the Diversity wins @ Volkswagen Group initiative.Other than that,

  we also want to work closely with our board members as they can act as

  role-models when it comes to equality and inclusion. Our collaboration with

  Business for Society continues, and we strengthen our bond with becoming a

  golden partner of the Czech Diversity Day. We will be the main speaker at the

  European Diversity Day 4.0 in the Czech Parliament.

  We hope that this year will bring us closer to creating equal opportunities

  for all our employees and the potential candidate so we can create a colorful,

  energetic, and innovative work environment.

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  Back

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