承诺
多元化和包容性

鼓励多样性和包容,培养创造力和创新
阿尔斯通是一家国际公司。无论我们在何处运营,在我们所有的业务和产品线上,我们都希望创建一个包容性文化,其中多样性被认可和重视。
通过从不同的背景中汇集人们并使每个人都有机会促进他们的知识,技能,经验和观点,我们为阿尔斯通及其利益攸关方创造了共同价值,同时反映了客户的多样性。
Our People Vision truly embodies the essEN.ce of Diversity & Inclusion:

Regardless of gender, country of origin, age, colour, religion, sexual orientation, physical ability and only based on performance, leadership, potential, behaviour & competEN.cies, everyone can succeed and contribute to the sustainable success of Alstom.

明确的目标和愿景,以寄起来
包容有助于创建一个工作环境和文化,所有差异都受到重视,尊重和杠杆,没有任何偏见。各种团队提供更广泛的观点和提高性能和创新。
To uphold the commitments that underpin the Diversity & Inclusion journey, Alstom has set measurable objectives for achieving diversity and inclusion in the 公司 and has set up a robust structure at the group level, as well as within the regional EN.tities to reach these objectives.
The 多元化和包容性 (D&I) Steering Committee, which is made of members of the top management, is responsible for the developmEN.t of corporate D&I strategy and the definition of global initiatives. 阿尔斯通执行委员会 evaluates the progress of the organisation towards the D&I goals on a yearly basis.
The deploymEN.t of these initiatives is supported both, by dedicated training courses and internal communication campaigns and by a network of D&I Champions in the regions.
他们促进阿尔斯通的多样性
“包容性是重视个人差异,并拥抱多样性,以实现更大的创造力,也是我们工作场所中不可能的。”
Patricia Lam, APAC 天赋 ManagemEN.t Director & HR Director 中国 East Asia
“多样化和包容性的劳动力是运营可持续和成功业务的重要杠杆。我们拥有可衡量的目标,以确保在我们的组织中增加妇女的代表性,这些目标在我们的多样性和纳入框架中进一步强调。“
南非董事总经理伯纳德佩尔

Alstom's 2020 D&I strategy
Alstom’s 2020 D&I strategy focuses in particular on gEN.der and cultural diversity.
“全球层面的重点将留在性别和文化多样性上,但我们也在工作中的其他多样性主题以及残疾人以及我们的同事和候选人如何如何在其性别方面带来他们的真实议题和性定位。所有这一切都考虑到各国的特定业务和社会文化背景。“
To address these challEN.ges, the D&I strategy contains a number of specific targets:
此外,s特有的行动计划已经在地方一级开发,利用其雇员代表的民族,文化和方法的数量。
Towards more diversity & inclusion: Alstom’s global D&I FR.amework
阿尔斯通正在进步发展目标:例如,妇女经理或工程师的总体比例从2014年的18.6%增加到2019年2019年的21.4%。
To meet this goal, Alstom has developed a global D&I Framework aimed at 提高经理和员工的意识 弥漫文化 多样性和包容性。
As illustrated by the following chart, the FR.amework is based on three pillars: 告诉, 培养 & 跟踪 and sustained by 集体推动者:

告诉
Communicate internally and externally about the positive impact of Diversity & Inclusion via all communication channels, evEN.ts and programmes
培养
Provide learning tools for all employees to sEN.sitize on the importance of D&I and to develop more inclusive behaviours.
跟踪
定期衡量全球多样性的影响和评估包容性
集体推动者
适应内部实践和/或实施新的,以培养一个真正包容的地方,为每个人提供鼓励社区,供应商,客户,合作伙伴和其他利益攸关方。
该组织正在测试一些想法,例如在家中工作,以更好地平衡工作和私人生活或延伸陪妇,让年轻的家庭更具灵活性。
在性别多样性方面,若干旗舰倡议是在国家一级的地方,如“阿尔斯通妇女卓越'在美国和印度,还在伙伴关系中 瓦尔斯D. 意大利和'elles bougEN.t.' 在法国。为阿尔斯通工作的大多数妇女都参与了干预措施(科学, 技术,工程,女孩的数学研究)。许多国家组织学校的访问(在意大利和英国倡议中称为“鼓舞人心的女孩”)或欢迎年轻女生参加培训期(如澳大利亚)露西指导计划“)。
每年,我们都组织了一个 “我们都是不同的一周”(WADA)周。 During this week, our sites around the globe promote the professional integration of people with disabilities and share their good practices. The best four practices are awarded by Alstom's Diversity & Inclusion (D&I) Steering Committee.
In addition, the D&I Framework encourages Alstom employees across the world to set concrete diversity targets which, though they may overlap, will often vary per region. Hence, it is key to idEN.tify these best practices and convert them into a regional action plan which adheres to the broader D&I Framework.