sHero &amp PageGroup：2022年多元公平包容（DE&ampI）中國最佳實踐指南（34頁）.pdf

1、包容公平多元驅動多元公平包容 2022 中國最佳實踐指南CONTENTS驅動多元公平包容 2022 中國最佳實踐指南3Driving DE&I China Best Practices Guide 20222Contents Prelude Best Practice Companies Contact us4Prelude by Andy Bentote20Bosch China5Prelude by Christine Liu22C.H.Robinson6Adient24Cargill8AkzoNobel26Carrier10Amway28Covestro12Avery Dennison3

2、0Dentsu14BBDO32Diageo16Beiersdorf18BIPO34Ecolab36Exyte38EY56METTLER TOLEDO40FESCO Adecco58Organon42Ford China60Sony Group44FranklinCovey62Umicore46HILTI64WuXi Biologics48Hewlett Packard Enterprise 66Contact Us50I-Mab52Mary Kay China54Meetsocial Group驅動多元公平包容 2022 中國最佳實踐指南5Driving DE&I China Best Pra

3、ctices Guide 20224sHero is honored to partner with PageGroup to curate DE&I China Best Practices Guide(“the Guide”)for the 2nd year,the first digital and bilingual Guide in its kind in Asia.Congratulations on the selected 30 companies.Diversity,Equity&Inclusion guide how we approach our workforce st

4、rategy,and they also fuel and influence how we operate as a business.The Initiatives were curated as GUIDE to help companies to benchmark on how they do it in DE&I and organizations that aspire to become more inclusive places for work.While DE&I remains a work in progress,we are glad to see that Top

5、 Employers have intensified their DE&I activities in the recent years,working towards a more diverse working environment that could not only boost the business performance,but also make their employees feel more engaged,respected and valued.Diversity,equity,and inclusion are fundamental to who they

6、are,and theyre committed to creating equal opportunities for employees in corporate China.It is an absolute great honor to partner with sHero on this digital guide to DE&I best practices in China for the 2nd year.There has been lots of progress in China over the last few years in the DE&I landscape.

7、More and more organisations are playing role models in creating greater diversity,equity and inclusion.These changes are happening for the right reasons.As a global business,DE&I is a business imperative that we are incredibly passionate about.As an employer,we are committed to promoting equal oppor

8、tunities and inclusion in the workplace where all our people feel valued,have a voice,are heard,belong,feel comfortable being themselves and can thrive.As a recruiter,we are uniquely positioned to also be able to support and promote DE&I awareness and behaviours for our customers and society as a wh

9、ole.Through this guide,we are privileged to support more companies at any stage in your DE&I journey to enhance your DE&I intelligence and stay in the market by implementing top initiatives that work.On behalf of PageGroup,I hope you enjoy the read and translate some useful approaches to continue th

10、e journey.Diversity is a fact;equity is a mindset;and inclusion is the path.Collectively,we are positively impacting society for the long term and striving towards a more equal world.非常榮幸能夠與 sHero 再度合作編撰 多元公平包容中國最佳實踐指南 2022。過去幾年來，中國的 DE&I 取得了長足進展。越來越多的組織在提升多元化、公平性和包容性方面成為典范。這些變化都恰逢其時。作為一家全球企業，我們對多元、

11、公平和包容之旅充滿熱忱。作為雇主，我們致力于推動工作場所的平等機會和包容性，讓所有員工感受到被重視，確保每個人有發言權，被傾聽，有歸屬感，并能夠釋放個人潛能、綻放自我。作為一家招聘公司，基于我們的獨特優勢，我們致力于支持和推動客戶及整個社會的 DE&I 意識與行動。通過本指南，我們有幸能夠為處在 DE&I 旅程各個不同階段的更多企業提供支持。也希望透過這些有效舉措的分享，共同提升 DE&I 智慧。在此我謹代表 PageGroup，祝您在閱讀中能收獲啟發。以多元化筑船、以公平性揚帆、以包容性搖漿，我們將共同為社會帶來長期的積極影響，努力讓世界變得更加平等。ANDYBENTOTEPRELUDE B

12、YANDY BENTOTERegional Managing Director,South East Asia&Japan東南亞及日本區域董事總經理sHero 非常榮幸與 PageGroup 再度合作編撰首個亞洲雙語電子版 多元公平包容中國最佳實踐指南 2022（“指南”），衷心祝賀三十家公司入選！DE&I 為我們制定人才戰略提供指南并賦能和影響我們商業運營。發布多元公平包容最佳實踐指南，旨在幫助公司對標如何做好多元公平包容工作，以構建包容職場最佳雇主。雖然多元公平包容工作任重道遠，近些年還是欣喜地看到最佳雇主紛紛加大力度建設更加多元包容的環境。這些努力不僅帶來了業績的提升，也極大地提升了員工

13、滿意度。多元公平包容本質上決定了我們是誰，并昭示了我們的承諾提供中國員工平等發展機會。Contents Prelude Best Practice Companies Contact usCHRISTINELIUPRELUDE BYCHRISTINE LIUFounder&Chairwoman of sHero驅動多元公平包容 2022 中國最佳實踐指南7Driving DE&I China Best Practices Guide 20226About Adient Adient is a critical supplier in automotive seating.Every year

14、we supply over 20 million seat sets and we work with all major automakers and vehicle classes worldwide.Through meticulous orchestration,we work to deliver the right products at the right time and are always located right wherever our customers need us to be.At Adient,our reputation as a global lead

15、er in automotive seating begins with our products from complete seating systems to individual components and extends across our entire portfolio.At Adient,were at the forefront of industry trends and technologies.Every day,we challenge ourselves to make our products and processes better and to impro

16、ve the experience of a world in motion.關于安道拓 安道拓是是汽車座椅領域的領導者之一，每年向市場提供超過 2000 萬套座椅，為世界上幾乎所有汽車整車企業配套。從整椅系統到零部件，安道拓的專業和技術涵蓋汽車座椅生產的每一個環節。通過精心布局，我們與各主機廠合作，開發定制的座椅系統和零部件，兢兢業業地對待汽車座椅生產的每一個環節，注重工藝設計與開發、工程、生產，憑借豐富的專業知識和經驗，用正確的方式為我們的客戶和股東創造價值改善世界的出行體驗。Adient,a leader in automotive seating with unmatched glob

17、al reach and scale,is committed to driving an inclusive culture that celebrates our differences and empowers our people.Through innovative programs and initiatives,we continue to enrich our companys culture through recruitment,retention,and development of diverse talent throughout the organization.B

18、y integrating the values of diversity,equity,and inclusion into the way we run business,we aim to be a better partner to our employees,suppliers,customers,and communities.We believe the continued success of our company depends on creating and sustaining a work environment where employees feel valued

19、 for who they are as individuals and their unique perspectives and contributions.We also believe that corporations like Adient have the responsibility and ability to influence changes in human rights.To this end,Adients President and CEO Doug Del Grosso has signed the pledge with CEO Action for Dive

20、rsity and Inclusion,and we work with industry organizations such as CADIA to help create the meaningful guidance to achieve our DE&I goals.At Adient,gender and generation are our common focus in building a diverse work environment and culture.And caring for people with disabilities is an integral pa

21、rt of our path to a sustainable future.PROMOTE GENDER EQUALITYAdient Global and China pay great attention to eliminate unconscious bias.We take every opportunity to empower women.We commit to enhancing female leadership by various workshops and training programs.Our female population in leadership p

22、ositions at some of Adient Chinas subsidiaries has approached one-third.DE&I Best PracticesAfter consecutively receiving the WEConnect Global Top Supplier Diversity and Inclusion Honorable Mention,in 2022,Adient was recognized by WEConnect 2022“Platinum Award”,specifically for sourcing to women busi

23、ness enterprises(WBEs)in Mexico in collaboration with our customer Fords supplier diversity team.This effort sourced more than$5M to WBEs in 2021.DEVELOP GENERATION INCLUSIONAttracting,developing,motivating,and retaining employees with different backgrounds and generations is key to our sustainable

24、and profitable growth.Across the organization,our leaders partner with human resources department to expand our talent pipeline continuously.Adient China has held College Students Leadership Challenge Program for 12 consecutive years aiming to embrace vitality and fuel our future generations.SUPPORT

25、 DISABILITY AND COMMUNITYWe strive to have a positive impact on the communities where we operate.Through our employees and the Adient Foundation,we have supported numerous organizations in health and social service,education,culture and the arts,and civic activities.To ensure people with disabilitie

26、s can equally and fully participate in social activities,Adient China continuously employs people with disabilities,and actively supports the development of the community of people with disabilities.Adient has approximately 75,000 employees worldwide who represent a wide variety of backgrounds.We co

27、mmit to fulfilling our social responsibilities and building a diverse,equal,and inclusive workplace.To be a premier employer that champions an inclusive and equitable work culture enriched by our diversity,where all employees are valued and respected.Contents Prelude Best Practice Companies Contact

28、us作為擁有全球影響力的汽車座椅領域領導者,安道拓致力于推動包容的企業文化，通過多元的人才招聘、培養和發展等舉措，擁抱多元化并全面賦能我們的員工。同時，我們將多元、平等和包容的價值觀融入工作方式中，致力于成為員工、供應商、客戶與社區更好的合作伙伴。我們深知，公司的卓越表現取決于持續打造員工認可的工作環境。在這里，員工因個體價值、獨到的觀點和貢獻而受到珍視。作為跨國企業，安道拓也肩負著推動人權發展的責任和使命。為此，安道拓總裁兼首席執行官 Doug Del Grosso 簽署了多元化和包容性承諾書，并與 CADIA 等行業組織合作，助力重要指南的創建，以期實現我們的 DE&I 目標。在安道拓，性

29、別、代際是我們構建多元化工作環境與文化的重中之重，而關注殘障人士也是我們通向可持續未來不可或缺的一部分。促進性別平等我們十分重視消除無意識偏見，抓住每一個機會賦能女性員工，組織開展多種形式的培訓和研討會，提升女性領導力。安道拓中國下屬的部分公司女性員工在管理層中的任職比例已接近三分之一。在連續獲得 WEConnect 全球頂級供應商多元化和包容性“榮譽獎”后，今年，安道拓又被授予了 WEConnect 最高榮譽鉑金級獎，以表彰對女性商業企業的支持。我們與福特的供應商多元化團隊合作，在墨西哥向女性商業企業（WBE）采購而獲得特別認可，這項工作在 2021 財年為 WBEs 共計籌集了 500 多

