INTERNATIONAL HRD SQUARE 2022
OUR KEY PATHS FOR 2022
Top Speaker of the day: Olga Barroso | EUROP ASSISTANCE
Panellists:
Fernando Zallocco | BOEHRINGER INGELHEIM
Luigi Bellopede | PRYSMIAN GROUP
Jose M. Romero | MARC by CATALYST
Sofia Skrypnyk | C&A
Antonio Bebba | PFIZER
Reinhard Nissl | MICROSOFT
Prachi Rastogi | IBM
Olga Barroso
EUROP ASSISTANCE
KEY POINTS
Preparing the culture for the inclusion part
ED&I is not only a HR topic, it is a business
How to measure it? Only this way we can improve
D&I is not just a question of gender
Fernando Zallocco
BOEHRINGER INGELHEIM
KEY POINTS
You need to define what is D&I for your company
Start defining targets. Be clear on why you are measuring the metrics
You need to be open to include other metrics. We are working on pay gap. Measuring internally and benchmarking externally
Fostering innovation. Employee resource group. Social impact related D&I
Luigi Bellopede
PRYSMIAN GROUP
KEYPOINTS
D&I is not a separate agenda in Prysmian Group. It is our HR strategy
We started 3 years ago according to the SDGs: D&I are even more relevant today
The more diverse we are, the more value to business
Diversity measured by actions
Goal: hiring 50% male 50% female employees
Payoff cycle in April to compensate the pay gap for women
We are focusing a lot on the learning side, as we learn and we forget very easily
Jose M. Romero
MARC by CATALYST
KEYPOINTS
MARC = Man Advocating Real Change
Sometimes what gets measured simply gets measured – measuring is important, we need metrics and data, but their use is more important
Usually the dominant group get's the bigger say
Fear of speaking up in competition situations
Need to think who needs to be on board. Work with the mindset
To measure D&I progress we need to have a conversation with the people involved
Sofia Skrypnyk
C&A
KEY POINTS
We set inspirational goals to be achieved by 2028
Currently 20% of people in retail say that they are not feeling engaged. This is seen as good enough, but we want more.
Leading by example and aiming for cultural change.
Equality data is essential, but stakeholders have not accepted this knowledge just yet. So we need a major change
There is a movement and we need to experiment
Data is gathered for big picture understanding, not for personal career decisions etc.
Antonio Bebba
PFIZER
KEY POINTS
We can change what we can measure, otherwise it’s difficult to make a change
Making sure that the represented communities are at the table
Everything starts from the culture
We need a clear commitment from everyone
Colleagues have to embrace the D&I mission, it has not to be a simple check in the to do list
We have a metric system allowing colleagues to measure the level of inclusion experienced at every levels (also at managerial levels)
Diverse perspectives are bringing in more innovation
Reinhard Nissl
MICROSOFT
KEY POINTS
Empower every person and organization on the planet. For this we need to represent everyone from our company as well
Data driven company. Inclusion surveys, employee signals. Increased the way how we listen as an organization - to have constant feedback
How inclusive are we when working remotely?
40% would resign for an environment that is more inclusive
People would be willing to accept pay cut in order to move to a more inclusive company
Recruitment mindset from knowing all to learning all
Prachi Rastogi
IBM
KEY POINTS
110+ years of legacy of D&I in IBM
D&I is not just HR agenda. Business leaders need to have their heads in the game
We train our vendor's staff as well - it matters how they look at our employees as well
Speaking up at the right time and place
Legacy gives us the courage to speak up
Use that legacy but don't take it for granted
THANK YOU
