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Diversity report 2019

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    ŠKODA AUTO
    DIVERSITY
    REPORT 2019

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    1
    INTRODUCTION

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    1

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    Dear colleagues,
    this annual diversity report is being published during the time, when the world economy,
    including the automotive industry, is facing enormous challenges. On the one side, history
    has proven that the economy runs in cycles of recession and economic growth, but on the
    other side, nobody could have predicted the reason and extent of the current crisis. Our
    company is being pushed to its limits, but the successful companies don't just accept the
    situation, they  nd the opportunities that rise from the crisis. We are facing a signi cant
    number of challenges we have to focus on, and that drives us to even further develop our
    company's culture.
    The same way we are trying to o er our customers a more comprehensive range of our
    products, we are trying to have a greater variety in the  eld of human resources. Diversity
    is about not only gender, skin color, or nationality. It is about developing our full potential
    regardless of individual di erences and overcoming obstacles.
    Our ŠKODA family currently counts over 43 000 employees worldwide. That includes
    over four thousand international employees working in our locations in the Czech
    Republic and other thousands employed abroad in China, Russia or in India, where ŠKODA
    took over the responsibility for the region.
    Contemporary trends in the automotive industry change our view on mobility; they also
    challenge us to keep our position as a most attractive employer in the Czech Republic.
    A strong company culture that reacts to trends de ned by current generations helps us
    positively in uence the lives not only of our employees but also our customers. That's
    why it' s essential to open our minds to new ideas and create such an environment that
    helps diverse innovation to rise. Diversity helps us to achieve better business results, to
    make better decisions focused on our customers as their needs and appeals are diverse.
    We need innovative colleagues with various backgrounds and origins to have deeper and
    broader view.
    In the year 2019 we took many steps toward reaching our goals in the matter of
    diversity and inclusion. This annual report will introduce the activities as well as the
    discussions we held with the society, and how all the work of our employees engaging in
    diversity projects has helped us grow into more inclusive employer.
    Sincerely,
    Bohdan Wojnar

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    DIVERSITY IS A
    TOP PRIORITY
    FOR THE
    WHOLE
    VW GROUP
    Cultural
    Change
    Initiative VW
    Together
    2025
    Strategy
    Diversity
    Index
    Long-term
    sustainability
    strategy

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    T4I, corporate values
    Ethical Codex
    Management
    Advance
    Program
    VW Diversity Community
    Monitor
    recommendations

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    DIVERSITY AT ŠKODA
    ŠKODA AUTO is committed to equal opportunities, regardless of ethnicity,
    race, gender, disability, ideology, religion, nationality, sexual orientation, social
    background, or political aliation, insofar as these are based on democratic
    principles and tolerance towards those with dierent beliefs.
    EQUAL OPPORTUNITY AND EQUAL TREATMENT
    Equal opportunities and the same treatment are vital cornerstones of a
    fair, unprejudiced, and open approach. The Volkswagen Group encourages
    respectful cooperation in a spirit of partnership, diversity, and tolerance.
    That is how we achieve a maximum degree of productivity, competitive and
    innovative capability, creativity, and eciency.
    We embrace diversity, actively encourage inclusion, and create an
    environment that fosters each employee’s individuality in the interests of
    the company. We create an environment where everyone is being heard
    and contributes. As a matter of principle, our employees are selected and
    supported based on their qualications, skills, and personal integrity.
    Many studies from the last few years show that diversity inside of teams
    helps to achieve better results. In the context of business, it helps us to make
    better decisions towards our customers as their needs and appeals are very
    diverse. To provide what is required, we need innovative colleagues that come
    from a dierent environment and bring to the company their rich experiences
    that help us get a broader view.

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    DIVERSITY TEAM 
    The need for diversity in tech companies doesn’t come to us as a surprise.
    That's why ŠKODA AUTO needs a strong community of people that are
    helping company culture to be more open and inclusive.
    The main leader of this initiative is Jana Šrámová, Head of Operative HR
    Care, Digitalization, and HR 4.0.
    When it comes to diversity strategy and operation, the SB/5 team is
    responsible for one of the company's most strategic pillars of the brand's
    values.
    The team SB/5 (Transformation and HR 4.0) tracks the latest trends in human
    resources, their identication and implementation. They combine the strategic
    initiatives of the VW Group and ŠKODA AUTO in the eld of HR. An integral
    part of the team's activities is also HR innovative solutions and process
    optimization (SVP). On top of that, team SB/5 also develops the topic of
    diversity. SB/5 communicates these important topics. They identify external
    trends and recognize the best practice for the company.
    The team is led by Miroslav Jedlička, who coordinates a group of specialists.
    ŠKODA AUTO also has its HR Diversity specialist, Jan Kotík, who is
    responsible for development of diversity-related topics.
    Supporting diversity and inclusion topics is a company-wide eort. In every
    area, there are diversity teams that help develop initiatives and programs.
    Diversity is a TOP priority for ŠKODA AUTO and helps us succeed.
    Thank you for your contribution!

