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Talent and creativity – going hand in hand with Diversity and Inclusion

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A recent survey explored the factors that are hindering digital transformation for many organizations. Responses focused on the lack of talented staff with the right skills and the need for more creativity and imagination. Digital transformation will inevitably affect future workplace cultures and we believe the talent and creativity elements are critical, in particular in the context of diversity and inclusion. Definitions vary as to what that means in practice, as well as the extent to which it applies in different cultures and geographies. Join us for a discussion on these topics where we will share our findings as well as the latest thinking around best practice diversity and inclusion.
Speaker: Vera Schneevoigt
Steven Cox

Publié dans : Technologie
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Talent and creativity – going hand in hand with Diversity and Inclusion

  1. 1. 0 © Copyright 2017 FUJITSU Fujitsu Forum 2017 #FujitsuForum
  2. 2. 1 © Copyright 2017 FUJITSU Talent and creativity – going hand in hand with Diversity and Inclusion Vera Schneevoigt Senior Vice President, Head of Product Supply Operations, Fujitsu, @MeyerVera Steven Cox Vice President, Diversity and Inclusion Ambassador, Fujitsu, @StevenAJC
  3. 3. 2 © Copyright 2017 FUJITSU Corporate Vision “Through our constant pursuit of innovation, the Fujitsu Group aims to contribute to the creation of a networked society that is rewarding and secure, bringing about a prosperous future that fulfills the dreams of people throughout the world.” Excerpt from FUJITSU Way We aim to use the power of ICT to benefit society. Our business is to help make the world a better place.
  4. 4. 3 © Copyright 2017 FUJITSU Did you know? Global: UN estimates that if women fully participated in formal labour markets, global GDP would increase by US $28 trillion Employment of persons with disabilities in some countries is as low as 1/3rd of the rest of the population Workplaces that are both diverse and inclusive are associated with higher individual and collective performance, better decision making, are better able to innovate and are more engaged About 35% of current jobs in the UK are at high risk of computerisation over the following 20 years”, “Artificial intelligence will destroy jobs” BBC ~60% of people cover some part of their identity at work. 83% of LGB individuals, 79% of blacks, 66% of women, 45% straight white men cover Europe: improvements in gender equality would lead to an additional 10.5m jobs in 2050. This would benefit both men & women, since (only) about 70% of these jobs would be taken by women Muslim men in UK are up to 76% less likely to have a job of any kind, compared with white male Christians of same age and qualification level
  5. 5. 4 © Copyright 2017 FUJITSU Fujitsu’s approach to Diversity & Inclusion Inclusion  About the workplace environment  An open, respectful and supportive environment where all our people feel they can be themselves and know that they will be welcomed, listened to and valued  We can only harness the power of difference in an inclusive culture where everyone can achieve their full potential and contribute to the Company’s success Diversity  About the people in the workforce  Difference in its broadest sense  A rich mix of visible and non-visible differences, including age, caring responsibilities, disability, education, ethnicity, experiences, gender, gender identity and expression, religion or belief, sexual orientation, social background, working styles and much more
  6. 6. 5 © Copyright 2017 FUJITSU The Effects of Inclusion … graphically
  7. 7. 6 © Copyright 2017 FUJITSU Bringing it to life - Case Studies  Gender diversity is not an event or a program – it is a cultural change  The management but also all employees must bring to live  That is why Fujitsu organizes various events, including: Girls Day, Lovelace day, Diversity Day  WIDI is a platform for women, without talking only about the woman's being  Women in Digital relies on two major building blocks: networking and visibility  Fujitsu is a sponsor Case Study 1 – Diversity day Case Study 2 – Women in Digital
  8. 8. 7 © Copyright 2017 FUJITSU Case Study 1 – Diversity Day Girls Day since 10 years, this year Munich / Augsburg 5 women in technical roles participated in April 2017 on the „Ada Lovelace day“ in UK Relaunch Intranet-Page Link Unimento – School: 2016 Workshop with School Girls
  9. 9. 8 © Copyright 2017 FUJITSU Case Study 1 – Diversity Day Unimento – Education 5 Mentors in the last 2 years for female Graduates Flexible working: time and place Ministry of social affairs Bavaria in our „Kita“ in Munich Increase of places to 16
  10. 10. 9 © Copyright 2017 FUJITSU Case Study 2 – Women in Digital #WIDI  NewWork is a consequence of the globalization and digitization of the work. The central values of NewWork: independence, freedom and participation in the community.  Many companies are challenging the familiar structures. In large companies, for example, employees no longer have a fixed desk, which forces them to reposition themselves daily within the company.  Women in Digital emerged from the initiative of the NewWork movement. Increasing digitization also gives women the opportunity to even create their own new positions. What is NewWork? How does WIDI work with NewWork?
