Diversity means life, reality – and is an absolute must for innovation and competitiveness.
Thus, there is no alternative. The complex challenges of our time can no longer be solved in our own information bubble. On the contrary: the more perspectives, experiences and cultural backgrounds are integrated in innovation and decision-making processes, the better the results.
As a company whose business model will shape tomorrow’s world of work, it is therefore important for us to set an example and promote diversity in all its facets. For this purpose, we focus on equal opportunities – both internally and externally.
This means: we assess our employees as well as our candidates on the basis of their performance and behaviour – not on the basis of their gender, age, ethnic background, religion, state of health, social background or sexuality!
Diversity in our company
OUR COMMITMENT TO DIVERSITY (SELECTION)
The members of our Diversity Council, founded in 2018, act as ambassadors to promote diversity: They initiate dialogues, examine existing structures and processes, prioritise fields of action and deviate appropriate measures.
Code of Conduct
We regularly review our patterns of thinking and behaviour. Our Diversity Code of Conduct provides guidance for doing so. It is based on our corporate values and clarifies the behaviour we expect from managers and employees regarding diversity and inclusion.
Flexible part-time working models
On the Diversity Council's initiative, our existing part-time working models have been reviewed and strongly adapted for managers and staff. Meanwhile, the different working time models have been implemented – for a good work-life balance.
With the Hays Pride Network appreciative we have created an exchange platform for our LGBTIQ+ community and we demonstrate internally and externally that we stand for an open and appreciative corporate culture. All employees can support the Hays Pride Network as an ‘Ally’.
The fathers-network HAYSd@ds
Offers to reconcile family and work often focus on mothers. However, at Hays, more and more men would like to play an active role in shared caring. Among others, we therefore have initiated a network to support fathers.
More than 40% of Hays' managers are female. However, as nice as this number is: Women in management positions still face particular challenges. Lioness, our network for female experts and leaders, helps them to exchange experiences and support each other.
Diversity & Inclusion training
Diversity cannot be imposed – it must be developed and experienced in a cultural process. Our mandatory Diversity & Inclusion training shows all employees and managers how they can contribute to this process individually.
In order to measure changes, we create division-specific Diversity Dashboards each on, amongst others, promotions, the gender distribution at each hierarchy level, the number of employees working part-time or the different nationalities in our company.
We embrace and promote diversity in all its facets – not just on a national level, but also worldwide throughout the entire Hays Group. You can read our global Equity, Diversity & Inclusion purpose here.
How to start with diversity? An account by SAP and Hays.
Diversity is not a self-runner
Diversity is a cultural issue and cannot simply be imposed on people. Therefore, there are a few things to consider when introducing diversity management.
Invisible and slowed down
How the corona pandemic exacerbates the inequality of opportunity and what countermeasures can help.
Diversity – more than colourful programmes
A modern approach to diversity: changing old career patterns and creating individual career concepts.
We celebrate diversity because...
Employee video to celebrate the 8th German Diversity Day 2020.
How women make a difference at Hays
Video on the occasion of the International Women’s Day 2020.