Annual Diversity Report 2024

• Page 1

  Annual

  Diversity

  Report

  2024

  1

• Page 2

  Introduction

  3

  Next Level Diversity Strategy 2030

  9

  2024 Key Milestones

  12

  Key Data & Statistics

  13

  Dimensions of Diversity

  25

  Gender Balance

  26

  Internationalisation

  28

  Family-friendly Policy

  29

  Generational Collaboration

  31

  Individual Capabilities

  33

  LGBT+

  34

  Diverse mindset

  35

  You

  36

  Employee Resource Groups

  37

  Diversity Across Areas and Regions

  41

  ESG & Diversity

  53

  Culture Mindset Index (CMX)

  55

  Partnerships

  56

  Diversity & Inclusion Team

  57

  Looking Back: 5 Years of Progress

  58

  List of Abbreviations

  59

  Table of Content

  2

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  Introduction

  3

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  Chairman of the Board

  "Škoda Auto starts with our people,

  which is why diversity and inclusion are

  so important to us. Just as our customers

  are diverse, our Škoda team reflects wide

  range of backgrounds. We want to

  continue fostering diversity. Why?

  Because diversity and inclusion drive

  innovation and creativity – values that

  define Škoda Auto. Our employees and

  their unique perspectives are

  the basis of our innovative and Simply

  Clever ideas at Škoda.”

  Klaus Zellmer

  4

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  Maren Gräf

  Member of the Board

  People & Culture

  “Diversity is the foundation of who we are at

  Škoda Auto. Every individual is unique, and it

  is our responsibility to ensure that everyone is

  treated fairly, regardless of age, background,

  religion, gender, family status, or sexuality.

  Just as our customers come from diverse

  backgrounds and our portfolio reflects a wide

  range of needs, we must also embrace this

  diversity within our company.

  Focusing on Human Touch, we are building

  stronger connections – both within our teams

  and with our customers – ensuring that

  respect, inclusivity are core values to

  everything we do.”

  5

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  Theresa Necker

  Head of Transformation

  "This year has once again been

  a breakthrough for us in taking diversity

  and inclusion to the next level. Our most

  significant achievement was introducing

  new topics that we had not addressed

  before. We have successfully exceeded our

  targets for women in management and, at

  the same time, made substantial progress

  towards meeting these goals by

  implementing specific measures to ensure

  equal opportunities."

  6

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  Jaroslav Povšík

  "I could highlight one specific example, but

  at the same time, there are many small

  pieces that together create a continuously

  improving and broader approach

  to perceiving diversity and inclusion. This is

  not only within our company, where we

  consistently apply these values, but also

  beyond, as we extend them to the families

  of our employees, the employees of our

  suppliers, and their families, reaching out

  to the wider public. Even in today’s

  uncertain times full of challenges, such as

  economic uncertainties, wars, and

  environmental issues, we are constantly

  striving to improve."

  Chairman of the Corporate Council

  of the KOVO MB Trade Union

  7

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  8

  Škoda Auto's public

  declarations on D&I

  Awarded as an LGBT+ Friendly employer 2024 by Pride

  Business Forum

  Recognised as a Diversity Leader 2024 in the Czech Republic

  by Financial Times

  Became a premium member of Pride Business Forum in 2023

  Joined the D&I Shapers platform of the non-profit

  organisation OPIM in 2023

  Signed the Pride Business Forum memorandum in 2021

  Has been a signatory of the European Diversity Charter

  since 2019

  Škoda Auto:

  Introduction Strategy 2030 2024 Overview Statistics Dimensions ESG and CMX Team ConclusionPartnershipsAreas/Regions

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  Next Level Škoda Diversity Strategy 2030

  9

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  Next Level Škoda

  Diversity Strategy

  2030

  At Škoda Auto, we envision a future where companies are

  open and inclusive – where everyone feels free to be their

  authentic selves, develop their potential, and contribute their

  unique ideas and skills.

  Our DEI strategy for 2030 focuses on creating

  a supportive environment where respect,

  humanity, and individual needs

  are paramount.