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    GENDER BALANCE
    We aim to engage more women across the
    whole company, develop their careers, and
    help them achieve their goals. That's why we
    focus on supporting girls during their school
    years or a program to reintegrate parents after
    maternity or parental leave. We emphasize the
    education of talented women who will become
    managers.
    ORIGIN AND CULTURE
    We support the internationalization of
    management and teams. Our customers come
    from many culturally diverse markets. The
    current business environment requires a deep
    understanding of socio-cultural dynamics and
    the nature of each market. Understanding our
    customers, their aspirations, and their needs are
    fundamental to succeed and stay competitive.
    DIVERSITY DIMENSIONS
    AT ŠKODA AUTO

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    GENERATION COOPERATION
    Each generation of employees brings a dierent
    perspective on topics such as digitalization, cooperation,
    and diversity. Each generation can be distinguished by
    its work approach, preferred leadership style, but also
    by perceiving the working environment dierently.
    INDIVIDUAL CAPABILITIES
    At ŠKODA AUTO, we have six sheltered centers
    within our plants, where we employ more than 350
    disadvantaged people. The project has existed since
    2001 to help employees who cannot perform their
    tasks to full extend because of their health or social
    situation. ŠKODA AUTO, in collaboration with the social
    partner KOVO UNIONS, strongly supports social policy
    beyond the requirements set by legislation.
    DIVERSE MINDSET
    An innovation comes along with people, their
    experience, and a dierent view of the world.
    Understanding and personal commitment to the
    principles of diversity are the foundation of business
    success. And it might as well be the key to the
    satisfaction of our employees, our customers, and the
    public. Every leader at ŠKODA AUTO is reponsible for
    creating psychologically safe work environment.

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    DIRECT
    EMPLOYEES IN TOTAL
    22,057
    2018: 21,454
    GENDER BALANCE
    Men and women employed at
    ŠKODA AUTO in the
    Czech Republic
    2019 Diversity Statistics
    women
    4,355
    19.7%
    2018: 4,245 19.8%
    men
    17,702
    80.3%
    2018: 17,209 80.2%

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    INDIRECT
    EMPLOYEES IN TOTAL
    11,824
    2018: 11,284
    9,277
    78.5%
    2018: 4,245 78.6%
    2,547
    21.5%
    2018: 2,146 21,48%
    595
    85.9%
    2018: 567 87.1%
    98
    14.1%
    2018: 84 12.98%
    MANAGEMENT
    EMPLOYEES IN TOTAL
    693
    2018: 651
    women
    4,355
    19.7%
    2018: 4,245 19.8%

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    AFRICA
    4
    Algeria,
    Tunisia
    AMERICA
    10
    Canada, Cuba,
    Mexico, USA
    COUNTRY OF ORIGIN
    Foreigners at ŠKODA AUTO
    in the Czech Republic
    2019 Diversity Statistics

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    EUROPE
    4627
    ASIA
    86
    Austria, Bosnia and
    Herzegovina, Bulgaria, Belarus,
    Germany, Estonia, Spain,
    Finland, France, Switzerland,
    Georgia, Greece, Croatia,
    Hungary, Ireland, Italy,
    Lithuania, Moldavia, North
    Macedonia, Poland, Romania,
    Serbia, Russia, Slovenia,
    Slovakia, Turkey, Ukraine,
    United Kingdom
    People's Republic
    of China, India, Iraq,
    Iran, Jordan, South
    Korea, Kazachstan,
    Mongolia,
    Singapore, Syria,
    Uzbekistan,
    Vietnam

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    men
    3,604
    88.3%
    women
    476
    11.7%
    DIRECT
    EMPLOYEES IN TOTAL
    4,080
    2018: 3,850 in total
    GENDER AND ORIGIN
    Foreigners at ŠKODA AUTO
    in the Czech Republic
    2019 Diversity Statistics

