Encouraging diversity within our workforce

As a responsible company, we are committed to encouraging diversity within our workforce

We have established clearly defined processes and criteria and share transparent information about developments.

People bring with them an array of different experiences, perspectives and skills. In a global company, people from many different backgrounds, with different ways of working and life paths, come together. Diversity is therefore an integral part of our working environment and, at the same time, a responsibility we face anew as we work together each day.

For us, encouraging diversity means creating fair and transparent conditions and taking different perspectives into account. Transparent processes, objective criteria and readily available information form an important basis for this.

We continuously monitor the development of our workforce and use metrics and other information to provide a clear picture of relevant trends. In this way, we create the basis on which diversity can be systematically assessed and developed further.

Supporting equal opportunities through transparent processes

Clear criteria create transparent framework conditions

Diversity can flourish where people are given fair opportunities, regardless of their personal characteristics and backgrounds. This requires transparent processes and clear criteria that ensure decisions are as objective as possible.

We therefore work in line with defined processes and standards which are relevant to aspects such as recruitment, development and other HR decisions. The aim is to base decisions on transparent criteria and limit any potential disadvantage.

Accordingly, we create an environment where people from different backgrounds can contribute their experiences and skills and develop professionally.

Making diversity visible

Systematically encouraging diversity requires clear visibility of progress. Key metrics help assess the composition of the workforce, track changes over time and identify potential areas for action.

Digital analytics make it possible to consolidate relevant information in a structured way and to analyse developments across different locations and organisations. The data obtained in this way can serve as a basis for further work on diversity and equal opportunities.

Case study: Diversity dashboard

Wilo uses a global diversity dashboard to provide transparency regarding key metrics on diversity in the workforce. This makes it possible to track the development of selected diversity indicators and assess them over time.

The systematic preparation of the data provides a basis for dialogue with leadership and management, and helps highlight developments and focus on potential areas for action. This example illustrates how digital transparency can support a systematic examination of diversity.

Fostering diversity in day-to-day working life

Our values make diversity a reality

At Wilo, diversity is reflected not only in our different experiences and perspectives, but also in the way we work together. Fairness, respect, passion, responsibility and integrity form the framework for our collaboration. International teams, different specialist areas and cross-border projects bring people and perspectives together. A respectful and fair approach creates space for different perspectives and shared learning.

In this way, diversity becomes an integral part of our day-to-day collaboration, underpinned by our values and put into practice in teams, projects and our personal interactions.

Targeted support for talent

Advancing equal opportunities – in leadership, too

Diversity affects every level of an organisation. This also includes the question of how different talents are developed and prepared for future leadership roles.

Through targeted development programmes, Wilo creates opportunities to build skills and further develop career prospects. Digital skills and new technologies are also playing an increasingly important role in this regard.

Case study: She Leads

Through its ‘She Leads’ talent programme, Wilo provides targeted support for women in junior and management roles in the AMEA region. The programme brings together leadership development and skills for a changing world of work, including digitalisation and artificial intelligence. Participants have the opportunity to further develop their leadership skills and engage with current technological and business issues.

The programme is a concrete example of how targeted development initiatives can be used to support women within the organisation.

Diversity and new technology, hand in hand

Different perspectives matter for AI, too

Artificial intelligence is transforming work processes and decision-making. To ensure that new technologies are used responsibly, it is important to consider different perspectives and experiences during their development and application.

Particularly in the context of AI, diverse teams can help take different usage scenarios and potential issues into account at an early stage. The key point here is that technological possibilities must be linked with human responsibility.

Diversity and a human-centric approach to technology are therefore closely connected; particularly where new digital applications are integrated into everyday working life.

Transparency and dialogue lay the foundations for change

Diversity is not a state that is achieved once and is then complete. The composition of workforces, working practices and social conditions are constantly changing.

That is why we regularly review relevant developments, provide transparency regarding selected key metrics and use the insights gained from them as a basis for our future development.

In this way, we establish a connection between transparent processes, objective criteria and ongoing dialogue, thereby creating a framework in which diversity within our workforce remains visible and can continue to develop.