  Approach

  Everyone has the opportunity to grow, work flexibly,

  and adapt to changes in ways that suit their unique

  circumstances.

  A Modern, Flexible Workplace

  We actively support work-life balance by offering

  flexible working arrangements within a safe, welcoming,

  and inclusive environment.

  DEI Embedded in our Culture

  Diversity, equity, and inclusion are fundamental values

  woven into every aspect of our work.

  Human and Personalised Approach

  We acknowledge and value the uniqueness of every

  individual, offering personalised support to meet

  distinct needs.

  Compliance and Ethical Standards

  We are committed to acting responsibly, ethically, and

  transparently, consistently upholding the highest

  European and global standards

  10

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  VISION

  HUMANITY

  VALUES

  MISSION

  STRATEGIC MODEL

  OPENNESS

  RESPECT

  Next Level Škoda Strategy 2030

  "Škoda Auto gives everyone the opportunity to

  grow and benefit from their potential in a natural

  and safe environment, considering their individual

  qualities."

  "Škoda Auto –

  A Place for Everyone"

  MYSELF

  MY SURROUNDINGS

  SOCIETY

  EXTERNAL ENVIRONMENT

  11

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  May

  January February March April June July August September October November December

  2024 Key Milestones

  Pride Month

  Age Management Workshop 1 Feb

  Škoda

  Uniqueness

  26 Jan

  Škoda Auto

  Women‘s Day

  29 Feb

  Škoda Auto

  Vocational School

  EDU D&I

  European

  Diversity

  Month

  Online Meeting

  for Parents

  13 Jun

  PBF Award

  "Big Step

  Forward"

  Prague

  Pride

  Festival

  5–11 Aug

  SDG

  Award –

  September

  Women‘s

  Management

  Summit

  19 Sept

  Culture

  Connects

  Generational

  Thinking

  Workshop

  3 Dec

  Diversity

  Community

  Meetup

  6 Dec

  Czechitas:

  Children

  and Online

  Gaming

  7 Nov

  Webinar:

  Unconscious

  Bias

  26 Nov

  12

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  Key Data – Statistics

  13

  Main Diversity Data

  at Škoda Auto

  Corporate KPI:

  Women

  in Management

  Flexible Forms of Work

  (New Work)

  Internationalisation

  Family-Friendly

  Policy

  Sheltered/Profile

  Centre and People

  with Disabilities

  Generational

  Collaboration

  Diversity Across

  Different Areas

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  Main Diversity Data

  at Škoda Auto

  Men Women

  Average Age

  Core staff

  26,254 (78.5 %)

  7,213 (21.5 %)

  33,467

  42.2 years

  Average Length

  of Service

  14.6 years

  14

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  Status in 2024

  Corporate KPI:

  Women in Management

  Target for 2025

  Target for 2030

  20.0 %

  25.0 %

  20.4 %

  Target for 2024

  18.8 %

  2021 2022 2023 2024

  14.6 %

  16.0 %

  18.3 %

  20.4 %

  Women in Management

  Over the Years

  15

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  Flexible working arrangements support a healthy work-life

  balance and encourage employee engagement across

  different life stages and circumstances, thereby

  strengthening company culture and employee satisfaction.

  Flexible Forms of

  Work (New Work)

  Shorter working hours

  Including job sharing positions

  73

  257

  5

  30 227

  68

  16

  You have the option to

  work remotely with us,

  in various forms –

  depending on your

  profession and the

  nature of your work.

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  2022

  2023

  2024

  14.0 %

  12.6 %

  11.9 %

  Citizenship of other countries

  Internationalisation

  Czech citizenship

  84.8 %

  15.2 %

  Management with foreign citizenships

  Number of represented

  citizenships at Škoda Auto:

  53

  Number of People in International Assignments:

  186 in 14 countries

  17

  Personnel in foreign services

  0 50 100 150 200 250

  2021

  2022

  2023

  2024

  210

  147

  169

  186

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  Parental Leave

  75

  2

  Unpaid Leave

  until Child turns 4

  Family-friendly

  policy

  Maternity Leave

  73 women on maternity/parental leave

  or unpaid leave until their child turned

  4 were working under an agreement

  to complete a job/to perform work contract

  Stay in touch with us:

  skoda.family@skoda-auto.cz

  A dedicated email for regular communication and support

  for parents.