30、萬美元。推動代際包容吸引、發展、激勵和保留不同年齡段和不同背景的人才是我們可持續發展和盈利增長的關鍵。為此，安道拓管理團隊與人力資源部門密切合作，不斷優化我們的人才發展戰略，例如在安道拓中國連續舉辦了 12 屆大學生領導力挑戰計劃，不斷為安道拓注入年輕活力，培養了許多具有創新能力的新一代。支持殘障公益安道拓長期致力于為社區創造可持續的未來，通過我們的員工、安道拓基金會及各種非營利性慈善組織，為眾多支持衛生和社會服務、教育、文化藝術、公民活動和殘障人士事業的組織做出貢獻。為保障殘障人士平等地充分參與社會活動，安道拓中國各分公司長期幫助及雇傭殘障人士，積極參與發展殘障事業。安道拓將繼續積極承擔和履

31、行我們的社會責任和使命，為 75,000 名不同背景的員工提供一個具備多元化、平等和包容性的工作場所。成為倡導多元、平等與包容的卓越雇主，珍視并尊重我們的每一位員工。企業 DE&I 最佳實踐驅動多元公平包容 2022 中國最佳實踐指南9Driving DE&I China Best Practices Guide 20228About AkzoNobel AkzoNobel supplies the sustainable and innovative paints and coatings that our customers,communities and the environment

32、are increasingly relying on.Thats why everything we do starts with People.Planet.Paint.Our world class portfolio of brands including Dulux,International,Sikkens and Interpon is trusted by customers around the globe.Were active in more than 150 countries and have set our sights on becoming the global

33、 industry leader.Its what youd expect from a pioneering paints company thats committed to science-based targets and is taking genuine action to address globally relevant challenges and protect future generations.We strive to attract talents with diverse backgrounds,experiences,and perspectives and o

34、ffer them with fair and equitable development opportunities.At AkzoNobel,every individual can become the best of themselves through exploring their maximum potential.CREATE A DIVERSE AND INCLUSIVE CULTURE We have launched the Diversity and Inclusiveness Ambassador program to deliver regular training

35、 and unconscious bias seminars,connecting different countries and business areas,while expanding our influence and promoting our awareness of diversity and inclusiveness.AkzoNobel values and cares about the well-being of female employees.In addition to the special care for female employees during wo

36、mens festivals,a targeted care program has been implemented for women returning to work from maternity leave.We provide a care package including but not limited to commercial insurance for both mothers and newborns according to the company policy,newborn gifts,and maternity guidelines.Beyond that,we

37、 guide our managers to make the maternity return as smooth as possible.BUILD A DIVERSE AND INCLUSIVE NETWORK The Women Inspired Network(WIN)is dedicated to empowering women and ensuring the same positive and equitable work experience for female employees.Activities organized by WIN include the femal

38、e Leadership Roundtable,tributes to Mothers Day,interviews with elite ladies,and female employee story sharing.Young AkzoNobel(YAN)is a community for young employees,aiming to connect young employees and encourage all its members to explore and develop themselves through a variety of activities.Thes

39、e social activities have not only actively promoted the growth of AkzoNobels young talents,but also injected new vitality into the whole company.BUILD A MORE LIVABLE FUTURE While continuously fulfilling our commitment to creating a diverse and inclusive work environment,we have been actively co-buil

40、ding inclusive environments and communities as an integral part of our ongoing efforts to promote social sustainability.The Lets Colour project together with the International SOS Childrens Village,commits to creating a new and colorful life for various families and communities by painting colors fo

41、r cities since 2016.It is a manifestation of a strong commitment to bringing together teenagers,children from disadvantaged families,and those without parental care with color.關于阿克蘇諾貝爾 阿克蘇諾貝爾始終致力于提供可持續的、創新的油漆和涂料，滿足客戶所在社區和環境對可持續發展日益增長的需求。這也是我們將“People.Planet.Paint.”立為行事之本的原因所在。阿克蘇諾貝爾旗下品牌陣容鼎盛，擁有多樂士（Du

42、lux）、國際（International）、新勁（Sikkens）、Interpon等著名品牌，在全球廣受信賴。阿克蘇諾貝爾致力于成為全球行業領導者，足跡已遍及世界150多個國家與地區。作為行業領先的涂料公司，阿克蘇諾貝爾堅定地為實現科學碳目標而努力，并采取切實行動應對全球范圍內的挑戰，為下一代構建一個更宜居的未來。我們吸引接納擁有不同背景、經驗和觀點的人才，提供公平公正的發展機會。在阿克蘇諾貝爾，每個個體都可以做最好的自己，探索個人的最大潛能。營造多元包容的文化我們開展了多樣性和包容性大使計劃，通過定期的多元包容培訓及無意識偏見討論會，聯結了不同國家和業務區域，擴大了自身多元與包容的影響力

43、，并提升及促進了多元包容的文化意識。阿克蘇諾貝爾重視和關心女性員工的福祉，除了女性節日中對女性員工的集中關懷，針對產后復工的女性，實施了針對性的產假回歸關愛計劃。根據公司政策，為寶媽及新生兒提供相應的商業保險，引導用人經理給予產后復工女性工作指導，愛心禮包和關愛指南等幫助媽媽們順利回歸職場。構建多元包容的網絡Women Inspired Network(簡稱 WIN 組織)致力于女性賦能，并確保女性在工作中得到同樣積極與公平的體驗。WIN 組織的活動包括，女性領導力圓桌訪談、致敬母親節活動、菁英女士訪談會、女性員工韌性故事分享。Young AkzoNobel 組織（簡稱 YAN）是一個面向年輕

44、員工的社區，旨在聯動公司內部的年輕員工，鼓勵所有成員通過豐富多彩的活動探索和發展自己。通過參與社會公益活動，積極地促進了阿克蘇諾貝爾青年才俊成長的同時，也為組織注入了新的活力。構建更宜居的未來在不斷踐行塑造多元包容的工作環境這一承諾的同時，我們也積極共建和營造富有包容的環境和社區，這也是我們持續推動社會可持續發展的重要組成部分?！癓ets Colour 多彩開始”是自 2016 年以來，攜手國際 SOS 兒童村，用顏色讓青少年、弱勢家庭和失去父母關愛的兒童一起共創的一個項目。致力于通過對城市的多彩涂刷，為不同的家庭及社區打造煥新多彩生活。作為行業領先的涂料公司，阿克蘇諾貝爾致力于打造一個多元與

45、包容的工作環境，給每位員工以家的歸屬感，所有員工都值得擁有一個能令他們感受到尊重、機會平等的工作場所。As a pioneering paints company in the coating industry,AkzoNobel is committed to creating a diverse and inclusive work environment where every employee will obtain respect and equal opportunities while enjoying a sense of belonging.Contents Prelude

46、Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南11Driving DE&I China Best Practices Guide 202210About Amway Established in 1959,Amway has developed its business in more than 100 countries and regions globally.As the largest subsidiary,Amway China was officially

47、 opened in April 1995 and owns over 400 health products in 7 collections.Headquartered in Guangzhou,Amway China has set up regional offices in Beijing and Shanghai,as well as nearly 100 experiential entities with approximately 5,000 employees nationwide.Committed to leading in the health and wellnes

48、s industry,Amway China has built up a modernized manufacturing base with an area of 140,000 square meters in Guangzhou and Research&Development Centers in both Guangzhou and Shanghai.Amway China has also established the Botanical R&D Center in Wuxi,which is the only in Amway Global and the first in

49、Mainland China specializing in organic cultivation technology of herbal plants and studies on plant extracts.As a global company with a vision of“helping people live better,healthier livers”,Amway has long recognized that diversity and inclusion are critical to our success.關于安利 安利（Amway）成立于 1959 年，業

50、務遍及全球 100 多個國家和地區。作為安利在全球最大的子公司，安利（中國）于 1995 年 4 月正式開業，擁有七大系列 400+全系大健康產品矩陣?？偛吭O于廣州，并在北京、上海設有區域辦公室，以及在全國開設近百家體驗實體，全國員工近 5,000 名。致力成為大健康行業的領導者，安利（中國）在廣州建有面積達 14 萬平方米的現代化生產基地，在廣州和上海設有研發中心，并在無錫建立了安利全球唯一一家也是國內第一家專門從事中草藥植物有機種植技術和植物提取物研究的安利植物研發中心。從創立之初，我們的創辦人就強調“安利的事業是為每個人而設”。我們積極鼓勵每個人做最真實的自己，分享不同的觀點，釋放潛能。

51、作為安利企業文化的一個重要部分，我們積極打造一個多元包容的工作環境。我們為員工提供了清晰的發展路徑和學習平臺，確保員工能獲得平等、公開及有效的成長機會和激發最大的潛能。我們為員工創造多元化的工作機會，例如全球發展機會、跨團隊項目合作、內部輪崗、內部應聘等，鼓勵員工勇于探索新路徑，實現職業發展的更多可能性。我們也深信提供和營造多元化發展空間是保留員工的最好方式之一。同時，我們一直致力于創造最佳的工作體驗，透過覆蓋全生命周期的員工體驗之旅，我們為員工提供具有競爭力的全面薪酬福利體系、全面健康關懷、公開透明的溝通、靈活的工作時間和場所、激勵和認可的文化氛圍等，旨在助力員工實現其多姿多彩的美麗人生。2

52、020 年，安利在全球范圍內推行了 Be You 的舉措。它不僅僅是一個簡單的員工培訓及學習項目，更是安利的愿景。希望通過這個項目，我們的團隊能在工作中積極地探求不同的視角，展現真實自我的價值。員工通過參加線上的輔導課程，學習了如何認識和依托于多樣性來提高我們的創新、協作和人際互動。學習內容模塊包括：自信地談論多樣性和駕馭兩極分化觀點、探索和消除偏見、展示包容的行為習慣等。在安利中國，我們搭建了一個專屬的線上社區平臺，功能包括“BOSS 直聘”、“A+知乎”、“GC 商城”以及“巴拉巴茶水間”和個性化的“個人主頁”。旨在透過社交學習的方式，為優秀的年輕員工提供一個展現自我、暢所欲言的互動平臺。

53、同時，通過組織各種活動與分享學習資源，建立員工與公司戰略鏈接的有效橋梁，持續發掘及賦能優秀的年輕員工。未來，我們也將繼續探索新的方法，在生活和專業上持續地支持我們的個人和團隊，互相支持，彼此照亮！安利，作為一家以“幫助人們過上更健康、更美好的生活”為愿景的全球化公司，我們深知多元和包容是我們成功的關鍵。Since our establishment,our founders have made it clear that“the Amway business is for everyone”.We actively encourage everyone to be their true sel

54、ves,share their diverse perspectives and unleash their full potential.An important part of Amway culture is to create a diverse and inclusive working environment for all.We provide employees with a clear development pathway and learning platform to ensure their access to equal,shared,and effective o

55、pportunities to grow and thrive.We create diversified career opportunities,including global mobility,cross functional collaboration,job rotation,internal transfer,encouraging employees to explore new paths and seek possibilities for career development.We also believe that providing a diversified rou

56、tes is one of the best ways to retain the best.Meanwhile,we have been committed to creating a best-in-class employee experience by designing a journey that covers the whole employee life cycle.We provide a competitive total rewards package,comprehensive health care,transparent communication,flexible

