Diversity is a fact, inclusion is a choice - choose inclusion

“Thriving environment” refers to creating an environment for people to be self-directed, to have responsibility, and find meaning in their work. We guide this by setting standards through our Inclusion and Diversity Framework, applying new ways of working, and establishing cross-organizational community networks.

#BetterTogether is our flexible working model that focuses on outcomes and performance. We not only want to work better together with our customers and external stakeholders but also internally with our colleagues. #BetterTogether is built on the premise that each leader defines the best possible balance between working remotely and onsite with their team, keeping in mind what's beneficial for the business, the team, and each individual. #BetterTogether also aims to improve employee engagement and well-being by allowing greater flexibility.

Gender targets are essential for changing perspectives and ensuring we select the best people for our company. Targets provide a starting point by ensuring diverse representation, paving the way for a merit-based system that evaluates individuals solely on their qualifications and skills. Equality is about giving equal opportunities. Meritocracy is about freedom of choice based on the assumption that everyone, regardless of gender, has the same opportunities.

Siemens Energy is committed to provide “equal pay for equal work”. Our wide approach to identify gender differences in pay goes beyond regulatory requirements and market standards and delivers more meaningful results by calculating both the “unadjusted” and “adjusted pay gap”. Furthermore, we have integrated gender pay gap-related information into our global merit process by providing managers with vital data empowering them to proactively address any pay disparities and make better, fair and unbiased pay decisions.

Siemens Energy has a global Gender & Allies network with representation in Africa, Asia, Europe, North America and South America that any employee can join. The network brings together employees from various backgrounds, experiences, and perspectives, creating a vibrant community where every voice is heard and valued. The group not only offers a supportive network for members but also serves as a dynamic forum for learning, personal growth, advocacy and allyship.

Siemens Energy is an official supporter for the UN Women Empowerment Principles. Our Board Members and leadership community publicly express their support to gender equality and they actively participate in webinars, coffee talks and other events.

Siemens Energy does not tolerate discrimination, sexual or any other form of harassment, or inappropriate behavior toward individuals or groups. Our speak-up culture encourages employees to voice their concerns, ideas, and experiences without fear of retaliation, particularly when facing discrimination.  Anyone can raise their concerns anonymously or by making their identity known using our two Whistleblower Channels: “Speak Up” & Ombudsperson – 24 hours a day, 7 days a week, in multiple languages. These channels are available for Siemens Energy employees and external parties. In addition, employees can report suspected misconduct directly to the Managing Board, manager, or colleagues in the Human Resources or Compliance Organization, especially the responsible Compliance Officer.

We are gradually introducing a policy that provides paid leave benefits to our employees during significant life events including...

• 14 weeks of paid leave for the primary caregiver.
• 2 additional weeks for the secondary caregiver.
• Up to 5 days for bereavement leave, depending on the loss, to ensure you have time to grieve.
•  5 days for family care leave, for a close family member

In case local standards (law, company policy, collective agreement) are more generous than the benefits set by the global policy, the local standards will apply.

We are making progress toward truly being a company where everyone feels they belong.  Some examples are:

• Our Life Event Policy provides paid leave for relevant life events and recognizes the diverse family structures within our workforce, including legally recognized partnerships, same -sex couples and single parents.
• Our principles of equal opportunity and equal treatment and no discrimination explicitly include sexual orientation and gender.
• We educate and raise awareness of microaggressions, stereotypes and unconscious bias faced by LGBTQIA+ people.
• We enable use of pronouns in MS Teams.

Siemens Energy does not tolerate discrimination, sexual or any other form of harassment, or inappropriate behavior toward individuals or groups. Our speak-up culture encourages employees to voice their concerns, ideas, and experiences without fear of retaliation, particularly when facing discrimination.  Anyone can raise their concerns anonymously or by making their identity known using our two Whistleblower Channels: “Speak Up” & Ombudsperson – 24 hours a day, 7 days a week, in multiple languages. These channels are available for Siemens Energy employees and external parties. In addition, employees can report suspected misconduct directly to the Managing Board, manager, or colleagues in the Human Resources or Compliance Organization, especially the responsible Compliance Officer.

We honor awareness days like IDAHOBIT in May and Pride in June to remind us of the safe, inclusive work environment we strive to create every day. Every year, during the month of June, the LGBTQIA+ community celebrates in a few different ways. These celebrations play a crucial role in fostering deep connections among us and provide a sense of belonging and a means to express our core values.

Your line manager and your local EHS, HR, IT or Real Estate contact will work with you to understand what reasonable adjustments can be provided to suit your accessibility requirements. This may include the provision of assistive technology, ergonomic equipment, changes in your working environment, flexible work arrangements, and modifications to your workstation, subject to business needs.

We provide accessibility in standard tools. Most of the features are included as part of the basic infrastructure of Microsoft and Apple products provided today..

We also offer a wide range of health management programs that focus on healthy working and healthy employees – reflecting local needs and conditions. These include training courses on topics such as exercise, nutrition, stress, physical well-being, psychological health, and work-life balance. Employees can use a mental health app that has been recently acquired, and they have at their disposal a specific SharePoint and Viva Engage community for additional support.

Employees also have the support of our Disability & Allies Network. The group not only offers a supportive network for members but also serves as a dynamic forum for learning, personal growth, advocacy and allyship.

Siemens Energy does not tolerate discrimination, sexual or any other form of harassment, or inappropriate behavior toward individuals or groups. Our speak-up culture encourages employees to voice their concerns, ideas, and experiences without fear of retaliation, particularly when facing discrimination.  Anyone can raise their concerns anonymously or by making their identity known using our two Whistleblower Channels: “Speak Up” & Ombudsperson – 24 hours a day, 7 days a week, in multiple languages. These channels are available for Siemens Energy employees and external parties. In addition, employees can report suspected misconduct directly to the Managing Board, manager, or colleagues in the Human Resources or Compliance Organization, especially the responsible Compliance Officer.

Siemens Energy is gradually introducing 5 paid working days per year as Family Care Leave for employees supporting a family member with serious medical needs. However, if the local requirements (e.g. legislation, company policy, union agreements) are more beneficial to the employee, then the local requirements shall prevail.

We honor awareness days like International Day of Persons with Disabilities, to remind us of the safe, inclusive work environment we strive to create every day. Every year, during the month of December, the Disability Network organizes awareness sessions, trainings, educational panels, and other events. These celebrations play a crucial role in fostering deep connections among us and provide a sense of belonging and a means to express our core values.

Siemens Energy does not tolerate discrimination, sexual or any other form of harassment, or inappropriate behavior toward individuals or groups. Our speak-up culture encourages employees to voice their concerns, ideas, and experiences without fear of retaliation, particularly when facing discrimination.  Anyone can raise their concerns anonymously or by making their identity known using our two Whistleblower Channels: “Speak Up” & Ombudsperson – 24 hours a day, 7 days a week, in multiple languages. These channels are available for Siemens Energy employees and external parties. In addition, employees can report suspected misconduct directly to the Managing Board, manager, or colleagues in the Human Resources or Compliance Organization, especially the responsible Compliance Officer.