  18

  159

  13

  785

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  People with Disabilities (PWD) 1.5 %

  At Škoda Auto, we are committed to empowering all individuals by ensuring equitable opportunities for

  personal and professional growth.

  Sheltered/Profile Centre

  and PWD

  Sheltered Workplaces

  We are dedicated to creating a supportive and inclusive work environment, offering

  opportunities for engagement and career development while maximising retention.

  530 employees participated in sheltered workplace programmes in 2024.

  6 specialised work environments designed to accommodate different needs.

  Škoda Auto received the prestigious SDG Award for its contributions to

  inclusive employment through the Sheltered/Profile Centre.

  Our goal is to reach 4% by 2030 in line with the Next Level Škoda

  Diversity Strategy 2030.

  19

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  13,611

  Generation Millennials

  1981–1994

  14,033

  Generation X

  1965–1980

  1,221

  Generation Baby Boomer

  1946–1964

  4,602

  Generation Z

  1995–2012

  234

  19.2 %

  3,710

  26.4 %

  2,448

  18.0 %

  821

  17.8 %

  987

  80.8 %

  10,323

  73.6 %

  11,163

  82.0 %

  3,781

  82.2 %

  Generational

  Collaboration

  Average age 42.2 years

  Average Length of Service 14.6 years

  20

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  F – Finance, IT and Legal

  affairs

  1 159

  Klaus Zellmer

  Chairman of the Board

  Women in management

  Diversity in Different Areas

  G – Board Chairman

  Shorter working hours

  Women in management

  Shorter working hours

  Management with foreign citizenships

  1 657

  16.7 %

  8.7 %

  0.8 % 2.8 %

  Average age Average age

  45.0 years 42.8 years

  Management with foreign citizenships

  21

  Holger Peters

  Member of the Board – F

  19.4 %

  26.1 %

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  P – Production

  and Logistics

  V – Sales

  and Marketing

  1 364 25 481

  14.1 %26.4 %

  17.9 % 7.9 %

  4.0 % 0.2 %

  42.6 years 41.9 years

  Management with foreign citizenships Management with foreign citizenships

  Diversity in Different Areas

  22

  Martin Jahn

  Member of the Board – V

  Andreas Dick

  Member of the Board – P

  Shorter working hours Shorter working hours

  Average age Average age

  Women in management Women in management

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  5.0 %

  Women in management

  E – Technical

  Development

  Women in management

  S – People and Culture

  2 570

  852

  51.0 %11.0 %

  8.9 % 10.2 %

  1.6 %

  42.2 years 46.3 years

  Management with foreign citizenships Management with foreign citizenships

  Diversity in Different Areas

  Johannes Neft

  Member of the Board – E

  Maren Gräf

  Member of the Board – S

  23

  Shorter working hours Shorter working hours

  Average age Average age

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  B – Procurement

  5.2 %

  22.5 %

  39.9 years

  Diversity in Different Areas

  24

  384

  Karsten Schnake

  Member of the Board – B

  Management with foreign citizenships

  30.0 %

  Women in management

  Shorter working hours

  Average age

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  Dimensions of Diversity

  GENDER BALANCE INTERNATIONALISATION FAMILY-FRIENDLY POLICY

  GENERATIONAL COLLABORATION INDIVIDUAL CAPABILITIES LGBT+

  DIVERSE MINDSET YOU EMPLOYEE RESOURCE GROUPS

  25

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  We are dedicated to supporting career growth and unlocking the

  potential of all employees, regardless of gender. We focus on achieving

  balanced gender representation and fostering an inclusive work

  environment where everyone can thrive professionally.