57、 working hours and locations,and a culture of encouragement and recognition to help employees live better and healthier lives.In 2020,Amway launched a global campaign called“Be You”.This has gone beyond a mere campaign or an employee training program it is our vision!We are excited to see how our te

58、ams can seek different perspectives and value by showing their true selves through this program.Employees will learn how to recognize and embrace diversity to enhance innovation,collaboration,and interactions by attending online coaching programs.The e-learning modules include conversations on diver

59、sity and navigating polarized perspectives,exploring,eliminating bias,demonstrating inclusive behaviors and much more.In Amway China,we have built an exclusive online community,containing functions of internal referral,Q&A,BBS,gift shop and personal homepage.It aims to provide a platform for young t

60、alents to be themselves and speak out freely through social learning.Meanwhile,it offers a variety of activities and learning resources to empower young talents and enhance the connection between them and corporate strategy.We will continue to seek new ways to provide employees with both personal an

61、d professional support to fully unlock their potential and help each other to shine.Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南13Driving DE&I China Best Practices Guide 202212About Avery Dennison Headquartered in Glendale,California,Avery

62、Dennison has 30,000+employees in over 50 countries and regions.Avery Dennison is a global materials manufacturer of branding and information labeling solutions and functional materials for nearly every major industry,including pressure-sensitive materials for labels and graphic applications,industri

63、al,medical,and retail applications,the apparel industry and radio frequency identification(RFID)solutions.Avery Dennison has won the title of“Best Company To Work For In Asia”for six consecutive years,the“China Top Graduate Employers Award”for three consecutive years,and“HR ASIA MOST CARING COMPANIE

64、S”award in 2020.Over the years,Avery Dennison has concentrated on diversity,equity and inclusion as core values.Our global DE&I slogan is:Every voice.Every day.At Avery Dennison,every voice matters,and every voice provides insights and perspectives that inspire ideas,drive innovation,bring value to

65、our customers,and create possibilities.Avery Dennison Greater China has nearly 10,000 employees,of which 60%are female employees and 59%of managers&above are female leaders.We respect the views and ideas of each employee and are committed to creating a more inclusive workplace.In terms of organizati

66、on structure,we have established the Avery Dennison North Asia DE&I Council and three North Asia Employee Resource Groups(ERGs)to take proactive actions locally and online to eliminate bias,engage all employees to be part of this positive change and work together to create a more open and inclusive

67、workplace.In 2022,the AD Mosaic ERG held the My Hometown photo contest to record and share the beauty of our hometown and to promote the diverse customs and cultures of different ethnic groups.Mental Health ERG organized a carnival of mental health knowledge bowl,counseling station,and positive ener

68、gy wall,etc.to help people explore,understand,care for and achieve themselves.The BOND ERG also initiated a series of online parenting seminars and story sharing campaigns to provide a safe and supportive platform for single parents.A handful of initiatives at different levels have carried out.There

69、 are DE&I Listening Sessions in the form of World Caf workshop for our frontline teams.It creates an open platform to discuss and share diverse views in regard to the themes of inclusion,friendship,communication and work-life balance.With the aim to continuously empower female employees,our New She

70、Program has been upgraded to 3.0 version.We encourage our female employees to foster confidence and unlock potential by providing mentorship programs.More than 520 female employees have gained support since program launched in 2015.It merits a mention that our New She Program was recognized in the N

71、GO BSR HERproject Best Practices in 2022.We encourage our leaders to walk the talk and model the way.We strive for establishing a psychologically safe environment via learnings and trainings.Leaders commit to creating an emotionally safety environment that people can discuss openly.In 2022,we also h

72、eld APAC DE&I forum with the topic of Building a Courageous Workplace in an effort to explore the evolving essence of DE&I.Our efforts counts and we see Company Inclusion Index going up as 82.4%(conducted by McKinsey).It is a pretty positive score in the manufacturing industry.Avery Dennison has alw

73、ays believed that every colleague is the driving force and is co-creating the journey of diversity,equity and inclusion.關于艾利丹尼森 艾利丹尼森總部位于加利福尼亞州格蘭德勒市，擁有超過 30,000 名員工，遍布于全球 50 多個國家/地區。是一家專注于設計與生產各種類型的標簽和功能性材料的全球性材料科學和制造企業，產品幾乎被應用于每一個主流行業，涵蓋標簽和圖形應用的壓敏材料、工業、醫療和零售應用領域、服裝行業，以及無線射頻識別(RFID)解決方案。艾利丹尼森連續六年榮獲“

74、亞洲最佳企業雇主”稱號，連續三年獲得“中國大學生喜愛雇主”，2020 年還獲得“WeCare 最佳關愛員工獎”。艾利丹尼森全球 DE&I 標語是：每一個聲音每一天。在艾利丹尼森，每一個聲音都很重要，每一個聲音都能提供見解與觀點，激發創意，推動創新，為我們的客戶帶來價值，并創造可能性。艾利丹尼森大中華區現有近一萬名員工，其中 60%是女性員工，管理層中有 59%為女性。我們尊重每位員工的觀點和想法，并致力于打造更具包容性的工作場所。在組織設置上，我們設立了艾利丹尼森北亞區多元化與包容性委員會及 3 個北亞區員工組織，致力于通過本地和在線的積極行動消除偏見，調動所有員工成為變革的一部分，共同打造一

75、個更加開放平等包容的工作場所。2022 年，“四海一家”員工組織舉辦了“我的家鄉”攝影大賽，記錄和分享家鄉美的瞬間，推廣各民族多元的風俗文化?！靶睦砟芰空尽眴T工組織舉辦了“艾”你在心，收獲“心”成長心理嘉年華活動，開設心理健康知識有獎競答、心靈信箱、打開“心”世界沙盤體驗等攤位，帶領大家積極探索真實的自我，學會更好地關愛自己?！皭奂~帶-單親家庭”員工組織開展了親子系列線上講座和故事影像館，為單獨撫養子女的員工和家庭提供一個安全和支持性的平臺。針對不同層級的員工，今年也開展了不少創新的舉措。對于基層員工，定期舉行一線員工傾聽工作坊。以“世界咖啡館”的形式，通過對話引導讓員工圍繞“包容”、“友誼”

76、、“溝通”、“工作生活平衡”四大主題進行討論，各抒己見。針對基層女性人才的賦能計劃，我們的新秀力女性發展項目自 2015 年啟動至今已培養超過 520 位基層女性員工。今年項目升級 3.0 版本推出了導師輔助計劃，在這個一對一的跨部門指導平臺中，我們支持員工的成長，鼓勵她們主動與優秀的導師鏈接，遇見更自信、更好的自己。新秀力女性發展項目在 2022 年也被寫入“NGO BSR HERproject 最佳實踐”。對于管理層，我們努力創建以身作則、言行一致的團隊，發揮領導者的模范作用和影響力。通過組織管理人員進行 心理安全建設 培訓，共同學習打破偏見和阻礙我們表達心聲的壁壘，共同創建一個安全對話的

77、工作環境。舉辦多元化與包容性主題論 壇（2022 年主題-愛無畏，勇敢對話），為員工提供一個與高級管理層和外部專家對話的平臺，深入探討多元和包容在不同環境和時代下的本質。持續的努力和成績讓我們的包容指數提升到 82.4%（由第三方麥肯錫咨詢公司負責開展），這在制造業企業來說是相當不錯的成績。艾利丹尼森始終相信，每一位同事都可以成為推動變革的一員，我們將共同努力，推進和引領多元、公平和包容的旅程。多元、公平和包容一直是艾利丹尼森的核心價值觀之一。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Pra

78、ctices驅動多元公平包容 2022 中國最佳實踐指南15Driving DE&I China Best Practices Guide 202214THE BBDO CLUB:THE ENGINE THAT KEEPS ENGAGEMENT CHURNINGIn creating a positive working environment and company culture,our BBDO Club plays a huge role.The Club is organised by people from different departments who make sure t

79、hat there is always something fun happening at the company.From holiday celebrations to cultural events,they are important catalysts for fellow BBDOers to gather together and engage in activities beyond their daily work,with the goal of cultivating cohesiveness,BBDO values,and teamwork among colleag

80、ues across departments or teams.EMPOWERING WOMEN:TO INSPIRE THE NEXT GENERATION OF WOMEN BY TALKS AND ACTIONSAt BBDO,half of the employees are women.We strive to create a diverse work environment and ensure that women can succeed in our company.We host dialogues and invite different female leaders w

81、ho have achieved success across multiple industries to share their experiences.This includes our summer female leadership dialogues in which female leaders meet up to share their challenges,and the brave decisions they made to reach their current position.It continues to inspire our employees to pur

82、sue what they are passionate about.In addition to our internal DE&I activities,we are also actively engaged in many external DE&I activities to create a more inclusive and diverse social environment.At the sHero Career Expo this year,our CEO of BBDO Asia,Tze Kiat Tan,participated in a panel discussi

83、on about the evolution of the role of chief women officers.“MENTORS”:BECOMING A BETTER MAN Through our mentorship program,we strive to help our male colleagues achieve more success at work and become About BBDO BBDO(part of Omnicom Group)has been leading national and international awards since the v

84、ery beginning.Recognized several times as the Best Creative Advertising Agency of the Year.BBDO Greater China adheres to a simple philosophy,commited to bringing our clients only the most outstanding creativity and comprehensive integrated marketing solutions.This commitment translates into developi

85、ng high quality content that thoroughly understands the needs of the local consumers which is the core essential foundations for a brand to succeed in China.better versions of themselves.Our mentors are experts and leaders from diverse industry fields,and the event is open to all our male colleagues

86、.We are commited to sharing the most trending topics and shedding new lights on creativity,strategy,production,and management.DIVERSITY,EQUITY AND INCLUSION FOR ONE AND FOR ALLAll new hires at BBDO receive diversity,equity,and inclusion training in the orientation pathway.Meanwhile,we keep our liste

87、ning channels open 24/7 and encourage any feedback.Several DE&I experts joined Omnicom in 2021 as part of our continuous commitment to embed DE&I throughout the organization.At BBDO Greater China,its our goal to deliver the best in creative and integrated marketing solutions to our clients.Yet we re

88、cognize that the Work,the Work,the Work simply cannot be done without the People,the People,the People.關于 BBDO BBDO 隸屬于宏盟集團。多年領跑于國際和國內創意和實效類獎項；多次被行業媒體授予 年度最佳創意廣告代理商 稱號。BBDO 中國秉承天聯全球集團理念，致力于為客戶呈現最杰出的創意及最專業完善的整合營銷服務，發展最了解本土消費者需求的優質廣告內容，并堅信這是在中國建立一個具有魅力的強勢品牌必不可少的因素。企業 DE&I 最佳實踐BBDO Club：用歡樂凝聚每一個人在營造積極向

