In today’s post, Gabriela Neamțu, Head of Corporate Center & HR at MOL Romania, talks about what actions the company has been taking in diversity management.
In today’s post, Gabriela Neamțu, Head of Corporate Center & HR at MOL Romania, talks about what actions the company has been taking in diversity management.
In today’s post, Liviu Chelaru, Business Line Manager - Compressor Technique Service at Atlas Copco Romania, talks about what actions the company has been taking in diversity management.
In today’s post, Roxana Cîlțea, Head of HR Romania and Moldova, Sanofi, talks about what actions the company has been taking in diversity management.
In today’s post, Andrei Bădilă, Head of Talent Management, Societe Generale Global Solution Centre Romania, talks about what actions the company has been taking in diversity management.
In today’s post, Alessandro Trebbi, Director People & Organization at Enel Romania, talks about what actions the company has been taking in diversity management.
Telecommunications companies are under pressure to deliver next-generation services but they encounter the sourcing of the right talent difficulty, whether in-house or externally; one of the greatest challenges is to challenge bias of being a male working domain and to close the digital skills gap; but for this, the educational system has a critical role to play in attracting women to become skilled in STEM, to ensure companies have a varied workforce, with differing viewpoints and opinions.
In today’s post, Ramona Puia, People & Culture Manager at IKEA Romania, talks about what actions the company has been taking in diversity management.
Finding, retaining, and developing culturally diverse talent can certainly be challenging — especially within systems that have historically exhibited biases against various groups. Companies have to constantly look for ways not only to acquire this new and diverse talent but also to meet their needs and help them succeed in order to ensure retention.
“I will never get tired of saying that we need the right environment first if we really want to be successful in this journey.”
In today’s post, Sévan Kaloustian, Managing Director of Janssen Pharmaceutical Companies of Johnson & Johnson, talks about what actions the company has been taking in diversity management.
In today’s post, Roxana Cîlțea, Country HR Sanofi Romania and Moldova and South Cluster HRBP Sanofi Pasteur&Global Functions, talks about what actions the company has been taking in diversity management.
The attitude in which one accepts a person for what they are, challenging them to get better, placing emphasis on their qualities and skills. In implementing diversity and inclusion, we do not start from the idea of convincing people to do something, but we rather want to make them aware that there are limitations and differences between people, which can gradually be turned into opportunities.
In these particular challenging times, women are more likely to give up on jobs and projects to fully engage in the other very important role of caretaker for the family. Providing them support, encouraging and helping them thrive in the workplace during this period was even more important.
Even if you only compare men and women in the same position with the same professional experience, a pay gap may still exist, often attributable to unconscious bias. And this should be addressed through a wealthy of initiatives before even designing any D&I initiatives among the organization.
The experience of the past years shows us that being a diverse and inclusive company we are more valuable as a team, more productive, more attractive for better talented recruits.
In today’s post, Andrei Bădilă, Head of Talent Management with Societe Generale Global Solution Centre, talks about the actions the company has been taking in diversity management.
Of course, managing diversity is an intrinsic approach to human resources management. However, diversity management is a strategic process that can succeed only if the company’s leaders take up a collective goal and commits to the diversity strategy, agenda and targets. We need to move away from value statements and go beyond policies in order to create a culture of belonging and trust, where all employees feel free to bring their full selves to work and to contribute.
In today’s post, Oana Savin, Diversity & Inclusion Officer at Raiffeisen Bank, talks about what actions the company has been taking in diversity management.
In today’s post, Perry Zizzi, managing partner at Dentons, talks about what actions the company has been taking in diversity management.
In today’s post, Mădălina Crăciunescu, Organization & HR Director at Holcim Romania, talks about what actions the company has been taking in diversity management.