  11. 11. 10 © Copyright 2017 FUJITSU Case Study 2 – Women in Digital #WIDI  Against the background of diversity, the workforce and management are as diverse as possible in order to exploit many influences and abilities. The focus of all employees with their differences such as gender, ethnicity, age or disability is the focus. Diversity is simply a competitive advantage. Companies rely on the know-how of a wide variety of people. New and old economy can learn a lot from each other.  “Everyone has a responsibility give back in some way, shape or form. For us we work to make a difference in the Digital world by working to increase the Diversity and Inclusion of Women in Digital around the world.” How did diversity or inclusion lead to a result that was better than the other options?
  12. 12. 11 © Copyright 2017 FUJITSU Objectives 1. Increase the number of Fujitsu Germany female employees from 20% to 30% until 2020  Increase the number of female apprentices / graduates and attract young women to IT / technical careers  Introduce and promote diverse role models  Mandatory unconscious bias training for hiring managers 2. Increase internal female talent progression at all levels  Set performance targets for senior managers to support career progression of female talent  Offer effective sponsorships / mentoring / network programs for accelerating careers 3. Enhance Fujitsu internal and external reputation on gender diversity  Senior Management to promote gender inclusiveness  Offer Management trainings about benefits of diverse and inclusive organisation and unconscious bias  Publish information about D&I on our website
  13. 13. 12 © Copyright 2017 FUJITSU Summary Business Case Profit Higher inclusion and diversity generate higher profit shareholder returns Innovation / R&D R&D has to reflect needs of society and customers in markets being served Co-creation Co-creation requires working closely with customers CSR, Reputation Societies expect corporates to enable positive change Legal Compliance D&I addresses externally visible commitments through demonstrable internal action Government Pressure National & Regional governments are requiring pay equity reporting People management Attracting, retaining and developing talent now requires visible inclusion and diversity strategy and positive lived-experience of employees Customers Customers increasingly expect suppliers to have a D&I strategy Engagement and Enablement Workplace flexibility and inclusion and workforce diversity, improve employee engagement and enablement Economic Factors Gender gap reductions could add $5.8tn to global economy. Female workforce participation is ~27% lower than men. Ageing workforces
  14. 14. 13 © Copyright 2017 FUJITSU Machine Learning and Artificial Intelligence Algorithms + Data + Computing Power Machine Learning Enablers Opportunities  New business models, supply chains, product or service offerings …  Every single job could be reinvented!  Creativity and innovation will become a core competence  Digital assistants could bridge communication or working styles, or flag corporate issues To Consider  What do you want your corporate culture to look like in the future?  What factors need to be considered when devising algorithms, and choosing data sets?  What long-term workforce planning will you do?  How will you ensure bias is not built in or repeated?  If roles are replaced, are they the ones currently held by diverse people?  Will your plan for new jobs ensure workplace inclusion and workforce diversity?
  15. 15. 14 © Copyright 2017 FUJITSU Human-Robot-Collaboration  New ideas for robot applications are to be found and verified  Reality-oriented test set-up in the laboratory of the Technology Center Augsburg (TZA) without impairing production  Goals:  Robots as production assistant even when dealing with very sensitive electronic components  Development of new production concepts  Integration of Internet-of-things concepts ("Smart Analytics", "Predictive Maintenance") and cloud services  Development of new functions and billing models  With a joint project, Fujitsu and KUKA took part in the “Human-Robot-Collaboration" together in the Technology Center Augsburg (TZA). On neutral ground, they developed a safe solution for working with robots.  "People and robots will form a team in the future“, Man and machine work hand in hand, Robots should take heavy work * Video: http://bit.ly/2hiLp5G
  16. 16. 15 © Copyright 2017 FUJITSU Discussion What aspects of Diversity and Inclusion do you see as being important? Have you any examples of Diversity and Inclusion in action that you’d like to share with others here today? How do you see automation / machine learning / AI affecting your business? Are these topics that your customers or suppliers engage you on?
  17. 17. 16 © Copyright 2017 FUJITSU Closing comments  A diverse workforce and an inclusive workplace deliver company returns  Sociological and Economic megatrends mean action is required  A business issue, not just an HR one  Governments and Customers increasingly expect corporate action in these areas  Automation, machine learning and AI are not just technological - plan your future workforce needs as well as corporate culture implications
  18. 18. 17 © Copyright 2017 FUJITSU Talent and creativity – going hand in hand with Diversity and Inclusion Thank you for participating!
  19. 19. 18 © Copyright 2017 FUJITSU Talent and creativity – going hand in hand with Diversity and Inclusion Vera Schneevoigt Senior Vice President, Head of Product Supply Operations, Fujitsu, @MeyerVera Steven Cox Vice President, Diversity and Inclusion Ambassador, Fujitsu, @StevenAJC
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