  Masculine and Feminine Principles

  at the Workplace: Various individual workshops

  on gender balance

  Škoda Women’s Day 2024

  Women Management Summit (in collaboration

  with McKinsey): Tailored for senior female managers

  Supporting Talented Women: Industry-level

  networking opportunities

  Meet-up with Senta Čermáková: Inspirational

  discussions on technology, innovation, and

  leadership

  WomeN@work: New employee group fostering

  gender diversity and inclusion

  Driving Empowerment: Start Driving

  for Women – Free courses to boost driving

  skills and confidence

  Gender Balance

  Activities and Events 2024

  26

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  Women in administrative positions

  Women in the talent pipeline for management

  Women holding the majority of part-time contracts

  27.2 %

  27.4 %

  88.0 %

  Tools

  Management working group in the People &

  Culture area with regular monthly meetings

  Data management in Power BI

  Talent database management (Talent pipeline)

  Pay transparency analysis to address pay

  differences

  Storytelling on skoda-kariera.cz

  New in 2024

  Launch of WomeN@work employee

  group

  Approval of women’s management

  goals for specific areas by 2030

  Introduction of the Mentoring

  Matchbox tool

  27

  Gender Balance

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  Hiring people from diverse backgrounds brings new

  perspectives, innovative ideas, and a deeper understanding of

  global markets. A culturally diverse workforce enhances

  creativity, flexibility, and competitiveness on the international

  stage.

  Internationalisation

  Pillars

  New in 2024

  Culture Connects webinar series:

  Día de los Muertos

  Diwali and life in India

  28

  Introduction

  Activities of the employee group Internationals@Škoda

  English as the main corporate language

  International Assignments: Supporting short- and long-term

  placements abroad

  Intercultural training:

  For all employees: China, Czech Republic, India, general

  intercultural training, Germany, Vietnam

  For employees preparing for an international

  assignment: China, Czech Republic, India, South Africa,

  Mexico, Germany, Spain, USA, Vietnam

  Exchange programmes – India, Spain

  Language courses

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  Workshops for parents

  Parenting in the digital world

  Children and online gaming

  Healthy boundaries in the digital world (children aged 0–6

  years)

  Exercise with ŠkoFit

  Exercise with children: ‘Dad in action’, Parents with strollers

  Conference: ‘Good Dad’ and other thematic events

  Online meetings for parents

  Workshop on Generational Thinking: What connects us & divides

  us

  Activities and Events 2024

  Communication & Support

  Guide for parents on the Škoda Space intranet

  Checklists for maternity/parental leave

  Dedicated Email:

  skoda.family@skoda-auto.cz

  HR Consulting Center: Quick resolution of HR needs

  Pilot Project: Children's Center Forum (childcare for children

  aged 2–6 years)

  Family-friendly

  policy

  At Škoda Auto, we believe that a happy person starts

  with a happy family – that’s why we support harmony

  between work and family life.

  29

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  Family-friendly

  policy

  Part-time jobs, shared job positions,

  work under an agreement to complete

  a job/to perform work contracts

  Remote work and flexible working

  hours

  Benefits for Families

  Daycare and childbirth contributions

  Multisport cards, contributions to pension savings

  and recreation

  Support for Education

  ‘Digital Parent’ programme, e-learning, and language courses

  Collaboration with Czechitas on digital skills

  Flexible Work

  Conditions

  Škoda family

  30

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  Our goal in the field of age diversity is to support collaboration

  between generations, ensure equal opportunities, and adapt

  working conditions so that each age group can fully utilize its

  potential and contribute to the company’s success.

  Workshop at Škoda Auto University

  with benchmarking companies

  EDU Week: Focused on generations

  Social Week: Podcast on family coexistence across

  generations

  GenZ Workshops: Created by interns and trainees

  Generational perspectives on prejudices

  Intergenerational thinking: What connects us

  & divides us

  Events and Workshops

  Generational

  Collaboration

  Health Days: Prevention & Support for

  employees of all ages

  Ergonomic Workplaces: Improving working

  conditions with ergonomics & work physiology

  Key Benefits

  31

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  Tools

  Generational

  Collaboration

  Data Steering in Power BI

  For the first time, we’ve launched a dedicated

  working group to explore best practices in age

  management. Additionally, we’ve supported a

  relevant research project carried out by an intern

  as part of his final thesis.