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    men
    521
    80.3%
    women
    128
    19.7%
    INDIRECT
    EMPLOYEES IN TOTAL
    649
    2018: 593 in total
    men
    102
    86.4%
    women
    16
    13.6%
    MANAGEMENT
    IN TOTAL
    118
    2018: 117 in total

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    AGE AND
    GENERATIONS
    2019 Diversity Statistics
    Generation Z
    18-25
    8.0%
    Generation X
    41-55
    39.8%
    Generation Y
    26-40
    43.5%

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    39.4
    Average age of
    ŠKODA AUTO
    employees
    Baby boomers
    55+
    8.7%
    Generation X
    41-55
    39.8%

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    2
    DIVERSITY IN
    THE CZECH REPUBLIC

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    SITUATION IN
    THE CZECH REPUBLIC
    2019 was one of the most successful years for the Czech labor market.
    The Czech Republic steadily keeps the lowest unemployment rate in Europe,
    and it' s the low availability of people that could help create a more diverse
    environment in companies. Corporations lead a war for talents on and o the
    market. This is a trend we've seen throughout Europe.
    HOW IS THE CZECH REPUBLIC DOING
    IN TERMS OF DIVERSITY?
    The Czech Republic still has the lowest percentage of employed women with
    children under the age of 6 years and also the lowest number of women in
    leadership positions and politics. And it’s not the only area for improvement.
    The population is getting older, and 4.5% of people are foreigners.
    Diversity in the work environment is becoming a crucial topic that forces
    companies to re-think their approach to their employees. And the workers
    nd the issue as vital as they are putting pressure on their leadership regarding
    diversity and inclusion. According to Business for Society, it’s the case in 67%
    of companies.

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    BUSINESS FOR SOCIETY
    Business for Society is the largest platform for Corporate Social
    Responsibility in the Czech Republic with the primary goal to lead a discussion
    with corporations regarding ethical company management towards the
    society, employees, customers, and natural environment. They help small and
    big companies to develop their principles of sustainability.
    The main pillars of their activity are the development of human capital
    (work exibility, age management, diversity, talent management), resource
    protection (reducing waste, support of technological innovation) and
    responsible business environment (transparency, dialog with the lawmakers,
    support for communities).
    Business for Society is the biggest partner of CSR Europe and a national
    coordinator of many European programs – such as the Czech edition of
    the Diversity Charter. Also, the organization supports inter corporation
    collaboration to share know-how and help companies to achieve goals that
    are benecial to society.

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    DIVERSITY CHARTER
    In 2019, ŠKODA AUTO became a signatory of the Czech Diversity Charter.
    On the occasion of Diversity Day at the Czech Parliament, organized by
    Business For Society in May 2019, ŠKODA AUTO signed the European
    Diversity Charter among the other 15 companies. Jana Šrámová, our
    HR Executive for Operational Care, Digitalization, and Strategy signed the
    Charter in the name of ŠKODA AUTO and our company could showcase our
    same approach to everyone.
    European Diversity Charter is an employer's initiative focused on promoting
    diversity in companies and institutions. Each employee should be appreciated
    in the same way no matter their gender or gender identity, nationality,
    ethnicity, beliefs or world-view, disability, age, or sexual orientation.
    Czech Diversity Chart currently has 80 signatories who are part of 10,000
    signatories in Europe. Find the charter at diverzita.cz.

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    
    
    We believe that employees‘ competence and skills – as diverse, creative and innovative as possible -
    are a key to the long-term success of our business. In the era of advancing globalisation and social and
    demographic changes, the ability to acknowledge and respect diversity helps us to establish permanent
    relationships with our customers and business partners. 
                 