89、上的工作環境和公司文化方面，BBDO Club 發揮著巨大的作用。BBDO Club 由一群來自不同部門的年輕 BBDO 員工組成。他們負責組織、策劃、執行每一場活動，從節日慶典到各種文化活動，打破部門間的界限，員工們可以在工作之外積極展現熱情和興趣，同時，也有效地促進了不同部門、團隊及同事之間的凝聚力。賦能女性：用對話和行動滋潤下一代女性領導力在 BBDO，有一半員工由女性組成，對于我們的“半邊天”，我們創造多種平臺及土壤，積極推動其個人潛力的最大發揮。每年夏天開展的“女性領袖對話”，我們會邀請來自不同背景的女性領導者，通過面對面對話的方式分享她們的挑戰、人生見解以及她們為實現今天的成就而做

90、出的勇敢決定，在一次又一次的對話中，互相激勵，互相土壤。除了公司內部的 DE&I 活動項目，我們也積極投身于很多外部的DE&I 活動，共創共建一個更具包容和多元的社會環境。在今年的 sHero 職業博覽周上，BBDO 亞洲 CEO 陳子潔女士參與了關于首席女性官角色演變的小組討論?！癕entors”：用才智塑造更優秀的他我們通過導師計劃，激勵男性在工作中取得成功，成為更好的自己。我們邀請的“導師”都是相關領域的專家和經驗豐富的領導者，該活動從 2019 年至今已舉辦 3 期，面向所有男性同事。分享的洞察和知識涉及多個領域，緊貼行業，內容涉及創意、策略、制作及管理。將多元、平等、包容觸達至每一位

91、員工BBDO 的每一位新員工，在入職后都會接受關于多元、平等和包容的培訓，常年開放的信息通道，確保及鼓勵全員為如何更好提升公司內的多元、平等和包容舉措提出自己寶貴的意見。去年，宏盟集團任命了 DE&I 的管理專才，致力于負責把多元、平等和包容落實到宏盟集團下每一家公司，每一個部門。在 BBDO，我們的目標是為客戶提供最具有創意和實效并存的整合營銷方案，我們也深知如果沒有出色的人才，就不會有優秀的作品。Contents Prelude Best Practice Companies Contact usDE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南17Driv

92、ing DE&I China Best Practices Guide 202216About Beiersdorf Beiersdorf,one of the top 10 cosmetic companies in the world,was founded in 1882 by German pharmacist Paul C.Beiersdorf.For 140 years,Beiersdorf has been building trusted and reliable brands with high quality standards and has become a globa

93、l leader in the beauty and skin care industry.Beiersdorf is based in Hamburg,Germany with operations in more than 170 countries and regions around the world and has more than 20,000 employees.At present,Beiersdorf China is mainly composed of two business units.The skin care business unit is led by N

94、ivea,Eucerin,and Coppertone,and the hairdressing business unit is supported by Maestro.We provide a competitive platform for our employees to thrive based on“Care,Simplicity,Courage and Trust”.Our strategies and core values are localized by local employees and decided upon by ballot.Such joint effor

95、ts generated more awareness and recognition of Beiersdorfs aspiration among employees worldwide.The mental health and well-being of our employees remain part of Beiersdorfs priorities.That is why the“GOOD FOR ME”department provides strong support to employees health through medical,social and welfar

96、e initiatives.For example,in terms of mental health,we provide mindfulness-based resources and yoga classes to all employees for anxiety alleviation and stress reduction.To improve employees comfort level,we supply popsicles and iced drinks in summer.In addition,we often collect questionnaires to kn

97、ow more about employees preferences for snacks and tea bags in the pantry.At Beiersdorf,the percentage of female manager has reached up to 55%.However,we know there is still a long way to go regarding empowering women as part of our DE&I(diversity,equality,and inclusion)strategy.To this end,“Unleash

98、 Female Tech Talent”event was held in June,which is a co-creation of a manifesto on how to attract more women to the IT world and thus foster gender diversity and inclusion in tech field.Beiersdorf raised the rainbow flag for Pride month and created the companys exclusive rainbow-colored truck.Many

99、brands under the group,such as Nivea and Labello,also advocates for a more inclusive social environment through limited rainbow packaging.We spare no efforts to fulfill our commitments in every respect of diversity,equality,and inclusion,which in turn will improve corporate influence and social resp

100、onsibility.In recent years,campus has become one of Beiersdorfs key pillars of sustainable talent development.We systematically developed a series of campus programs to prepare the young generation for their career.Last year,the conversion rate of students from campus competitions to summer intern p

101、rograms exceeded 20%,and interns achieved nearly 80%of the direct pass card conversions in the annual campus recruitment.In terms of corporate social responsibility,we have invested 50 million euros to provide humanitarian and medical aid to the world in April 2020.As an environment protector,Beiers

102、dorfs new climate targets were endorsed by the Science Based Targets initiative(SBTi)and our Carbon Disclosure Project(CDP)received an A rating for climate protection.Beiersdorf employs more than 20,000 people all over the world who are brought together by our shared core values,corporate culture an

103、d purpose of“CARE BEYOND SKIN”.關于拜爾斯道夫 作為世界 10 大化妝品公司之一的拜爾斯道夫集團由德國藥劑師 Paul C.Beiersdorf 于 1882 年創立。140 年來，拜爾斯道夫集團始終以高質量的標準打造值得信賴和依靠的品牌并成為全球美容護膚行業的領先者。今天的拜爾斯道夫，總部位于德國漢堡，業務遍布全球 170多個國家和地區，擁有員工 20000 多人。目前拜爾斯道夫中國主要由兩大業務單元構成，即以妮維雅，優色林，確美同為主導的護膚業務單元，以及以美濤為支撐的美發業務單元。根植于“仁，簡，勇，信”的核心價值觀，保障了員工持續成長的廣闊平臺和土壤。我們

104、本土的戰略及核心價值觀的中文翻譯是本地員工集思廣益后一起決定的，共創促使拜爾斯道夫的初心被越來越多員工了解和認同。員工的心理健康及幸福力也是我們持續關注的?！癎OOD FOR ME”部門在醫療、社會和福利等健康相關領域為員工提供堅實的支持。在心理健康上，公司的“正念”資源和瑜伽課程也會提供給所有員工，旨在緩解焦慮。為了提高員工的幸福感，夏天我們為員工提供冰淇淋和冰飲。除此之外，公司會發起不定期的問卷調查，例如了解員工對茶水間內零食和茶包的偏好，旨在持續地打造更好的員工體驗。在拜爾斯道夫，女性管理者占比高達 55%以上，在女性賦能這個 DE&I（多元公平包容）戰略重點上我們步履不停。今年 6 月

105、，公司舉辦了“釋放女性科技人才”的活動，同時，制定了吸引更多女性進入 IT 領域的宣言，以促進科技領域人才的多樣性。驕傲月我們升起了彩虹旗，并推出了公司專屬的彩虹色卡車。集團旗下的眾多品牌例如妮維雅和 Labello，更是通過限定的彩虹包裝倡導更加包容的社會。在多元、平等及包容的文化建筑上，拜爾斯道夫始終不遺余力地踐行著我們的承諾，并致力于企業影響力及社會責任的提升。近幾年集團將校園作為可持續的多元化人才發展重點之一，體系化的設計出一系列的校園項目，持續關懷著年輕人的職業生涯。2021 年的商業大賽到暑期實習生的項目，學生成功轉化率超過 20%，而參與實習生項目的學生在后期的年度校園招聘中更是

106、實現了近 80%的直通卡轉化。企業社會責任方面，2020 年 4 月，拜爾斯道夫投入 5000 萬歐元向世界提供人道主義援助和醫療援助。在環境方面，拜爾斯道夫的新氣候目標獲得了“科學減碳倡議組織”（SBTi）的認可，在“碳信息披露項目”（CDP)的氣候保護方面獲得了“A”類評級。拜爾斯道夫全球擁有 2 萬多名員工，因共同的核心價值觀、強大的企業文化以及企業使命“關愛超乎所見”而凝聚在一起。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南

107、19Driving DE&I China Best Practices Guide 202218About BIPO At BIPO,our passion for technology and innovation empowers businesses across the globe with increased efficiency and convenience.Established in 2010,and headquartered in Singapore,we are better connected to support your payroll and people so

108、lutions needs through a global network of 30+offices,four R&D centres,and business partners across 140+countries.Our enterprise-ready HR Management System(HRMS)platform automates HR processes,simplifies workflows,and delivers actionable insights to build the best Employee Experience.Complemented by

109、our payroll outsourcing solutions and global EOR services,we support businesses to manage todays global workforce.BIPOs team is diverse with employees of different backgrounds and now has subsidiaries in more than 30 countries worldwide.We build a strong and sustainable female leadership team,and pr

110、oud to mention that BIPO has more than 50%female executives and 60%+women population.To create a pleasant working environment and experience for employees,BIPO holds monthly birthday gatherings to boost team bonding and enhances workplace wellbeing.Beyond working hours,BIPO also organizes various re

111、union activities on a regular basis to enhance team cohesion,so that employees can understand and identify with the corporate culture and obtain a stronger sense of belonging to the company.During the lockdown challenges,BIPO arranged vehicles to deliver care pack support to the employees.At the sam

112、e time,BIPO also paid great importance to employee wellbeing and advocated the balance between life and work.A couple of meaningful initiatives were managed during that period including BIPO Voice,an online karaoke contest with a prize for the winner.BIPO aims to create a more energetic and humane w

113、orking atmosphere with a positive attitude,and to create meaningful and influential changes.BIPO also attaches great importance to the sense of corporate social responsibility and the co-construction of a pluralistic and equal social environment.It continues to build up the external influence of the

114、 company through projects such as charity and social cooperation.BIPO has actively participated in various social welfare projects especially in the field of rural poverty alleviation and rural education.As few examples,BIPO participated in the Yunnan Rural Revitalization project initiated by Nanjin

115、g West Road Community and Social Organization Federation and donated 200,000 yuan to support rural education construction.It was an effort to create better conditions and education environment of rural children.While expanding its global business,BIPO will continue to advocate its corporate DE&I dev

116、elopment and social responsibility.With a global development strategy BIPO continues to explore multiculturalism and is committed to providing an inclusive environment.BIPO 公司簡介 BIPO 創立于 2010 年，作為全球化的人力資源一站式服務供應商，公司立足亞太、輻射全球，推動科技賦能，以全球化、數字化和合規化為發展理念，已在 30 多個國家和地區設立子公司，業務遍及全球 140 多個國家和地區。服務產品包括 BIPO

