Diversity & Inclusion at Scania
Södra Blasieholmshamnen 8, 103 27 Stockholm
Dec 14th, 2021 from:
08:00 - 11:00
Head of HR, R&D at Scania
By now we all know the importance of Diversity & Inclusion – not only is D&I a move in the right direction morally, but it is also strategically smart from a recruiting and company growth standpoint. However, there are many ways to define, incorporate and foster D&I in our companies.
For Scania, diversity and inclusion is a strategic necessity. By having employees with the widest possible range of skills, knowledge, backgrounds, and experiences, they ensure they have the right people and together with an inclusive corporate culture this drives their business forward. They call this systemic approach Skill Capture, and it’s a key element of their People Sustainability strategy for Scania’s 52,000 employees worldwide.
Skill Capture is Scania’s answer to the meet the demands that are part of the change to a new, more sustainable transport industry. A diverse group of employees gives Scania the cognitive they need to innovate the new technological solutions that the transport industry demands.
08:00 – 08:45: Welcome Breakfast by twoHundred & SAP
08:45 – 09:45: Nina Falkstrand Head of HR, R&D at Scania SE will present how Scania is working with D&I
- How does Skill Capture work and how do they create awareness of Skill Capture?
- How they have created and incorporated a culture of inclusion, belonging, openness and opportunity through among other things Reverse mentoring as part of their Skill Capture Work
- How they foster D&I at Scania
- And how they measure the D&I related KPIs.
Reverse Mentoring. A concrete part of the Skill Capture work is reverse mentoring, which is a way of tapping into all the insights that sit with newly employed team members. A way for managers to become aware of their biases and pre-conceptions, and a way for the mentors to challenge and make a difference.
With the battle for talent recruitment and retention, the need to think out of the box to create an enhanced culture of inclusion, belonging, openness and opportunity is critical. Reverse mentoring is one way of doing this. The choice is not between what is good for business and what is good for corporate culture; they both represent the same thing.
Measuring the D&I related KPIs. Tracking data and metrics can help organizations to not only track the impact of their D&I programs but also help the relevant stakeholders to stay accountable and create a transparent work culture. Further, it also helps: Assess where diversity problems are—recruitment, hiring, promotion, pay, and/or retention.
09:45 – 10:45: Group Discussion initiated by Jens Bager, Head of SAP SuccessFactors, Nordic & Baltic Region:
- Do you have good D&I processes and what are/were the steps to integrate and prioritize such processes?
- Can you measure the D&I programs and track that your company is progressing and take action where needed?
- How do you track and measure on employee experience and retention – do you have the right insights to react in due time and to take the right decisions?
10:45 – 11:00: Wrap up & thank you for today by SAP & twoHundred