    + focused on gender diversity only.
    We perceive diversity as a principle that enables people to fulfill their potential irrespective of their
    individual differences. A conscious application of the diversity principle brings acceptance, support and
    further development of individuals’ talents. We also recognise that this approach brings opportunities
    for innovation.
    By signing the European Diversity Charter, we commit to maintaining a workplace environment that is
    open to all, irrespective of their gender, race, skin colour, nationality, ethnic origin, religion, world
    views, disability, age or sexual orientation.
    By taking this step, we wish to contribute to an atmosphere of mutual respect and trust, which will in
    turn have a positive effect on society in the Czech Republic and beyond.
    In accordance with the Diversity Charter, we will:
    1. Develop culture that is based on mutual respect and recognition of individuals’ talents. Top
    management fully endorses and supports the diversity principles and equal opportunities. We
    are committed to creating workplace conditions that will enable all employees to be guided by
    these values and to respect them. The company’s policies and procedures will incorporate the
    diversity principle to enable greater innovation and strategic development.
    2. Support and implement changes that will enable employees to take full advantage of their
    talents and skills while respecting the work-life balance. We understand that every individual is
    different and therefore we strive to align individual potential with efficiency standards.
    3. Promote rules in human resources management that will support the diversity principle, with
    the emphasis on equal-opportunity recruitment, training, career development, assessement
    and promotion, and consideration of personal and family situation of employees.
    4. Actively promote the implementation of Diversity Charter principles within our internal and
    external communication. On regular basis we will present our commitments, actions and
    successes both publicly and towards our employees.

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    BUSINESS FOR
    SOCIETY EVENTS
    As a signatories of the Diversity Charter and
    members of Business for Society we participate in
    many events held by the organisation. During these
    happenings signatories discuss diversity issues and
    Exchange practices from their companies. Together
    we are also challenging a current status quo in society
    often in the presence of political representatives.
    Happenings we participated in last year:
    22. 01.
    TIME TRAVEL: INTERGENERATIONAL DIALOG
    05. 03. WOMEN IN LEADERSHIP PLATFORM
    12. 04. MOTHERS AND FATHERS ARE WELCOMED
    24. 05. DIVERSITY DAY 2019
    14. 06. WOMEN AT THE AGE 4.0
    07. 08. WOMEN IN LEADERSHIP PLATFORM
    09. 10. DIVERSITY 2020
    07. 11. SINGLE PARENTS AT WORK
    05. 11. THE FUTURE IS FEMALE

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    COOPERATION
    WITH CZECHITAS
    In the past four years, Czechitas has become a household name in IT
    education for women. This non-prot organization has been helping society
    to break the cliché that women, IT, and technologies, in general, don’t go
    together. At ŠKODA AUTO, we know this myth needs to disappear.
    IT is still one of the fastest-growing segments on the job market, and new
    positions are opening every day. Yet, still only a few women are graduating
    from technical universities. That’s why we believe we need to oer women
    the opportunity to learn. It is a vital step we need to take for the future if we
    want to have strong IT teams that are capable of working on a wide specter of
    projects, look for Simply Clever IT solutions.
    Cooperation with Czechitas and ŠKODA AUTO has been ongoing for a few
    years now, and it is a collaboration between STR, SB/5, and SE departments.
    This partnership helps the cause to raise awareness of diversity in the
    company in connection to IT and Technical Development.
    In 2019 our partnership allowed for creating a new Czechitas learning center
    in Mladá Boleslav and Liberec to grow a local community of girls, women, and
    children interested in courses like data work, programming, analytics, and
    many more. We accommodated classes in Mladá Boleslav at ŠAVŠ and our
    Inno Cube area. We joined Czechitas at their Job Fair held in Prague and also
    oered our Themenpatenschaften members to join the course for essentials
    of web development.

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    VISIT OF MINISTER
    OF LABOUR AND
    SOCIAL AFFAIRS JANA
    MALÁČOVÁ
    In October, we hosted Czech Minister of Labour and Social Aairs Jana
    Maláčová at Mladá Boleslav to discuss Diversity, equal opportunities and
    alternative forms of work at ŠKODA AUTO. We also touched topic of
    development of Mladá Boleslav region with the support of ŠKODA AUTO
    Endowment Fund, CSR projects, and for example price of the electricity rate
    for charging of referential cars.
    Part of the visit was also meet-up with our KOVO Union and their joint
    visit to our Protected Prole Center when the Minister could meet with
    employees. In the other half, Mrs. Maláčová visited the Museum, where she
    could learn about the rich history of our brand.

