Encouraging diversity within our workforce

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

We have established transparent processes and objective criteria, and we make the results transparent and accessible at all times.

People bring different experiences, perspectives, and capabilities. In an internationally active company, many different backgrounds, ways of working, and life paths come together. Diversity is therefore a fixed part of our working environment and at the same time a task that must be addressed again and again in daily interaction.

For us, promoting diversity means creating fair and understandable framework conditions and including different perspectives. Transparent processes, objective criteria, and available information provide an important basis for this.

We continuously review the development of our workforce and make relevant developments understandable through key figures and further information. In this way, we create a basis on which diversity can be considered and further developed systematically.

Supporting equal opportunity through transparent processes

Clear criteria create understandable framework conditions

Diversity can develop where people are given fair opportunities regardless of personal characteristics and backgrounds. This requires transparent processes and understandable criteria that make decisions as objective as possible.

We therefore work with defined processes and standards that are relevant, among other things, for recruiting, development, and other HR decisions. The aim is to base decisions on understandable criteria and reduce potential disadvantages.

In this way, we create a framework in which different people can contribute their experience and capabilities and develop professionally.

Making diversity visible

Key figures help make developments visible

A systematic approach to promoting diversity requires that developments can be seen. Key figures help in examining the composition of the workforce, tracking changes over time, and identifying possible areas for action.

Digital analyses make it possible to bring together relevant information in a structured way and to examine developments across sites and organizational units. The data generated in this way can serve as a basis for further work on diversity and equal opportunity.

Practical example: Diversity dashboard

With a global diversity dashboard, Wilo makes relevant key figures on diversity in the workforce transparent. The development of selected diversity indicators can thus be tracked and reviewed over time.

The systematic preparation of the data creates a basis for exchange with managers and those responsible and helps make developments visible and consider possible areas for action more specifically. The example shows how digital transparency can support a systematic engagement with diversity.

Enabling diversity in everyday work

Our values make diversity tangible

At Wilo, diversity is reflected not only in different experiences and perspectives, but also in the way we work together. Fairness, respect, passion, responsibility, and integrity provide the framework for our collaboration.

International teams, different specialist areas, and cross-country projects bring people and perspectives together. Respectful and fair interaction creates space for different points of view and for shared learning.

In this way, diversity becomes part of our day-to-day collaboration, supported by our values and reflected in teams, projects, and personal exchange.

Promoting talent in a targeted way

Further developing equal opportunity in leadership as well

Diversity affects all levels of an organization. This also includes the question of how different talents are developed and prepared for future leadership responsibility.

With targeted development opportunities, Wilo creates possibilities to build competencies and further develop professional perspectives. Digital competencies and new technologies are also playing an increasingly important role here.

Practical example: She Leads

With the talent program “She Leads”, Wilo specifically supports emerging female talent and female leaders in the AMEA region. The program combines leadership development with competencies for a changing world of work, including in the areas of digitalization and artificial intelligence. Participants are given opportunities to further develop their leadership skills and engage with current technological and business-related topics.

The program is one concrete example of how targeted development opportunities can be used to support women within the organization.

Bringing diversity and new technologies together

Different perspectives also matter in AI

Artificial intelligence is changing work processes and decision-making paths. For new technologies to be used responsibly, it is important to include different perspectives and experiences in their development and application.

Particularly in the context of AI, diverse teams can help take different usage situations and possible questions into account at an early stage. What remains essential is that technological possibilities are connected with human responsibility.

Diversity and a human-centered approach to technology are therefore closely linked, especially where new digital applications are integrated into everyday work.

Transparency and dialogue create the basis for change

Diversity is not a state that is reached once and then completed. The composition of workforces, ways of working, and social framework conditions are continuously changing.

For this reason, we regularly review relevant developments, make selected key figures transparent, and use the insights gained from this as a basis for further development.

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