117、HRMS，全球薪酬解決方案，名義雇主服務(EOR)等，借助系統的科技化和服務網絡的多國化，為客戶提供多地區、高效率、合規化的用戶體驗。BIPO 的團隊是由全球各地不同背景、不同種族的員工所組成的多元化組織，目前已在全球 30 多個國家設立子公司。我們為女性人才建立一個強大的可持續性的領導力發展通道，BIPO 擁有高達 50%以上的女性管理者，在職員工中女性也占到 60%+。為了給企業員工提供溫馨愉快的工作環境及體驗，BIPO 每月舉辦員工生日會，促進跨部門同事之間的相互了解，增強員工工作的幸福感。工作之余，BIPO 會定期舉行企業團建活動，增強團隊的凝聚力，讓員工了解和認同企業文化。特別是在今

118、年的疫情之下，BIPO 第一時間安排專車為居家的員工們送去物資支援。同時也全面關注員工的工作狀態及心理情緒，倡導生活與工作的平衡。在員工居家期間，BIPO 發起了“BIPO 好聲音”線上 K 歌大賽，為最終獲勝者設立了獎金?；顒蛹丛黾訂T工之間的聯結，同時舒緩了員工居家的沉悶。BIPO希望以積極向上的態度，塑造更具活力、更人性化的工作氛圍，創造富有意義和影響力的變革。BIPO 也十分重視企業社會責任感和多元平等的社會環境共建，通過慈善公益、社會合作等合作項目不斷營造企業對外的影響力。作為社會慈善公益的踐行者，BIPO 長期關注和參與鄉村扶貧、鄉村教育領域，也積極投身于各類社會公益事業。BIPO

119、參與了靜安區南京西路街道社區社會組織聯合會發起的云南鄉村振興項目，親身參與鄉村考察團，為云南鄉村小學捐贈了愛心衣服及愛心圖書角，向美麗中國支教項目捐贈 20 萬元，積極助力鄉村教育建設。少年強則國強，孩子是未來的希望，BIPO 也希望為鄉村振興提供堅實的支持，改善鄉村孩子的生活與教育環境，為他們撐起一片愛的天空。對 BIPO 而言，未來的道路還很長，在拓展全球業務的同時，BIPO 也會不斷前行，持續倡導和推動“多元、平等與包容”企業文化的發展。BIPO 以全球化作為發展理念，不斷探索多元文化，致力于為員工提供一個包容平等的環境。Contents Prelude Best Practice Co

120、mpanies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南21Driving DE&I China Best Practices Guide 202220About Bosch China Bosch set up its first sales office in China as early as 1909.In 1926,the first Bosch car service workshop was opened in Shanghai.Over the past 112 years,Bosch has

121、 witnessed the unprecedented development of Chinese society and,in particular,the rapid rise of the economy after the reform and opening up.With its“local for local”strategy,Bosch in China offers cutting-edge technologies and solutions in the areas of mobility solutions,industrial technology,consume

122、r goods,and energy and building technology.Boschs innovations in all its areas of business make possible the companys strategic imperative of“Invented for Life”.As of December 31,2020,Bosch operated 56 legal entities and facilities in China,with consolidated sales of 117.3 billion CNY,making it the

123、groups largest single market for the first time,with the largest number of associates outside Germany.Since 2021,Bosch has extended the definition of diversity to diversity,equality and inclusiveness,aiming to further evolve and embed DE&I journey in Bosch.At Bosch,we take utmost importance in conne

124、cting DE&I commitments with corporate sustainable development strategies.We invest in diversity and future by formulating the goal of New Dimension-Sustainable Development 2025.Bosch values our employees diverse perspectives,experiences and lifestyles.Our Code of Business Conduct also emphasizes tha

125、t Bosch respects and protects the human dignity of every employee,and that all employees worldwide,regardless of gender,age,background or any other aspect,feel valued and contribute their personal strengths,expertise and potential to create business success.In China,in order to support the needs of

126、business transformation and innovative development,Bosch continues to strengthen the hirings of digital talents,and continues to expand the talent team in the software and digital fields.In 2022,Bosch China will add more than 4,000 jobs,most of which are in the field of software development.We belie

127、ve the diverse workforce will further nourish Boschs DE&I culture.At Bosch,we have a special action team formed spontaneously by executives who advocate for diversity.In an attempt to foster DE&I culture,our special action team has creatively integrated gamification into inclusive leadership behavio

128、rs and created DE&I#LikeABosch just-do-it Cards.It is a new doorway to support the inclusive leadership development.Every employee can join this initiative by picking the card and accomplishing the specific task.For each task accomplished,points will be allocated,and accumulated points will be ranke

129、d globally.This initiative was broadly shared at the 2022 Bosch Global Executive Forum.It received very positive responses and participation from the executives.The theme of global 2022 diversity week is Unique#LikeABosch riddled with different activities and workshops.It has garnered extensive part

130、icipation from our employees.As some examples that include the Strength Wall Roadshow,the Unique You employee stories,and external guest speaker sharing,aiming to embed DE&I culture.Bosch China has started to advocate energy management since 2021 and carried out targeted product development and impl

131、ementation from the four aspects of spirit,mental,emotion and physical.In 2022,more than 15 business units completed the implementation and managed to integrate contents into daily business scenarios.The project team,combined with the Harvard Happiness Course,certified Happiness Mentor will continue

132、 the sharing journey.During the lockdown period in Shanghai,the Bosch China Labor Union distributed a thousand-yuan prize and two rounds of supply support to every employee.At the same time,a 24-hour chat group was launched timely to relieve the mental pressure in tandem with the lockdown.The energy

133、 management project team also delivered 19 live broadcasts and launched its new brand Energy Qiangqiang,aiming to provide extensive wellbeing support in the challenging time.關于博世中國 博世集團于 1909 年首次進入中國市場，開設了第一家貿易辦事處。博世集團秉承 根植本土、服務本土 的理念，深度融入了中國經濟的發展，與中國市場共同成長。博世為中國市場和用戶提供汽車與智能交通、工業、消費品以及能源與建筑技術領域先進的技術

134、和解決方案，在各個業務領域深刻地踐行并詮釋 科技成就生活之美 的理念。截至 2020 年底，博世在中國經營著 56 家公司，銷售額達 1173 億人民幣，中國市場首次成為博世集團最大的單一市場，也是博世除德國以外擁有員工人數最多的國家。近年來圍繞社會發展帶來的各項挑戰，制定了可持續發展目標遠景，即“新維度-可持續發展 2025”，把多元承諾滲入可持續發展的戰略中，對多元投資，對未來投資。博世重視員工觀點、經驗和生活方式的多樣性。我們的商業行為準則也強調博世尊重并保護每位員工的人格尊嚴，無論性別、年齡、背景或任何其他方面，全球的所有員工都能感受到自己的價值，并為公司貢獻個人優勢、專業知識和潛力，

135、從而創造商業成功。為支持業務轉型和創新發展的需求，博世中國在數字化人才招募上將不斷加碼，持續壯大軟件和數字化領域的人才隊伍。2022 年，博世中國計劃新增超過 4000 個崗位，大部分為軟件研發崗位，與博世傳統業務與現有的員工背景大為不同。相信多元化的團隊將進一步滋養博世的多元文化。在博世，我們有一支特別的行動小組，由倡導多元文化的高管自發組成。為了讓“多元、平等和包容”可以更加落地，特別行動小組還極具創意地將游戲思維融入到了領導力行為建設中，開發了 DE&I#LikeABosch just-do-it Cards，這些卡片通過描述具體和可執行的措施提供了切實的多元領導力準則，每完成一項卡片上

136、的任務，便可獲得相應的積分，博世全球員工皆可參加，積分全球排名。這個創新舉措在 2022 博世全球高管論壇中進行了分享，獲得了所有博世高管的積極反饋和參與。2022 年的全球多元文化周主題為“Unique#LikeABosch”，整整一周的活動、賦能、工作坊等內容贏得員工的廣泛參與和積極反響。借由優勢墻路演活動、“獨特的你“員工故事征集活動，及外部專家分享等活動，從情感歸屬角度滲透多元包容的文化。博世中國從 2021 年啟動精力管理話題，倡導精力管理，從員工精神，心理，情緒，體能四個方面進行了有針對性的產品開發與落地實踐。2022 年，已在超過 15 個事業部完成了落地踐行，并逐步將更多的內容

137、融合到日常的業務場景中。項目組結合哈佛幸福力課程，認證“幸福導師”，將持續輸出并分享給更多博世同仁。上海疫情封控期間，博世中國工會為每位員工發放“靜待花開”千元大獎及 2 輪物資支持。同時，推出了 24 小時陪聊群，以緩解封控的精神壓力。精力管理項目組更是推出了品牌欄目“能量鏘鏘行”，自主設計開發交付了 19 場直播。特殊時期為員工的精力管理提供全力支持，共同探尋意義感與幸福力。2021 年起博世把“多元”的定義延申為“多元、平等和包容”，旨在更清楚地闡釋多元化管理在博世的深耕落地。Contents Prelude Best Practice Companies Contact us企業 DE

138、&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南23Driving DE&I China Best Practices Guide 202222About C.H.Robinson As one of the worlds largest logistics platforms.C.H.Robinson solves logistics problems for companies across the globe and across industries,from the simple to the most complex.With$28

139、billion in freight under management and 20 million shipments annually.Our global suite of services accelerates trade to seamlessly deliver the products and goods that drive the worlds economy.With the combination of our multimodal transportation management system and expertise,we use our information

140、 advantage to deliver smarter solutions for our nearly 100,000 customers and our 85,000 contract carriers.C.H.Robinson is committed to creating a culture where employees can take root,and where their heterogeneity is valued.C.H.Robinson strives to create a stronger and more innovative community,and

141、in pursuit of that,our DE&I strategy is mapped and executed under the direct supervision and management of our Chief Executive Officer and Board.The DE&I commitment starts from the top with our Chief Executive Officer and top level of management,but we are convinced that each of us plays a role in a

142、dvancing DE&I.We believe that for the success of DE&I,co-creation is a necessity.To this end,we advocate cross-functional teams to continuously work on progressing DE&I.As of July 2022,we have achieved the following milestones in our co-creation of DE&I:All 15,000+employees worldwide,including over

143、1,200 of those who are based in China,have completed inclusivity courses.DE&I objectives have been set as an important part of our leaderships performance and remuneration evaluation.DE&I contents have been updated and integrated into on-boarding,management practice and talent development programs.O

144、ur first annual DE&I-themed Global Inclusion Week has been launched.54%senior leadership roles in China are females.Our employee engagement survey has indicated a 3%improvement in female employees rating of their willingness to continue working for C.H.Robinson,pride in the company and likelihood of

145、 recommending C.H.Robinson as a great workplace.Looking forward,the journey of DE&I will continue and will remain as a long-term objective.We will continuously weave DE&I into different aspects of our business by making our progress in DE&I more transparent,putting in place clearer action plans and