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    DIVERSITY AT
    ŠKODA AUTO
    3

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    3

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    Our vehicles are sold in over one hundred countries in the whole
    world. Thats over half of the countries in the world. Each state
    has its history, culture, dominant religion, a socio-economic
    situation, which reects the needs of our customers. And
    nationality still shouldn't be the only focus. We also have to think
    about the age of our customers, gender, and all the other soft
    factors as if they are digital optimists or not.
    We want to oer our Simply Clever solutions to everyone, and
    that's why it‘s so important to include all those factors in the
    process of product creation and development. The opinion of
    each of our employees' matters and pushes us forward. Thanks
    to greater diversity in our teams, we can create products and
    services that serve the needs of the full specter of customers.
    At ŠKODA AUTO, we support diversity by allowing our
    employees to get work experience from abroad, we dedicate
    ourselves to nd the best talents for available positions. We
    reconnect with our employees on parental leave by improving our
    internal communication platforms and through events. We want
    to make sure every candidate or an employee gets equal chances
    to develop their potential, feel safe, and heard. Because of this, we
    can continue to bring our colorful ideas to life and oer products
    that serve people all over the world in their day to day life.
    SITUATION AT
    ŠKODA AUTO
    Central
    Europe
    215,800
    Western
    Europe
    520,500
    TOP 
    MARKETS
    1. China
    2. Germany
    3. Czech Republic
    4. Russia
    5. United Kingdom
    6. Poland
    7. France
    8. Spain
    9. Austria
    10. Italy
    2019 Statistics

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    China
    282,000
    Russia
    88,600
    Eastern
    Europe
    50,200
    Other
    markets
    85,708
    1,242,800
    Total number of cars
    delivered
    to customers
    in 2019
    in 2019

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    THEMENPATENSCHAFTEN
    The rst dimension of ŠKODA AUTO diversity strategy is a “gender-
    balanced” company – supporting women across the entire company. As part
    of the Themenpatenschaften project, each board member is a patron of a
    specic topic and supports a team consisting of a manager and member of a
    talent pool.
    The year of 2019 was an important milestone for Themenpatenschaften
    projects as we launched quarterly meetings where team members can discuss
    progress in their projects. The discussion serves as a consultation of project
    status, but we also hosted interesting speakers Pavlína Kalousová and Jana
    Skalková from the Business for Society. Pavlína spoke about her experience
    as a woman in management, and Jana held a workshop and spoke about good
    examples of diversity from the Czech Republic and Europe.

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    TECHNICAL DEVELOPMENT
    Project owner: Kateřina Vránová,
    Edita Weberová
    INSPIRE WOMEN FOR
    TECHNICAL DEVELOPMENT
    The objective is to analyze the readiness
    of the work environment in technical
    development for women in order to motivate
    them to join management programmes..
    CHAIRMAN OF THE BOARD
    Project owner: Karolína Koláčná
    PROCES FAKOM
    Proportion of Women at decision-making of
    design themes. Strengthening of inuence
    women at decision-making in complete
    process FaKom.
    SALES AND MARKETING
    Project owner: Petra Kučerová
    WOMEN NETWORK
    To create a communication platform and
    networking concept among ŠKODA Women
    PRODUCTION AND LOGISTICS
    Project owner: Kateřina Kramešová
    INCREASE OF FOREWOMEN
    Objective is to develop and support women
    in management and forewomen positions i P
    area
    HUMAN RESOURCES
    Project owner: Anna Beranová
    ŠKODA AS A FAMILY FRIENDLY
    EMPLOYER
    Goal is to keep parents engaged with
    the company while on their parental
    leave and oer them support when they
    return to work
    FINANCE AND IT
    Project owner: Jaroslava Brázdová
    WORK-LIFE BALANCE: SERVICES
    THAT HELP
    Develop and support services that will
    help women talents and managers with
    work-life balance
    PURCHASING
    Project owner:Pavla Krejčí
    WOMEN AND PARENTAL LEAVE -
    REONBOARDING
    Dene what women need during
    parental leave so that teir return to
    work can be easier

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    ŠKODA FAMILY
    Did you know that ŠKODA AUTO has currently about 900 employees at
    maternity/paternity leave? In the context of the Czech Republic, that's about
    the size of one medium company. This number shows that it's quite necessary
    to keep close contact with this community and oer support when it's time to
    return to work.
    That's why the third year in a row, we organized an event ŠKODA Family to
    renew our contact with parents and provide them with current updates in the
    company. Our invitation got accepted by 150 parents who could learn about
    the new benet program Cafeteria, about new ŠKODA Space, many health
    programs, and projects funded by ŠKODA AUTO endowment fund.
    As we wanted to do something special, we introduced a new segment of the
    panel discussion with colleagues working in a shift mode, about their return
    to work. The forum brought up interesting topics like how to align family and
    work-life when both parents are working in a shift mode. The problems that
    changing shifts bring to a family but also about the possibilities of part-time
    jobs or some very sound personal advice about the importance of education
    during parental leave.
    In the more informal part, our parents could visit dierent booths that
    oered information about health program oers, get their u vaccination, talk
    with colleagues from the personal care department. Visitors could also take a
    look at the newest addition to our product line ŠKODA KAMIQ.