  32

  Regular workshops with actionable outcomes

  Strategy development for managing age diversity in the

  upcoming period

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  Škoda Auto focuses on supporting growth, opportunities,

  and individuality for all employees, regardless of their health

  condition or social situation.

  Individual Capabilities

  Pillars

  Sheltered/Profile Centre

  Education

  News for 2024

  Roundtable on employment of people with

  disabilities – Vodafone

  Opening the topic of Neurodiversity: ADHD

  Inclusive Laurin & Klement Kampus: Ensuring

  accessibility and support for diverse needs in

  collaboration with Revenium

  Internal workshop on updates in the field

  of People With Disabilities (PWD)

  SDG Award for the Sheltered/Profile

  Centre

  33

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  Škoda Auto supports diversity and inclusion. We

  respect and uphold the rights of LGBT+ individuals

  and strive to create a safe and fair environment

  for everyone, regardless of their sexual orientation

  or gender identity.

  LGBT+

  34

  New in 2024

  Collaboration with External Partners

  Participation in the Prague Pride festival

  and charity run Fun&Run

  Premium partner of the Pride Business

  Forum

  Ongoing initiatives led by the

  Škoda Proud employee group

  Pillars

  Pride Month

  LGBT+ communication: flag symbols at Škoda Auto

  Third-time partnership at the Prague Pride festival,

  featuring the Škoda wind ensemble

  "Big Step Forward" Award

  Prague Pride 2024

  Pride Business Forum Hero Award – to

  Martina Zimmermann

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  At Škoda Auto, we embrace diverse perspectives and

  experiences as a source of innovation, creativity, and better

  decision-making. A culture of inclusion helps us understand

  global markets more effectively, adapt to change, and drive

  sustainable growth.

  Diverse mindset

  Activities and Events 2024

  Inclusive language in Škoda Auto documents

  Cross-market knowledge sharing within the VW Group

  and across Czech companies

  E-learning on Unconscious biases

  University and secondary school partnerships

  Support tools for implementing diversity

  and inclusion within teams (Nudge Management)

  Role-model program: an initiative designed

  for leaders across VW Group brands

  Škoda Leadership Model: a tool for

  leaders and leadership development

  Diversity Communication Workshop,

  led by Škoda’s D&I team for the VW

  Group

  35

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  At Škoda Auto, we believe that every person is unique, and their personal contribution has key value.

  The "You" dimension supports an environment where everyone can be themselves, develop their potential,

  and bring new perspectives.

  You

  Activities and Events 2024

  Personalised consultations for individuals and teams

  Tailored counselling and collaboration based on employees’ needs

  Škoda Uniqueness Programme: sharing stories through a photo/video

  campaign

  European Diversity Month: under the motto ‘Škoda Auto: A Place

  for Everyone’

  New in 2024

  Workshops:

  Domestic violence

  How not to discriminate

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  Video for Mac users

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  Škoda Proud

  Internationals@Škoda

  WomeN@work

  2024

  Employee Resource Groups

  Our employee groups, also known as ERGs (Employee Resource Groups), were established to strengthen inclusion

  and diversity within the company, providing employees with a space for sharing, development, and support, while also

  helping us better understand their needs.

  95 members 248 members 485 members

  37

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  38

  Škoda Proud

  Activities

  Educational Initiatives

  Škoda Proud is an employee group for all employees – for

  LGBT+ colleagues as well as supporters (so-called allies). Its

  goal is to build bridges across the company and create an

  inclusive work environment.