146、accountability.關于羅賓升 作為全球最大的物流平臺之一，為全球和各行各業的公司解決從簡單到最復雜的物流問題。我們管理著 280 億美元的貨運量和每年 2000 萬次的貨運量，是世界上最大的物流平臺之一。我們的全球服務套件加速貿易，以無縫交付推動世界經濟的產品和商品。通過結合我們的多式聯運管理系統和專業知識，我們利用我們的信息優勢為我們的近 100,000 名客戶和 85,000家合同承運人提供更智能的解決方案。公司的 DE&I 戰略和具體的執行由首席執行官和董事直接監督和管理。承諾始于首席執行官及核心管理層，同時我們深信在促進多元化、公平性和包容性上，每個人都發揮著積極的作用。我

147、們相信 DE&I 的成功是一個共創的過程，我們倡導多個跨職能團隊持續開展多元公平包容工作。截至 2022 年 7 月，羅賓升在多元化、公平性和包容性的共創中已實現：全球范圍內所有 15,000 名員工均完成了包容性課程，其中，中國區員工達 1,200 多人；將 DE&I 的具體目標添加到了領導團隊的績效考核和薪酬 評分中；DE&I 的內容進一步更新及整合到了入職、領導原則以及員工發展計劃中；圍繞多元公平包容開展了首個年度“全球包容周”；中國區高級管理層的女性占比達到 54%；年度員工敬業度調查顯示，女性雇員在愿意繼續為組織工作、對所服務的組織感到驕傲、愿意推薦該組織作為工作場所的得分同比提升了

148、 3%。展望未來，DE&I 是一個持續的旅程，也是一項長期工作。我們將繼續把公司的 DE&I 愿景深入地整合到各項業務中。這包括提高我們 DE&I 工作進展的透明度，建立更為清晰的行動計劃責任制等。羅賓升的 DE&I 愿景是為員工創造富有歸屬感的文化，欣賞員工的多元差異性，致力于打造一支更強大、更具創新性的團隊。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南25Driving DE&I China Best Practices Gui

149、de 202224About Cargill Cargills 155,000 employees across 70 countries work relentlessly to achieve our purpose of nourishing the world in a safe,responsible,and sustainable way.Every day,we connect farmers with markets,customers with ingredients,and people and animals with the food they need to thri

150、ve.We combine more than 156 years of experience with new technologies and insights to serve as a trusted partner for food,agriculture,financial and industrial customers in more than 125 countries.Side by side,we are building a stronger,sustainable future for agriculture.(CWN)organized an activity du

151、ring International Working Womens Day themed Beyond Imagination,I Lead My Life involving all business sectors to encourage women to embrace diversity,care themselves and the people around them,overcome obstacles and be their best selves.Cargill is committed to DE&I co-creation in the community.As a

152、socially responsible company with a passion for philanthropy,Cargill Global invests 2%of the pre-tax profits every year in our three corporate responsibilities of nourishing our world,protecting our planet,and enriching our communities.Up to August 2022,Cargill has contributed to building,repairing,

153、and supporting more than 40 rural primary schools,training more than 3.5 million farmers,donating more than 300,000 nutritious meals to underprivileged children in rural areas,and planting more than 120,000 trees.From 2004 to 2022,39 Cargill Care Committees in more than 20 provinces and cities acros

154、s the country have contributed more than 290,000 hours of service to volunteer activities dedicated to benefiting the community.Providing equal employment opportunities and career development for female employees has always been a consistent endeavor at Cargill.We proactively conduct external market

155、 research on women in operations and develop themed activities around International Women in Engineering Day(INWED).These events successfully enable external markets to better understand Cargills DE&I culture(Diversity,Equity and Inclusion).In recent years,the percentage of female placements for ope

156、ration has doubled compared to the previous year.We are aware that Cargill still has a long way to go in attracting more women in operations.One of our diversity goals for the coming new year is to achieve an average female employment rate of 40%in operation trainee positions.Cargill also provides t

157、argeted and diverse training programs and creates growth-oriented organizations to empower talent progression.Cargill Young Professional Network(CYPN)is an organization for young employees to voice their career aspirations and for empowering future Cargill leaders.ELEVATE Project aims to help women

158、and millennials in the Asia Pacific region to enhance their leadership abilities.Through a series of well-designed sessions,such as Self Discovery,Career Aspirations,and Learning Journey,they can cultivate leadership thinking and chart out personal career development plans,while establishing persona

159、l short-term and long-term goals.For employees at manager level and above,Cargill has integrated DE&I into their training programs,so as to help them to develop and shape a more diverse and inclusive leadership through a combination of learning and action.Moreover,Cargill is committed to enhancing t

160、he wellbeing of all employees.In our Employee Self-worth Exploration Month,everyone celebrates by reflecting on their personal and professional experiences of certain life milestones.When the city was in lockdown because of the Covid-19 epidemic,Cargill China leadership team delivered three care pac

161、kages of daily necessities to help them meet their daily needs.Group managing directors were invited to record and share their daily life moments to spread positivity.Cargill Womens Network 關于嘉吉 嘉吉業務遍及全球 70 個國家和地區，我們的 15.5 萬名員工始終致力于履行“以安全、負責任和可持續的方式滋養世界”的使命。每一天，我們的工作是成為聯接農民與市場之間、企業與食品原料之間的橋梁，并幫助人類和動

162、物獲取所賴以生存的食品。作為值得信賴的合作伙伴，嘉吉將 156 年多的發展經驗與前沿科技和創新理念相結合，在超過 125 個國家和地區服務食品、農業、金融和工業領域的企業客戶。展望未來，我們將與客戶攜手努力，為全球農業打造可持續的未來。我們主動對外部市場生產運營職能的女性進行調研，并圍繞國際女性工程師日開展主題活動，成功地將嘉吉多元、公平和包容的文化更加深入地傳遞給外部市場。在最近一年新開放的生產運營崗位中，女性成功應聘的比例更是相比往年提高了一倍。我們深知，想要吸引更多生產運營的女性，嘉吉還有很長的路要走。在生產運營培訓生崗位中，女性成功應聘的平均比例達到40%，是未來一年我們的多元目標之一

163、。嘉吉提供針對性的多元培訓計劃并創建成長型的組織，充分保證及助力人才的培養和賦能。嘉吉青年社團（CYPN）是一個青年員工為自己的職業發展發聲的組織，賦能未來嘉吉領導者。ELEVATE 項目旨在助力亞太地區的女性和千禧一代人才提升領導力，通過自我探索、生涯期望、深入業務等一系列精心設計的環節，提升個人的領導力思維，明確個人職業發展規劃，同時轉化為個人的長短期目標。針對經理及以上職級的員工，嘉吉把 DE&I 的課程內容嵌入培訓發展項目，在認知和實踐上培養及塑造更為多元與包容的領導力。嘉吉同樣致力于提升全體員工的幸福力。在員工自我價值探索月，大家回顧人生初體驗，探索到自我價值的豐盈。在上海疫情封控的

164、特殊時刻，公司分別三次發放關愛禮包，以幫助家庭解決生活的所需，并通過拍攝日志小視頻分享生活片段，傳遞積極的能量。嘉吉中國女職工委員會(CWN)在今年的國際勞動婦女節聯合所有業務部門，組織了“超越想象，由我做主”主題活動，鼓勵和倡導女性擁抱多元、關愛自己關愛朋友、跨越障礙，做最好的自己。嘉吉致力于社區的 DE&I 共建。作為一家富有社會責任感、熱衷于慈善事業的企業，嘉吉全球每年把稅前利潤的 2%投入到企業社會責任工作中，用于三大企業責任領域：滋養世界、保護地球和造福社區。截至 2022 年 8 月，嘉吉幫助新建修繕和支持了 40多所農村小學，培訓農民 350 多萬人次，為農村貧困兒童捐贈了30

165、多萬份營養餐，并植樹 12 萬多棵。自 2004 至 2022 年，分布在全國二十多個省市的 39 個嘉吉關愛委員會已為致力于造福社區的志愿活動貢獻了超過 29 萬多小時的服務時間。嘉吉始終堅持為女性員工提供公平的就業及職業發展機會。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南27Driving DE&I China Best Practices Guide 202226About Carrier Founded by the in

166、ventor of modern air conditioning,Carrier is the world leader in high-technology heating,air-conditioning and refrigeration solutions.Carrier experts provide sustainable solutions,integrating energy-efficient products,building controls and energy services for residential,commercial,retail,transport

167、and food service customers.Carrier HVAC is a part of Carrier Global Corporation,the leading global provider of healthy,safe,sustainable and intelligent building and cold chain solutions.Carriers inclusion and diversity strategy consists of four key tenets:Reduce the Gap,Develop&Sponsor,Drive Inclusi

168、on and Lean Forward.CARRIER FOCUSES ON REDUCING THE GAP BY RECRUITING DIVERSE TALENTS AND BUILDING A DIVERSE TEAM.At Carrier China,we have set a clear target of ensuring 50%female candidates in recruitment and interviews.In the panel interviews for positions at manager level and above,there will be

169、at least one female interviewer to ensure a fair outcome of the interviews.Carrier aims to achieve gender equality in our senior management team by 2030.CARRIER IS COMMITTED TO DEVELOPING AND SPONSORING DIVERSE TALENTS.With 3,500 members globally,Employee Resource Groups(ERG)at Carrier are networks

170、for employees with a shared vision of building an inclusive workplace where they all feel a sense of belonging.The ERG initiative includes activities such as Day of Understanding,Mentorship Program,Recruitment Fair,Roundtable Discussions,University Partnerships and In My Shoes communication campaign

171、s for employees to share their personal experiences and embracing I&D.As the official ERG setup to empower women,WECarrier has hosted#BreakTheBias themed events on the International Womens Day in 8 locations across China,engaging around 270 ambassadors and more than 550 participants.In 2022,Miss Car

172、rier is in full swing to encourage women to showcase their unique selves and charm.Carriers ELEVATE:Women in Leadership program provides women with immersive learning and development opportunities through hands-on seminars,mentors and executive sponsors,dedicated coaching,high-impact career opportun

173、ities and more.LISTENING AND LEARNING ARE THE KEYS TO DRIVE INCLUSION.Carrier is driving a company-wide culture of inclusion through employee resource groups,fireside chats,listening sessions,learning platform courses,tailored manager toolkits,and courses related to diversity,inclusion,and unconscio

174、us bias,attracting up to 26,000 instances of participation.We enforce a zero-tolerance policy against any form of discrimination.We also form a community of D&I Champions,a global team of diversity and inclusion defenders who are professionally trained to address harassment or discrimination as well

175、 as other issues and concerns that may affect our ability to be truly inclusive.SIGN THE PLEDGE AND LEAN FORWARD.David Gitlin,Carrier Chairman&CEO,signed the CEO Action for Diversity&Inclusion pledge,to advance diversity and inclusion in the workplace.Carrier is also a proud member of Paradigm for P

176、arity,a coalition of business leaders dedicated to addressing the corporate leadership gender gap.Beyond that,Carrier is connecting executives incentives with progression against ESG goals,including diversity goals to ensure leadership accountability.Carrier is committed to creating a workplace that