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    ŠKODA ACADEMY
    ŠKODA ACADEMY is an entity that manages all the education of our employees.
    They carry the responsibility for strengthening the company culture, and diversity
    is part of that. The main goal for 2019 was to drive the company's culture to bigger
    openness, loosen the traditional hierarchy barriers, and improve collaboration in ŠKODA
    ACADEMY's teams and across the company.
    ROLE MODEL PROGRAM .
    RMP 2.0 is a program introduced in 2019, oering leaders inspiration to improve the
    atmosphere and team collaboration. A catalog with suggestions of activities, which are
    strengthening values anchored in our VW Group Essentials like trust and openness, is
    available to the leaders across the company, giving them ideas on how to improve the
    ways of team cooperation.
    Some activities are Culture for Breakfast, Book your Boss, Happy Meetings, and more.
    From a diversity point of view, the most interesting activities included can be Jr. Talk and
    Meet the Others, which are both focusing on keeping our minds open towards the views
    of others. All the RMP measures lead to improving the trust, honesty, ways in which
    teams cooperate, and also to downsizing traditional hierarchy distances. This shift in our
    corporate culture represents a fundamental condition for us as a company to be able
    to fulll our strategical goals in the future, which are aligned. If we want to get there,
    everyone needs to participate actively.
    MANAGEMENT ADVANCED PROGRAM
    MAP is a newly formed program dedicated to future MK managers to prepare talents
    to deal with strategic tasks in an often changing environment, to help them initiate new
    changes and help build company culture.
    The program has three stages - rst, is Strategy and Innovation. Second, Integrity and
    Diversity, Third, Controlling, and Corporate Processes. Each training also includes the
    specialist or expert for the topic who explains the theory on a real case study from the
    company.
    Absolving this program is required if the talent wants to become an MK level Manager.

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    PREVENTIVE PROGRAM
    FOR DIVERSITY AND
    INCLUSION
    ŠKODA AUTO a.s. Vocational School
    Students of the rst year at the ŠKODA AUTO Vocational School joined
    a program focused on diversity and inclusion called Live Library. In total,
    three workshops introduced them to current social issues through their
    favorite YouTuber or people with real experience regarding the topic. These
    discussions help to prepare the future generation of our potential employees
    to help with the company’s culture.
    FIRST WORKSHOP
    The rst workshop called
    Personal Values - The
    diversity in us a.k.a. it’s not
    only about a gender.
    Students were discussing
    diversity and inclusion from
    the perspective of law,
    unconscious biases, they
    could also learn about how
    the brain and consciousness
    works.

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    The students were encouraged to
    share their personal experiences,
    speak their minds, and they mostly
    showed interest in the topic of
    diversity. We received very positive
    feedback, and it seems these events
    will continue in the years to come. As
    the students are later on becoming
    our employees, this initiative will help us to
    create a sustainable case for diversity and
    inclusion.
    SECOND WORKSHOP
    The second workshop had
    a guest, famous Czech
    YouTube star Johny
    Machette, who discussed
    with the students topics
    like dangers of social media,
    the most common biases,
    potential of learning from
    each other. The workshop
    also included Harvard
    University tests for dening
    its own biases.
    THIRD WORKSHOP
    Interviews with Live Books
    - authentic people with
    authentic experiences -
    converted Muslim, previously
    homeless, people with a
    mental or physical disability,
    transgender.
    The method used was the ocial
    method recognized by the
    European Advisory for dialogs
    and experiences from the rst
    hand with people from a dierent
    environment.