  Organized more than 10 educational activities

  Digital platform Degreed: Developed an internal learning path

  on LGBT+ diversity and inclusion

  Collaboration with Pride Business Forum: Development

  of the Change from Below guide, panel discussions

  at a conference on well-being and mentoring

  Lectures on LGBT+ diversity at universities and companies

  Collaboration on internal corporate campaigns

  Prague Pride Festival: Networking, picnic in Pride Village,

  participation in the rainbow parade through Prague

  May 17 – International Day Against Homophobia

  & Transphobia: Panel discussion on support and mutual

  respect at work

  FUN&RUN: Charity run against homophobia

  Pub Quiz with ERG Pride@Novartis

  Brewery tour at Pilsner Urquell with ERG Shine As You Are

  Beer & Talk: Regular informal meetups

  Hiking trips: Jizera Mountains, Kokořínsko

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  Internationals@Škoda

  Internationals@Škoda is an employee group focused

  on supporting and integrating international employees at Škoda

  Auto. It facilitates their integration and professional growth

  through cultural exchange, networking, and building an inclusive

  work environment.

  Support during onboarding of international

  employees

  Providing information about benefits available

  Assistance to international employees with financial

  processes

  Regular meetings with Internationals ERGs

  from other VW Group brands

  Collaboration with other ERGs at Škoda Auto

  Engagement with local communities

  Activities

  Events

  Coffee Time

  Hike&Share

  2nd Anniversary

  Back to Office BBQ & Cocktails

  Bowling Night 2024

  Christmas Market

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  WomeN@Work

  Teams platform: A dedicated space for

  discussions, sharing insights, and engaging with

  fellow members

  Established in 2024, WomeN@Work is the third employee

  resource group at Škoda Auto. It focuses on key topics such as

  women’s career development, intergenerational dialogue, work-

  life balance, parenting, and overall well-being. While the primary

  aim is to support women, men are also welcome as allies in

  fostering an inclusive and equitable workplace.

  Activities

  Career development lecture: Guidance

  on career progression and professional

  growth at Škoda Auto

  Interview with Vladislava Stieblingová:

  Insights from a Paint Shop Supervisor on

  leading a team in a technically demanding

  environment

  Networking breakfast meetings: Building

  a supportive community in an informal

  work setting

  40

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  Areas at Škoda Auto

  41

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  Diversity in Area G

  (Board Chairman)

  42

  Corporate Sustainability

  Explore more in the latest Sustainability Report 2024

  Governance, Risk & Compliance

  Definition and implementation of the integrity & compliance principles

  in relevant processes

  Updating the code of conduct Our Code incl. the use of inclusive

  language

  Implementation of new training Human Rights

  Communication & Mentoring

  Internal and external communication on diversity and inclusion topics

  Continuous support for talents and mentoring programs

  Initiatives: Škoda Hackathon 2024

  Meeting colleagues from various departments, with diverse expertise,

  experience, ages, and nationalities, to collaboratively develop solutions

  for projects addressing current trends/challenges. Initiative focused

  on innovation and agility, supported by the CEO and members of the

  board from areas F and S

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  A dedicated working group of 13 people

  focused on key diversity topics, including:

  Empowering Women: Hosting the Women

  and Vision III event on April 18, 2024,

  exploring the topic ‘Inner Harmony of

  Women’

  Gender Diversity: Organising the People

  and Vision I event on 31 October 2024,

  discussing ‘Masculine and Feminine

  Principles’

  Plan for pilot projects on Age diversity

  for 2025

  Diversity in Area F

  (Finance, IT and Legal affairs)

  43

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  Event – Meeting of talented women in the area V

  Date and Location: 18 June 2024, STC Kosmonosy

  Topics: Personal branding and career management

  Key Speaker: Alena Huberová – external coach

  and lecturer in women's leadership (She Leads programme)

  Programme highlights:

  Interactive discussion with mentors

  Lecture focused on women's leadership and personal

  growth

  Participant Feedback: Rated 4.8 out of 5 (based on 23

  reviews)

  Diversity in Area V

  (Sales and Marketing)

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• Page 45

  Workshop for Employees: Intergenerational Cooperation

  and AI in Practical Use, Intercultural Management

  Area P Talent Meet-up

  Shared Job Positions for Parents During/After Parental Leave

  Development into management

  Collaboration on Škoda Women’s Day

  Buddy Talk with Colleagues on Parental Leave

  Collaboration with Universities and Vocational Secondary

  Schools

  Events for Interns, Health Days

  Special formats for discussion: Happy Meetings, Meet

  and Walk, Open Talk with board member

  Mentoring

  Diversity in Area P

  (Production and Logistics)

