As we continue to grow as a high performing global team, everybody at Hilti needs to understand what Diversity & Inclusion really is. We all need to be aware of our perceptions and behaviour and their impact on others.
To make this happen, we created a series of workshops and integrated Diversity & Inclusion into our existing training programs.
This really helps people to understand and engage with Diversity & Inclusion. To let us keep tabs on progress, we've added "Engagement and Inclusion" in our yearly employee survey.
Understanding diversity & inclusion
Diversity means both the ways we are different as well as the ways we are the same. To explain what diversity & inclusion is to our team members, we use the tree analogy (that you can watch here).
The tree’s leaves and trunk represent all the elements of diversity you can see easily. But just as important is what's below the surface - the roots. The essential parts of the tree that are hidden from view. These are the invisible aspects of diversity.
For the tree to prosper it also needs sun, rain and nutrient-rich soil: the right environment. This is what inclusion stands for – welcoming, valuing and respecting differences, as well as connecting with people unlike ourselves. This helps us find new perspectives that lead to a richer, more creative workspace.
Embedding D&I in our People processes
Our competency model is a global framework for selecting, developing and coaching our employees using consistent, business-related behavioral dimensions to improve performance. We’ve taken a deep look at it to ensure there are no built-in biases which may not support our commitment to Diversity & Inclusion. We’ve also added the dimension "working inclusively with others" to consider this important competency in all our assessments.
Other people processes have also been revised to ensure that we are more inclusive and open to diversity. For instance, we embedded a Beyond Bias workshop into our leadership learning program. Team leaders learn there how to apply tools that help them to make more objective, better decisions.
To provide a more inclusive workplace, we need to find more flexible ways of working and support our team members’ needs at different life stages. First, we’ve developed a modern global catalogue for workplace flexibility.
Now, solutions are being implemented across our locations worldwide, according to local needs and legal requirements.