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    OTHER ACTIVITIES
    SUPPORTING DIVERSITY
    GIRLS DAY
    ŠKODA AUTO is the leading partner of International event Girls Day. On
    this day, companies in 16 European countries invite girls to see that there is
    nothing to fear when it comes to working in the technology eld.
    On the contrary, it's one of the most perspective elds to work in.
    Around 40 girls had a chance to visit the production, technical development,
    and meet with our design team. They could try to paint the car in a virtual
    paint shop, work with CNC machines, design a 3D model, or get a ride in
    electro mobile.
    TRAINEE PROGRAM
    Our program for new graduates is one of the oldest in the Czech Republic
    and has diversity at its core. The plan is open to students from all over the
    world to apply and become ŠKODA Employees. To support a diverse mindset,
    the applicants must have previous experience from abroad, for example, from
    the Erasmus program.
    Also, being part of the group of trainees means that people get to participate
    in many activities like being part of project teams focused on support of
    the program. Some members are responsible for CSR, HR Marketing others
    for on-boarding, and in 2019 diversity-focused team Jump-In. The goal of
    the group is to help international trainees to connect them, and create the
    intercultural exchange between dierent nationalities.

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    4
    DIVERSITY AT
    VOLKSWAGEN

  • Strana 57

    4

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    DIVERSITY AT
    VOLKSWAGEN
    We are currently driving into a challenging future for the automotive industry, and
    we want to work on making our business more sustainable for all generations. The
    challenge is signicant, and to fulll this role, we need committed and competent
    employees. Diversity is much more than the advancement of women. It is about having
    the right person in the right place at the right time in the right job – at every level,
    regardless of their cultural background or other attributes.
    We need to not only attract new talent but also retain the current employees. That's
    why creating a diverse work environment where everyone feels safe and included is so
    important.
    What happens when a homogeneous group of people designs and bring a product to
    market? Who do they think of when developing and testing the product? That's right
    – other members of their mono-culture! It's how the Homo sapiens’ brain works. One
    real-life example is the smartwatch, whose heart rate monitor only worked on white skin
    and thus excluded many other target groups with more heavily pigmented skin. Another
    is crash test dummies, which in the past almost always simulated only the male body –
    when a dierent physique, such as that of women, causes very dierent injuries. There
    are numerous examples of how harmful thinking inside the box can be for a company,
    especially one with global operations that deal with very dierent groups of customers.
    What appeared to go well for a long time can give rise to signicant losses – nancial
    and even worse.
    Diversity is an essential pillar in the companys culture, but it is also a matter that we
    have to put in practice in our everyday lives. Not only as a part of our strategy but also
    as part of our humanity.

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    DIVERSITY

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    DIVERSITY WINS
    To entrench diversity in the Group and thus ensure future sustainability, Elke
    Heitmüller, Head of Diversity at Volkswagen AG, along with Benjamin Ramirez,
    Head of Diversity and the Advancement of Women in the Volkswagen Group,
    have launched a program that ensures that we put diversity into practice in
    the Group across all brands and on all continents.
    Diversity managers create awareness of the importance of the topic and how
    successfully it can be managed. They positively inuence other employees
    and build a community that helps to strengthen the values of diversity within
    the whole Volkswagen group.
    This program helps to share know-how and best practices between diversity
    teams throughout the company. The year of 2019 was no dierent.

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    TRAIN THE TRAINER
    WORKSHOP
    In 2019 ŠKODA AUTO organized one of the rst workshops focused on
    diversity in the whole VW Group. The lecturings are part of the Diversity Wins
    @Volkswagen program launched by VW as a support initiative of the strategy
    Together 2025 goal.
    Each company in the group selected their representative to claim the role
    of a trainer, who will become the diversity ambassador. During the summer
    of 2019, these ambassadors were trained by experts from VW AG and
    Porsche Consulting. Those trainers will then organize training within their own
    company according to their cultural environment.
    Understanding the importance of diversity is the elementary premise of
    helping the whole concern succeed.
    The workshop was held during two days in Mladá Boleslav, and we were
    joined by our colleagues from VW Poznan, VW Motor Polska, VW Russia, MAN
    Bus Sp., Ducatti and VW Slovakia.
    The event also gave support to our academic sphere by collaboration with
    ŠAVŠ.

  • Strana 63

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    VOLKSWAGEN
    DIVERSITY CONFERENCE
    IN SALZBURG
    Each year, Volkswagen Group hosts a traditional conference for all members
    of the VW Diversity community. In the year of 2019, the conference was
    held in Salzburg at Porsche holding. At Volkswagen Group's third Diversity
    conference in Salzburg, diversity managers from all over the world discussed
    how diversity is lived out in the Group and what role a safe working
    environment plays in its success.
    DIVERSITY AS A CRITICAL SUCCESS FACTOR FOR THE FUTURE
    Just under 70 diversity managers from various locations and brands
    discussed how successfully this strategy is already being implemented and
    practiced within the Group and what eorts are still needed to increase
    diversity, during Volkswagen Group's third Diversity Conference, held in
    Salzburg from September 5 to 6. After several stops, including the UK and
    Sweden, this time, it took place at the invitation of Porsche Holding GmbH,
    based in Austria.