  45

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  Survey Event: Organisation and execution of a large-scale

  survey in Area E, Škoda Technical Development, as an attractive

  employer

  Support for Talents: Mentoring and group coaching

  Girls Day: Encouraging girls to explore careers in technical fields

  and challenging stereotypes

  Diversity Community Meet-up: Featuring Dr Neft, Board

  Member for Technical Development, as patron of the December

  Diversity Community Meet-up

  Meet & Greet 2024: Informal staff gathering to foster

  collaboration and inclusivity

  Project P.O.K.E.C.: A series of informal networking events

  aimed at strengthening relationships between departments,

  fostering connections, and improving communication

  Diversity in Area E

  (Technical Development)

  46

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  Diversity in Area S

  (People and Culture)

  47

  A team overseeing diversity, equity, and inclusion,

  managing strategic changes in corporate culture

  Ensuring fair compensation and equal access to benefits,

  projects focused on improving working conditions and

  workplace relationships

  Recruitment with a focus on diversity and equal

  opportunities, support for integration and employee care,

  including foreign workers

  Implementation of inclusive processes in HR management

  Employee development

  Ergonomic support and prevention ensuring a safe

  and healthy work environment

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  Diversity in Area B

  New community: B-Diverse

  Organizing training sessions and cooperation

  with universities, inspiring lectures supporting education

  and growth

  Informal conversations with supervisors, mentoring,

  integration of new employees, multiculturalism, workshops

  Seminars and events focused on a healthy lifestyle and

  mental health, including forms of work

  Activities aimed at providing support and assistance

  in various situations

  Shorter working hours and flexible forms of work, support

  for integration after returning from parental leave

  The community presented itself at the Townhall

  of B Area, including a promotional video

  (Procurement)

  48

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  Škoda Auto Across Regions

  49

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  50

  Introduction

  Diagnosis:

  Conducted a survey focused on the advantages

  and disadvantages of working in our company

  Discussions within focus groups with women

  and managers

  Working on an action plan based on the findings

  Engagement:

  Community support: Tree planting

  Guest speaker: Kavita Kaushik, Head of Quality

  and Six Sigma at Cummins

  Mentor certification: 3 certified mentors

  (AGM level and above)

  Development:

  Lead to Leap: Mentoring program

  for female leaders

  Financial literacy workshop

  India

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  51

  Introduction

  Celebration of International Women’s Day

  Support for the Children’s Home in Bernolákovo

  Talent Management Programme and pathways

  to leadership

  Support for Employees on Maternity

  and Parental Leave

  Ongoing collaboration

  Career development opportunities

  Inclusion in company events during parental

  leave

  Gradual return-to-work programmes to ease

  the transition

  Slovakia

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  New page for our employees with all essential

  information

  The company’s, brand’s, and organisation’s

  goals in the area of gender and internationality

  A comprehensive definition of diversity

  Five core pillars guiding our diversity vision

  Rotation of job positions for women:

  Focused on women in leadership positions

  with the same qualifications

  Our Goals in the Field of Diversity

  Focus on aspects such as gender or internationality takes a back seat in favor of

  emphasizing talent and experience (i.e., targeted quotas until a critical mass is

  reached)

  Transparent HR processes that guarantee equitable opportunities for all

  Brands, regions, companies, locations, and professional fields actively support and

  manage diversity in line with their business mission

  Reflecting diversity in company culture, communication, and advertising

  Germany

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  ESG

  and Diversity

  In the past year, Škoda Auto participated in an independent

  ESG rating organized by the Faculty of Business

  Administration at the Prague University of Economics

  and Business. The company ranked among the top ten

  in the Czech Republic in the field of sustainable

  development.

  91 %

  Overall

  ESG Rating

  Score 2024

  ESG (Environmental, Social, Governance) rating is

  a comprehensive approach to evaluating companies,

  encompassing environmental sustainability, social

  responsibility, and governance quality.

