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Transcript of 2015_05 D&I_external use
Diversity and Inclusion Selected slides for external use Uxio Malvido May 2015
Lafarge profile
A World leader in building materials
Major player in the cement, aggregates
and concrete businesses
2
© L
afa
rge m
edia
libra
ry -
A.D
etienne -
CA
PA
Pic
ture
s
Sales
€15,198m
Employees
64,000
Production sites
1636
Operating
in
62 countries
* 2013 figures
Our business at a glance
3
Quarries
Cement Plants
Ready-Mix Concrete Plants
Aggregates Plants
Clients
Quarries
Breakdown of sales by business
Lafarge: geographical portfolio
71 % Of sales outside Europe
A geographical portfolio with well-
balanced positions
Breakdown of sales by region
A strong presence in emerging markets
4
* 2013 figures
D&I Perspectives
5
D&I
Business
Legislation Values “L’homme au coeur de
l’entreprise”
Global trend:
non-discrimination and
equality laws
Talent Pools, Performance
and Innovation
Business Case: Talent Trends
6
MANY COUNTRIES HAVE REACHED GENDER PARITY
IN PRIMARY EDUCATION…
Source: WHO/UN Department of Economic and Social
Affairs/UN Economic Commission for Europe
Older
… and Female ! 3
1 2 Global, Mobile…
Source: UNICEF - Gender parity index (GPI) in primary education (2000–2006)
Today, only 10% of the Global Talent
Pool is white men; global companies
need to leverage and deploy the other
90% to be competitive in the global
marketplace
Source: Center for Talent Innovation
Business Case: Individual and Team benefits
7
Team Outcomes
Individual Outcomes
Source: Source: CEB Corporate Leadership
Council, Global Labor Market Survey, 2012
Diversity
Resp
ect
8
Differences
Inclusion Need To Feel Unique
and To Belong
Defining Terms
Exclusion Differentiation
Belongingness
High
Inclusion Assimilation
9
Uniqueness
High
Low
Low
Inclusion
Individual treated as
an insider when
conforming to
dominant norms and
dowplaying
uniqueness.
Individual treated as
an insider.
Allowed/encouraged
to retain uniqueness
within the workgroup.
Individual not treated
as insider. Other
employees or groups
are insiders.
Individual not treated
as insider in the work
group but uniqueness
seen as valuable.
Inclusion
D&I Approach
Gender Country
Talent
Governance Policy Metrics
Foundations
Enablers / Programs
D&I Topics
Business
Case
Training Comms External
Partnersh.
REVIEW 2014
REVIEW 2015
Group Priorities
TBD 2014
HR
Capability
R&S
L&PD
TM
C&B
HR
Integration
TBD 2015
Disability Generations LGBT Religion
Work-Life
Balance
CQ
Competence Awareness
Unconscious
Bias
D&I Policy: 8 Principles
11
Global-Local
Approach
Resources
DRAFT VERSION
Lafarge Group
Diversity & Inclusion Policy
“Cities have always been at the intersection of diverse talent and ideas. As a key player on the ongoing big scale
urbanization process, we embrace and nurture the diversity of our employees in our global operations; they reflect the
diverse communities and societies we serve”
Bruno Lafont
Introduction
This Group Diversity and Inclusion policy is a key enabler in our ambition to play a leading and sustainable
role in the challenges of global urbanization. We acknowledge that the cities we contribute to build and
transform, as well as our existing workplaces, our customers, and that the communities in which we operate
are intrinsically diverse. They are made up of men and women, people of different nationalities, ethnic and
racial backgrounds, generations, religions, capabilities, sexual orientations and many other personal and
group differences.
At Lafarge, we value and respect all the differences that make each person unique. This is what Diversity
means to us. Furthermore, we aim to leverage people’s different perspectives and contributions as a
powerful source of performance and innovation. To achieve this, we promote a sense of belonging in our
employees by creating an inclusive work environment where diverse talent can thrive, engage and
contribute to our business results.
Diversity and Inclusion are entrenched in our corporate values. They are part of our company heritage and
therefore define who we are and how we want to conduct business. We also believe that diversity and
inclusion create the conditions for our success as a company, by giving us access to a broader set of talent
and skills, positioning us as an Employer of Choice, and helping us strengthen our links with our stakeholders
and the communities where we operate.
Rules
1. Best Talent. Lafarge hires, develops and deploys talent according to the best available match
between current job requirements, future business needs and people profiles.
2. Non-discrimination. We guarantee non-discrimination in our people processes, and we comply with
all country regulations regarding equal opportunities.
D&I Policy
Best Talent
Non
Discrimination
Culture of
Inclusion Transparency
Integration
Measure
Your role as an inclusive leader
12
Be a Role-
model
Value differences
AND create a sense
of belonging
Mitigate
Biases
Accept you are
biased
Create the right
conditions
Set fairness as an
explicit goal
Learn more
Take an IAT test
Participate in
events
Read
Use company
partnerships