  • Strana 66

    This year's focus was on the exchange of knowledge and best practice
    examples from dierent brands and locations to learn from each others
    successes and mistakes.
    Volkswagen Board Member for Human Resources Gunnar Kilian was
    enthusiastic about the spirit of the conference and underlined the importance
    of a diverse corporate culture for Volkswagen Group: "We need more eort
    focused on diversity throughout the Volkswagen Group. Diversity is one of
    our key success factors for the future, so that we can use the potential of
    very dierent people in all their dierences – whether nationality, gender, or
    sexuality – for the benet of the company."
    Just how important this topic is to him is shown by the fact that the Group's
    Diversity and Women's Advancement Team will be reporting to him personally
    from October. "Thanks in part to Elke Heitmüller and her team, we have made
    signicant progress in recent years, and I am convinced that the team I met
    here will make 'Diversity wins' a reality within the Volkswagen Group."

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    “OUR SISTER BRANDS”
    As the importance of diversity grows within the whole Volkswagen group,
    we can see increased number of projects dedicated to improving inclusion
    and equality. The 2019 Conference was a great source of inspiration when it
    comes to Diversity projects.
    SCANIA
     HIGHLIGHTS
    Competence mapping In one entity, SCANIA tested and mapped the
    competencies of all employees. The person scoring highest in the numeric
    test was a receptionist in Gdansk, who is currently working in CFO oce.
    Skill capture Revisit A sturctured way to support the momentum in the D&I
    journey (every 6 months we revisit the management teams to measure the
    temperature, capture the best practices and suggest next steps.
    Cross-functional team In order to cut cost, instead of just focus on your own
    department, a cross-functional team of dierent departments and dierent
    competencies was formed. With the dierent perspectives a list of 120 ideas.

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    AUDI AG
    Diversity Parkours in Ingolstadt "We live diversity" is a corporate principle and a
    strategically important topic for Audi. With the help of the Diversity Parcours we want
    to sensitize employees from all business areas to the topic. The aim of the project is that
    the participants playfully approach the topic of diversity, question their own thinking
    patterns and (unconscious) prejudices and understand the diversity in themselves, in
    the team and in the organization. Each station appeals to dierent senses. In a reection
    phase at the end of the course, the participants exchange their own experiences with
    thought patterns and their role in relation to diversity. The course also promotes a non-
    discriminatory work environment at Audi.
    SEAT
    Gender Diversity Online Training 3 Diversity and inclusion awareness trainings created
    to provide the necessary tools to the Seat Equality Commission.
    Women @SEAT Group of women who represent dierent areas of the company and
    who analise the women’s role into the organisation and create new iniciatives
    Diversity Statement in job posting Introduction of a Diversity Statement in all job
    postings that recognize SEAT as a Diversity employer
    VW GROUP SWEDEN
    Mentor Him - All male members in Board of Management have a female mentor to help
    them see the world from a dierent perspective
    Survey to all employed women in the organisation In order to attract more women,
    the ones who already work for us are a great source to understand what to improve.

  • Strana 72

    5
    DIVERSITY IN 2020

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    5
    DIVERSITY IN 2020

  • Strana 74

    DIVERSITY IN 
    We know that discussion about diversity needs to continue throughout the
    years, and even if we meet our goals and expectations, we again will want to
    move forward.
    So for the year 2020, we plan to continue the education of managers and
    team leaders throughout the whole company. We are launching trainings as
    part of the Diversity wins @ Volkswagen Group initiative.Other than that,
    we also want to work closely with our board members as they can act as
    role-models when it comes to equality and inclusion. Our collaboration with
    Business for Society continues, and we strengthen our bond with becoming a
    golden partner of the Czech Diversity Day. We will be the main speaker at the
    European Diversity Day 4.0 in the Czech Parliament.
    We hope that this year will bring us closer to creating equal opportunities
    for all our employees and the potential candidate so we can create a colorful,
    energetic, and innovative work environment.

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    Back
    Cover
    Made by SB/5 department
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Škoda GreenFuture

Green Future

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