177、 is truly and genuinely inclusive,a workplace that inspires and encourages everyone to bring their authentic selves to work.關于開利 開利公司由現代空調的發明者開利博士創建，是高科技暖通空調及冷凍解決方案的全球供應商。開利專家們匯聚高能效的產品以及樓宇自控和能源服務，為住宅、商業、零售、運輸和食品服務客戶提供可持續的解決方案。開利暖通空調業務隸屬于開利公司，這是一家致力于全球健康、安全、可持續的智能建筑及冷鏈領域的杰出供應商。開利的包容多元戰略由四個核心宗旨組成：縮小差距

178、、支持發展、推動包容和引領向前。開利注重招聘多元化人才來縮小差距，打造多元團隊卓有成效。在開利中國，我們對參與招聘篩選和面試的女性比例設立了50%的明確目標。針對經理級別以上崗位的招聘，我們會設置至少一位女性面試官，以確保面試公平性。開利計劃在 2030 年前實現高管的性別平等。開利著重支持發展多元人才。開利的員工資源小組(ERG)是擁有共同愿景的員工組織，倡導一個更具歸屬的多元包容的工作場所。全球有 3,500 多名員工投身 ERG，發起了理解日、導師計劃、招聘市場、圓桌討論、高校合作和“In My Shoes”交流等一系列活動，分享個人經驗并促進對包容多元的深入理解。WECarrier 是

179、開利的女性賦能組織，在中國 8 個城市發起了#打破偏見國際婦女節活動，帶動了近 270 名宣言大使和 550 多名參與者。2022 年舉辦的“開利女士”活動如火如荼，鼓勵女性展現獨特的自我和魅力。在人才發展上，ELEVATE 女性領導項目，通過實踐研討會、導師高管贊助、專屬教練以及高影響力職業機會等方式，為女性提供沉浸式學習發展機會。推動包容的關鍵是傾聽和學習。開利通過員工資源小組、爐邊談話、傾聽會議、學習平臺課程、專屬經理工具包、多元包容和無意識偏見相關課程等方式，推動全公司包容文化，參與人次多達 26000 人。開利對任何歧視零容忍，對此，開利建立了多元包容捍衛者團隊，該團隊遍布全球且都接

180、受過專業培訓，致力于解決包括騷擾或歧視等可能影響我們真正包容能力的問題。簽署承諾，引領向前。開利董事會主席兼首席執行官 David Gitlin 簽署了 CEO 多元包容行動(CEO Action for Diversity&Inclusion)承諾書，旨在促進工作場所的多元包容。同時，開利也是平等范例(Paradigm for Parity)的榮譽成員，是致力于解決企業領導性別比例差距的商業領袖聯盟。開利高管的獎金與 ESG 目標，包括多元化目標掛鉤，以加強高管的包容多元職責。開利致力于打造真正包容的工作場所，鼓勵每個人都能在工作中展現真實的自我。Contents Prelude Best

181、Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南29Driving DE&I China Best Practices Guide 202228About Covestro Covestro is one of the worlds leading manufacturers of high-quality polymer materials and their components.With its innovative products,processes and metho

182、ds,the company helps enhance sustainability and the quality of life in many areas.Covestro supplies customers around the world in key industries such as mobility,building and living,as well as the electrical and electronics sector.In addition,polymers from Covestro are also used in sectors such as s

183、ports and leisure,cosmetics and health,as well as in the chemical industry itself.The company is committed to becoming fully circular and is striving to achieve operational climate neutrality and net zero emissions by 2035.According to the recent survey,the overall employee satisfaction was rated as

184、 99.6%.It has largely mirrored overall employee wellbeing and belonging status.Besides,Covestro also established another employee resource group“Compass”in 2022.It is a female executive community,aiming to enhance female executives wellbeing by holding regular exchange and sharing.From the community

185、 perspective,Covestro also shares in different occasions its people caring initiatives during the pandemic challenges,its best practices on the evolution from welfare to wellbeing,and how DE&I enables faster recovery,healthier enterprise and happier workforce(online sessions).Covestros global networ

186、k enables DE&I to be driven from both top down(sponsors,ambassadors,project leaders)and bottom up(employee resource groups),with diverse insights,viewpoints and inputs.On regular basis,project leaders from different regions and countries meet to align,share and collaborate.Collectively,it turns to m

187、any different events and activities at different region every year globally or locally that includes International Womens Day celebration,Pride Month themed activity.In June 2022,Covestro DE&I China team with the support from DE&I APAC team managed a DE&I APAC week under the theme of“Leading DE&I fo

188、r a brighter future”.The DE&I APAC ambassadors and senior executives were engaged as the key driving force to embed DE&I.關于科思創 全球領先的高品質聚合物及其組分的生產商之一。依托創新的產品、工藝和方法，公司在眾多領域幫助促進可持續發展和提高生活品質?？扑紕撛谌蚍秶鸀榻煌ǔ鲂?、建筑和生活起居以及電子電氣等重要行業的客戶提供服務。公司致力于實現全面循環，目標于到 2035 年實現運營氣候中性以及凈零排放。在企業內部，多元公平包容全面貫徹于招聘、入職、培訓、發展、晉升等員工全

189、生命周期管理。多年蟬聯最佳雇主、健康雇主等桂冠的科思創，持續致力于打造多元、公平、包容、健康、高效的工作環境。企業外部，科思創更是憑借多年來在多元公平包容方面的最佳實踐及行業影響力，與社會各界攜手共建多元公平包容的生態圈。2022 年疫情期間，科思創從四大維度全面守護員工的身心 健康：生活支持 先后發放了 6 批次生活物資、冰柜、紫外線消毒燈等。健康關愛 安排每天的線上運動直播課、線上就醫指導等。心靈守護 組織了 2 場疫情主題的員工溝通大會、多場由企業高管主持的在線圓桌會議、多個來自全球管理層的特別慰問視頻、員工心理支持計劃、特別援助群、在線學習及分享等。特別支持 員工關愛指引、駐廠津貼、關

190、愛基金。后續的員工滿意度調查顯示員工的整體滿意度高達 99.6%，極大程度上反映了科思創員工的幸福指數及歸屬感?？扑紕搹摹皢T工(Colleagues)”、“企業(Company)”和“社群(Community)”(即3C)三大維度不斷深耕和踐行多元公平包容。And it is being reflected in all their HR processes and employee lifecycle from recruitment,onboarding,training,development and promotion.Internally,as one of the top empl

191、oyers and the healthiest employers in the consecutive years,Covestro is committed to building a more diverse,equitable,inclusive,healthy and productive workplace.Externally,Covestro actively shares through different sessions in the industry and the society its best practice in DE&I,so to call for a

192、more diverse,equitable and inclusive world.In the spring of 2022,the COVID-19 reared its head again and largely impacted peoples work and life.In response to the challenge,Covestro has taken many measures centering around 4 focused areas.Life support of 6 batches food package,refrigerator,UV disinfe

193、ction lamp,etc.Physical health caring of daily online fitness program,online medical counselling etc.Mental health caring of organizing two townhall employee communication,virtual round tables,video messages from the global leadership team,employee assistance plan,WeChat group for daily support,virt

194、ual learning,etc.Special support of people caring guidance,frontline employee onsite subsidiary and caring fund.科思創還成立了“指南針”女性高管聯盟，旨在通過定期的分享活動來構建內部支持體系，并多角度、全方位地提升女性高管的幸福力。社會層面，科思創積極分享疫情期間的員工關愛舉措，從傳統福利到健康福祉轉變的最佳實踐，以及多元公平包容如何助力企業更具韌性，實現健康企業和幸福員工?？扑紕摰亩嘣桨萑驁F隊兼顧管理層、員工及各地區的不同視角，通過自上而下（發起人、宣傳大使、項目負責人等）

195、及由下至上（員工自發組織）的多元方式，旨在全面推動并滲透企業的多元公平包容。各區域的項目負責人會定期溝通、分享及合作，每年為大家帶來眾多精彩紛呈的全球及本地活動。例如科思創全球各地共同參與的國際婦女節主題活動，驕傲月主題活動等。2022 年 6 月，科思創中國的多元公平包容團隊，攜手亞太區域，組織了“引領多元公平包容，共創美好未來”為主題的科思創多元公平包容亞太周活動。亞太區的最高領導人及宣傳大使們齊齊亮相，攜手引領多元公平包容。Covestro has been cultivating and fostering its diversity,equity and inclusion cult

196、ure from three pillars of Colleagues,Company and Community(3Cs).Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南31Driving DE&I China Best Practices Guide 202230About Dentsu China Part of Dentsu International,Dentsu China comprises of five leade

197、rship brands-Carat,dentsu X,iProspect,DENTSU CREATIVE,and Merkle,each with deep specialisms.Dentsu China helps clients to win,keep and grow their best customers and achieve meaningful progress for their businesses with best-in-class services and solutions in Media,CXM,and Creative.Dentsu supports ou

198、r employees physically and mentally.Work-related stress is a widely discussed workplace priority in China,and we are committed to creating a safe work environment to help improve our employees mental resilience.This year,we held a series of lifestyle and wellness programs such as Better Sleep Progra

199、m to enhance employees understanding of quality sleep.We also launched a 24/7 hotline to support employees who are in need to find balance,overcome stress,and deal with day-to-day challenges.Additional wellbeing days are also offered to all employees in 2022 that includes 3 days of Health Day/Family

200、 Day,2 days for COVID vaccination,and 2 days for voluntary efforts in local communities.As a force of good,we proactively advocate ESG aiming for build a more sustainable world.Dentsu is proud of our achievements in making our buildings and offices more energy efficient worldwide.In China,our new Be

201、ijing office was designed incorporating the latest“green”concepts,to reduce emissions impact and improve environmental performance.In July,we teamed up with UseDem,a tannin remanufacturing brand,to create a RAD workshop to upcycle used outdoor billboards showcasing our collective creative hallmark a

202、nd vision,for a new and sustainable way of living.Dentsu is committed to helping clients to win,keep and grow their best customers and achieving meaningful progress for their business with best-in-class services and solutions in Media,CXM and Creative.We aim to be“a force for good”to actively build

203、a world that is more sustainable and inclusive.A people centric company,Dentsu China has made“Diversity,Equality,Inclusion”(DE&I)key components of our social impact strategy.Dentsu China aims to provide equal employment opportunities for all,regardless of gender,disability and race.As of August 2022

204、,we have 1%of employees in China with disabilities(including disabilities in different areas such as vision,hearing,physical and psychological),out of which 10 are women.We will continue to build a diverse and inclusive workforce,in an attempt to make a difference in the communities we operate in.De

205、ntsu China places gender diversity and gender equality at the forefront of its local efforts,and women empowerment remains top of our agenda.Out of nearly 3,000 local employees,65%are women,and more than half of our leadership team are females.As an example of ensuring women voices get heard,Dentsu

