Why women inclusion in workplace must be prioritised

Committed to breaking the gender barriers in all facets of life, a global leader in the energy and electrical industry, Schneider Electric, has said that there is need for women to be given equal resources and rights at workplace to maximise their potential.

Schneider’s Talent Leader, Anglophone Africa, Yewande Ayowole, who stated this while addressing participants at an advocacy conference, said the need to prioritise inclusion of women in every organisation will lead to sustainable economic development in the country.

She, therefore, urged organisations to ensure a sense of belonging for each employee and support young women professionals.

According to her, Schneider has advanced its significant strides in fostering inclusion and diversity within its workforce for women and all.

According to her, “At Schneider Electric, Diversity, Equity, and Inclusion (DEI) are integral part of who we are and what differentiates us. We want our people, no matter who they are or where in the world they live, to feel they belong and are valued and safe to contribute their best. To this end, we believe in supporting the growth of young women professionals through sponsorship and mentorship programmes to develop their leadership skills.”

Citing how the firm is championing women inclusion, she said: “Our involvement in the yearly Society of Women Engineers’ (SWE) Conference speaks volumes of our commitment to inclusion and willingness to support organisations with common goals.

“We remain committed to increasing gender diversity in hiring (50 per cent), front-line management (40 per cent) and leadership (30 per cent), showing good progress against all three since 2021, and intending to double down on efforts this year. Schneider Electric’s Inclusion and Care by Design’ strategy are embedded in all our processes and behaviours – ensuring that inclusion is hardwired end-to-end, with clear accountability.”

Besides female representation, she stressed the need to address the gender pay gap.

“The new Global Anti-Harassment policy defines our global position on harassment and demonstrates our commitment to zero-tolerance on harassment, including sexual harassment. The new Global Family Leave policy aims to strengthen our reputation as a company of inclusion. What defines family, life and work is changing every day. By supporting our employees with personal time at the moments when it matters the most, we empower them to manage their ‘unique life and work,” she said.