Your Uniqueness Is What Truly Creates Impact
A strong sense of belonging is our compass. Let's navigate together.
We Are Committed to Creating and Contributing to an Inclusive Workplace.
We work tirelessly to create a highly empowered, engaged and inclusive organization inspired by our purpose to eliminate downtime with a stronger global presence and tailored to regional needs.
With +40 nationalities represented, we insist on creating an environment, where everyone regardless of race, religion, age, disability, gender, or sexuality has a legitimate, respected voice and equal opportunities.
While Diversity, Equality, and Inclusion matter to us, we cannot say that we are where we want to be, yet. It means that we have an
aspiration to change and it is an integrated part of our 2024 OKR's.
We are steering such change toward three outcome domains:
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Female leadership for higher impact
Diverse leadership in construction is vital for innovation and industry progress, bringing diverse perspectives for inclusive decision-making and project success. We target the recruitment of new diverse team members as well as their development in the current team, ensuring a supportive workplace.
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Inclusion as engangement driver
Inclusion drives engagement by fostering belonging and collective ownership, empowering diverse perspectives for innovation. We monitor DEI in our Engagement Score every two months to identify progress toward our ambition for organizational success
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Self-awareness as guiding principle
Cultivating self-awareness empowers individuals as well as leaders to drive an inclusive culture and equitable decisions. By recognizing blind spots and embracing diverse perspectives, self-awareness is an essential part of our culture in order to ensure all individuals feel valued and respected for who they are and what they bring.
Our Ambition
Female representation at C-Level at least 20%
DEI Engagement Score at least 8.7 (out of 10)
Female representation in Leadership positions at least 35%
Employee NPS +59. Keep among top 10% of tech companies
We Know We Can Impact the Industry, If We Take the First Step And Show the Way
Four areas of development within our DEI Strategy
People Processes
We set up processes that reflect the needs of all our communities’, be that parents who need flexibility or colleagues who need a space for mindfulness or payer
Training and Development
We aim at increasing diversity in all management positions, targeting the development of specific groups in our community as well as training current employees for more mindful and inclusive working approaches
Inclusive Language and Community
We celebrate our differences involving our DEI employee resource group (TIDE) in defining the right initiatives to strengthen DEI and guiding toward a more inclusive workplace
Recruitment
We make sure DEI is fully integrated in our recruitment, not only setting up diversity-aware hiring processes, but also addressing different communities within the talent market