We are passionate about diversity at Volvo Group! When we speak about passion as a core value, we talk about how Volvo’s diverse and inclusive work environment ignites our passion. We create an environment where one can bring their true unique self to work every day. Because we know when each one of us gives our whole selves, we all receive more. In order to continuously move the needle on diversity and inclusion, we provide leaders and employees the chance to master inclusive skills. We work to combat unconscious bias impacts and we implement strategies to increase our diversity, to truly reflect the diverse world we operate in.
Volvo is committed to enhancing diversity in leadership positions and throughout various departments. We recognize that the transport and infrastructure industry and our business has traditionally had a gender imbalance – and still does. For over a decade, Volvo Group has worked systematically to increase inclusion and improve the gender balance of the organization. We have set ourselves a target of 35 % women amongst all employees and leaders by 2030. A broad variety of initiatives have been designed to work towards that target. On a daily basis the Group is striving to move the needle towards increased gender equality not only because it is ‘fair’ and ‘the right thing to do’, but because it is essential for our business performance. Equality is not a women’s concern, it’s a business concern.
As a global player, we pick up the weak signals of new trends faster thanks to our diverse networks. Tremendous energy, commitment and passion come with our diverse perspectives. They are essential to making smart decisions and ultimately making our company purpose come true.
To communicate further on our commitment on Inclusion, we launched our Equal Opportunity Employer Policy titled “Volvo for All”. The policy aims at creating an inclusive culture to foster a supportive energy and encourages individual growth and strong teams.
We have established the Inclusion & Diversity (I&D) Council, which promotes the I&D objectives of the company. This council has members from across the businesses/functions with two Country Management Team members being the sponsors.
Programs like ExcelHer– A wholistic career return ship program for women on a break and women leadership programs to inspire, enable and accelerate their leadership journey.
Our Women in Manufacturing program breaks the stereotypes and busts the myths to prove that women can take up manufacturing jobs. We hire unskilled and semiskilled women who are the closest match in terms of their technical background to our requirements and develop their skills in-house on the required competencies.
Persons with Diverse Abilities (PwD) inclusion is promoted through an Employee Resource Group (ERG), workplace accessibility study, inclusive infrastructure, and sensitization programs. The difference between disabilities and diverse abilities is mindset. A growth mindset means we value our unique abilities, and that diversity creates a tightly knit cooperative team where each person contributes to the collective in their unique way.
When it comes to LGBTQ+ inclusion we have ERG, awareness & sensitization programs, same gender insurance coverage, inclusive Adoption policy. We know that work life and personal life have more and more intersections, and we need to all be free to share who we are both in and out of work.
Unconscious Bias interventions and Diversity and Inclusive Leadership (DIL) Workshops are held, through which our employees gain knowledge on how they can practice inclusive leadership, overcome biases and thereby foster an inclusive work climate.
For expectant and nursing mothers, we provide additional ergonomic support, reserved parking, counselling and educational sessions, and a safe and secure mothers’ wellness room to express and store milk.
There are a host of inclusive enabling measures like Gender neutral policies like PoSH, Childcare support, inclusive Adoption assistance program irrespective of marital status and gender, same gender/ Live-in partner insurance coverage. Flexibility is encouraged so that working men can manage their home responsibilities, just as women do. We commemorate significant days like International Women’s Day, International Men’s Day, International Day of Persons with Disabilities and Pride month.
Our Inclusion & Diversity perspectives are manifested throughout the employment cycle. At Volvo, we are committed to creating a diverse and inclusive environment for all the employees. An environment where everyone can be themselves and feel safe. We value the uniqueness of each employee. Everyone is different and brings different skills and ideas to work. We at Volvo, value and respect skills and ideas of all our employees.
Impact Statement:
The impact of our commitment in enhancing diversity in leadership positions and across the organization is multifaceted. Firstly, it promotes a fair and inclusive workplace where employees feel valued and respected, regardless of their gender, race, ethnicity, etc. This leads to increased employee engagement, loyalty, and retention, which in turn improves productivity, innovation, and overall business performance.
Secondly, increasing gender diversity will help overcome the gender imbalance. By setting a target of 35% women employees by 2030, we are actively working to improve the gender balance of the organization. This leads to more diverse and effective decision-making, which can drive innovation, competitiveness, and growth.
Thirdly, our commitment to diversity and inclusion can help attract a wider pool of talent and customers, as people from diverse backgrounds may feel more welcomed and represented. By promoting a growth mindset that values unique abilities, diverse perspectives, and different life experiences, we can create a culture that celebrates diversity and drives innovation.
Our overall employee engagement score for the year 2022 improved by over 6 points over the past 2 years and has seen a huge improvement in Inclusion, especially by women respondents and the scores are now on par with those of male colleagues on all parameters. The efforts have also resulted in increase in manager gender diversity by 53% and employee gender diversity by 8% over the past two-three years.
Advice
Creating a fair and inclusive work environment can lead to a more engaged and productive workforce, which ultimately benefits the business as a whole. Hence, businesses should commit to sincerely enhance diversity and inclusion in their workplace.
Setting targets for increasing diversity in leadership positions and throughout various departments is a good start, as it can help overcome gender and other imbalances. However, it’s important to also implement programs and initiatives that support diversity, equity and inclusion.
By promoting a growth mindset that values diverse perspectives and unique abilities, companies can create a culture that celebrates diversity, inclusion and drives innovation. Additionally, creating a safe and supportive workplace where employees feel comfortable being their true selves can lead to increased job satisfaction, retention, and overall well-being.
Finally, it’s important for companies to regularly review their diversity and inclusion efforts and make adjustments as necessary to ensure they are meeting their goals and creating a truly inclusive environment.
Employee testimonials
“To me, it has always been gratifying seeing the concerted effort Volvo Group puts into creating the workspace for women. What makes Volvo exceptional is that it recognizes that the needs of women are distinct in different phases of their personal/professional lives, i.e., fresh graduates, new mothers, mothers who want to re-join the workforce, women ready to be involved at the management level, etc.” – Priya Prakash, Business Controller
“I am proud to be part of the Volvo family where gender diversity is always respected. The programs and policies like ExcelHer, maternity leave policy, and Women Leadership Program in Volvo enable women to develop professionally and personally and perform with complete work-life balance.” – Shilpa Verma, Technical Preparation Engineer