  Diversity, Equity, and Inclusion (DEI) are key elements

  of the social pillar.

  53

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  ESG

  and Diversity

  54

  84%

  DIVERSITY, EQUITY, INCLUSION 94 %

  The overall rating for the specific area of Diversity, Equity, and Inclusion (DEI) for Škoda Auto achieved an above–average score of 94%.

  The average benchmark of all participating

  companies in the ESG rating reached a total value

  of 51% in the social pillar.

  Škoda Auto's final score in the social pillar reached

  a total of 84%.

  SOCIAL PILLAR

  The horizontal black line in the chart represents the average value across the companies in the sample.

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  Škoda Auto

  84 (max 100)

  85 (max 100)

  Škoda Auto: Men

  85

  87

  Škoda Auto: Women

  85

  85

  Škoda Auto:

  Senior Management

  91

  90

  Škoda Auto: Management

  85

  86

  Škoda Auto: Tarif

  employees

  84

  85

  7,075

  participants

  in the survey

  CMX (Culture Mindset Index)2024

  “I am treated fairly at work

  regardless of my nationality, gender,

  religion, sexual orientation, health

  abilities, opinions and beliefs. ”

  Diversity** (2024)

  Diversity* (2023)

  *Company results in CMX 2023, ** Company results in CMX 2024

  Diversity and inclusion generally achieve some

  of the highest scores in the survey. However, there

  are still critical topics that require our attention:

  Business case for diversity

  Forced multiculturalism

  Excessive pressure on D&I

  LGBT+ support

  Overly intensive support for women in management

  55

  CMX is an annual employee survey that assesses the perception of corporate culture across all values.

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  PARTNERS IN CRIME

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  Škoda Auto

  Diversity

  & Inclusion Team

  Theresa Necker

  Head of Transformation

  Karel Kohout

  Specialist Diversity

  Martina Zimmermann

  Expert Coordinator Diversity

  diverzita@skoda-auto.cz

  Part of the SX – Transformation Department

  57

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  INTERNATIONALS

  AVERAGE AGE

  42.1

  Initial discussions on Women

  in Management Targets

  14.1 %

  14.0 %

  39.4

  Diversity seen as a “trendy” stand-alone topic

  One HR position dedicated to Diversity

  & Inclusion

  Family Day

  WOMEN IN MANAGEMENT

  20.4 %

  Several topics were a taboo

  Inclusive work environment for all

  Diversity Community with hundreds of

  colleagues driving initiatives across all areas

  Recognized as an LGBT+ friendly employer,

  Main Partner of Prague Pride Festival

  Actively managing the talent pipeline across

  areas, development programs, training,

  setting area targets, meeting VW Group

  commitments

  Family-friendly policy as a holistic approach

  LOOKING.. ..5 YEARS

  15.2 %

  58

  ..BACK ..

  2019 2024

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• Page 59

  ADHD – Attention Deficit Hyperactivity Disorder (a neurodevelopmental disorder characterized by inattention, hyperactivity, and

  impulsivity)

  AI – Artificial Intelligence

  CMX – Culture Mindset Index (refers to the overall satisfaction of culture by employees at Škoda Auto)

  D&I - Diversity and Inclusion

  DEI – Diversity, Equity, and Inclusion (initiatives aimed at fostering diverse and inclusive workplaces)

  EDU – Internal training program

  ERGs – Employee Resource Groups (voluntary, employee-led groups that promote diversity and inclusion within organiations)

  ESG – Environmental, Social, and Governance (criteria used to assess a company’s sustainability and ethical impact)

  HR – Human Resources

  KPI – Key Performance Indicator (a measurable value that demonstrates how effectively an individual or organisation achieves

  objectives)

  LGBT+ – Lesbian, Gay, Bisexual, Transgender, and other identities (an umbrella term for diverse sexual orientations and gender

  identities)

  PBF – Pride Business Forum

  PWD – People With Disabilities (a term referring to individuals with physical, mental, or sensory impairments)

  VW Group – Volkswagen Group

  List of abbreviations

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