206、China held“sHero dialogue”in March 2022-where a panel of 8 female representatives from different career backgrounds were invited to discuss,share and demonstrate“Her”power and wisdom in modern society.This year,we nominated our outstanding female marketers for several industrial awards,and in turn w

207、e won the Women to Watch award recognized by Campaign Asia.The company was also honored to co-host an annual conference with Ladies Who Tech,a well-known female leadership organization in APAC,to support professional aspirations of women in various industries.電通中國 電通中國隸屬于電通國際，由五大領導品牌組成 凱絡 Carat、dent

208、su X、安布思沛 iProspect、電通創意DENTSU CREATIVE、美庫爾 Merkle，并由資深團隊支持提供專業服務。我們將可持續行為和“以人為本”的思想嵌入管理中，以“多元，平等，包容（DE&I）”作為公司社會影響力戰略的重要支柱，通過數據、洞察和 DE&I 集成數字計劃等建立信任、提高透明度，以職場為圓心，輻射員工及其家庭，創造并促進公平和開放的機會。電通中國致力于提供平等的就業機會。在人才錄用等機制中，我們確保包括殘疾人群和女性等所有人都擁有平等機會。截至2022 年 8 月，我們有 1%的在職殘疾員工（包含視覺、聽覺、身體和心理等不同領域的缺陷），其中包含 10 名殘疾女

209、性員工，和其他員工一起在電通中國工作和成長。電通中國長期鼓勵女性職業發展。在近 3000 名員工中，65%是女性，而女性管理人數超過一半。電通積極創建女性對話平臺，今年的“國際婦女節”期間，一場聚集 8 位不同背景的電通sHero 對話沙龍在線下和線上引起了極大的共鳴。她們從女性特有的角度，就工作和生活等當下熱點話題展開討論，展現出一種包容的“她”力量。今年電通的優秀女性營銷人贏得了包括“Campaign Asia 最值得關注女性”在內的多個大獎，在行業電通致力于提供集成媒介、創意和客戶體驗管理的互聯營銷協作解決方案，實現企業成功之道的同時，也肩負為可持續發展的世界做出貢獻的責任。內大放光彩。

210、公司與亞太區知名女性領導力組織“Ladies Who Tech”合作舉辦年度大會，共同促進各行業女性從業者的 發展。電通中國不斷為員工職場的內外需求提供升級保障。針對“心理亞健康”問題，公司在今年不僅舉辦了一系列包括“健康睡眠模式”在內的健康與生活方式課程，還推出了 24/7 全天候心理咨詢熱線服務。針對員工身心健康提供的專屬帶薪假期也是電通不斷提升員工幸福度的實際舉措之一。今年，所有員工都可以享受每年 3 天的“健康日/家庭日”；疫情之下，公司還提供最長 2 天的“新冠疫苗接種假期“。所有參與社區志愿服務的員工還能享受每年 2 天的 CSR 假期。電通堅信向善的力量，在中國積極推行環境、社會

211、及公司治理(ESG)。在環境保護方面，電通中國在設計和裝修全新的北京辦公室時秉承綠色理念，力求整體空間達到環保節能。今年 7 月，我們與單寧再造品牌 UseDem 攜手打造 RAD 手作坊，將戶外廣告牌廢料進行創意改造，呼吁人們在日常生活中踐行環保。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南33Driving DE&I China Best Practices Guide 202232About Diageo Diageo is

212、the worlds leading premium beverage alcohol company with an outstanding collection of more than 200 brands sold in over 180 countries around the world.These include iconic Scotch whiskies such as Johnnie Walker and The Singleton,as well as other leading brands.Since entering China market in 2002,Dia

213、geo has continuously explored the development opportunities of the international spirits category in China,and held shares in Shuijingfang.Diageo is deeply committed to catering to the needs and tastes of Chinese consumers with premium products and innovations.In Diageo,wellbing initiatives are alwa

214、ys centering around the four core pillars of financial,mental,physical and social.In January 2022,Diageo moved into our brand new office.We commit to creating inclusive experiences by offering ergonomic auto-lifting tables and chairs,low-carbon envriomental friendly materials,lactation room,massage

215、room,bicycle office in the office,etc.We aim to create a diverse and inclusive work environment.The launch of workplace flexibility is also a classic example to adopt a more open and flexible mindset on where to work and when to work.Diageo actively promotes environmental,social and corporate govern

216、ance(ESG)in China,promotes responsible drinking,and promotes the sustainable development of the entire industry chain from grain to glass.The construction of Diageo Chinas Eryuan Whisky Distillery in 2022 as part of this commitment,plans to achieve industrial water recycling and carbon neutrality in

217、 productionand to actively provide support programmes to local communities and explore local raw material sourcing as well as to fuel local female employment.We firmly believe that the DE&I culture is not only the soil for Diageos evolvment,but also the source of power to create a more suistainable

218、community.Developing its business in the right way and strive to expand the influence of inclusive and pluralistic culture in China has always been the core of Diageos business.Our Learning for Life program is committed to continuously creating fair and equal career opportunities.In 2022 Diageo coop

219、erated with several professional schools in Shanghai and Shenzhen and provided various professional skills trainings including Inclusive and Diversity Courses.Sexual harassment prevention training was included in the training offerings as half of the student population are female.Diageo also plans t

220、o cooperate with Dali Tourism Industry Association in 2023 to further extend the audience group to those with employment barriers.We attach great importance to female career development as a vital part of Diageos DE&I agenda.Diageo provides 26 weeks of fully paid parental leave to all employees,aimi

221、ng to create fair career opportunities for women deep down.In 2022,in an effort to further support our female colleagues aged 45-55,we launched the Thriving Through Menopause program.This program provided regular wellbing sessions,counselling and individual employee assistance plan as tailored and c

222、onfidential support.Meanwhile,Diageo rolled out inclusive leadership training for line managers to break the bias and enhance menopause understanding with the objective to further support female career development.In 2022 fical year,our female employees account for 57%(52%in 2021)of the companys tot

223、al employee population,nearly 51%of in the leadership team are females and 64%in the middle leadership team are females.關于帝亞吉歐 帝亞吉歐是全球知名的跨國酒業集團，匯聚超過 200 個優質酒水品牌，銷售網絡遍布 180 多個國家及地區。旗下產品包括深受消費者青睞的尊尼獲加、蘇格登等知名威士忌品牌，以及其他不同酒精品類中的優質品牌。帝亞吉歐于 2002 年進入中國以來，始終立足本土發展，發掘中國烈酒消費市場機遇，并持股水井坊。我們始終致力于以更高端、多元的產品組合滿足本地需

224、求。我們的“終身學習項目“致力于持續營造公平公正的職業機會。2022 財年，帝亞吉歐與上海和深圳的職業學校合作，提供了包括“包容性和多樣性課程”在內的多元職業技能培訓。該項目50%的學生由女性構成，防性騷擾培訓也被納入了課程。帝亞吉歐還計劃于 2023 財年與大理旅游業協會協作，將受眾人群擴大到就業障礙群體。以正確的方式發展業務，努力擴大包容性和多元性文化在本土的影響是帝亞吉歐一直以來的工作核心。關注女性的職業發展始終是帝亞吉歐包容與多元文化的重要部分。帝亞吉歐對所有員工提供 26 周的全薪育嬰假，旨在從根源上為女性創造公平的職業機會。今年，公司聚焦 45-55 歲的女性群體開展了“女性閃耀更

225、年期”項目，包含定期開展健康講座與心理熱線，針對個體的員工援助計劃以提供更具針對性的保密支持。與此同時，我們對所有經理人組織相關的包容性領導力培訓，提深了經理人對于更年期的認知，打破職場偏見，助力不同生理階段女性的職業發展。2022 財年，公司女性占總員工的57%(2021 年 52%)，其中管理層女性比例近 51%，中層管理團隊中的女性比例達到 64%。在帝亞吉歐，提高員工幸福力的舉措始終圍繞員工生理，財務，心理以及社交四大核心需求展開。今年一月，我們搬入了全新的辦公室。升降桌椅，低碳環保的材料，辦公場所內的哺乳室，按摩室，單車辦公室等等設計中，處處折射了多元工作場景中的人性化和包容性。政策

226、和制度上，我們推出了靈活辦公政策，從工作地點和時間上保持更為靈活和開放的態度，旨在塑造更多元而包容的辦公環境。帝亞吉歐在中國積極推行環境、社會及公司治理(ESG)，推廣理性飲酒，促進“從谷物到酒杯”的全產業鏈可持續發展。2022 年帝亞吉歐中國洱源威士忌酒廠的建設作為該承諾的一部分，已開始計劃在生產中實現工業用水循環與碳中和，并積極向當地社區提供支助方案和探索當地原材料采購，促進當地的女性就業。我們堅信包容與多元的文化，不僅是帝亞吉歐蓬勃生命力的土壤，更為我們打造愈加健康的行業生態提供源源動力。Contents Prelude Best Practice Companies Contact u

227、s企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南35Driving DE&I China Best Practices Guide 202234About Ecolab Ecolab is the global leader in water,hygiene and infection prevention solutions and services.Ecolab delivers comprehensive solutions,data-driven insights and personalized service to adv

228、ance food safety,maintain clean and safe environments,optimize water and energy use,and improve operational efficiencies and sustainability for customers in the food,healthcare,hospitality and industrial markets in more than 170 countries around the world.In interviews for manager level or above pla

229、cements,we ensure at least 30%of candidates are females.Our talent development and promotion mechanism are to empower female employees and showcase themselves.In terms of talent retainment,our flexible welfare system caters to the different needs of our employees,including customized-coverage insura

230、nce,pet insurance,special holidays,and more.Along with various employee clubs for ukulele,fitness,Childcare,and the E3 women community,we provide all-round customized care for them to uplift the overall wellbeing.MAKE IMPACT Actions bring changes.Continuous efforts lead to long-term impact and excel

231、lence.Since the beginning of 2022,Ecolab China has maintained a female candidate hire rate of 42%.The percentage of female senior managers increased by 28%in 2021 and continues to increase by another 15%in 2022.Millennial senior managers increased by 71%in 2021 and continues to increase by 67%in 202

232、2.Diversity,Equality and Inclusion is Ecolabs crucial global talent strategy,aiming to attract and retain diverse talents,to create fertile soil for the growth of innovation,and to meet the increasingly diverse needs of clients.To better implement the strategy,Ecolabs DE&I strategy rests on 3 pillar

233、s of Diverse Genders,Diverse Generations and Diverse Perspectives.We are continually taking steps to promote our strategic goals of Raise Awareness,Inspire Initiatives,and Make Impact.RAISE AWARENESSOur diverse activities,such as“Inclusion Inspires Diversity”events,“Inclusion Ambassador Story Campai

234、gn”sharing sessions,and the“Inclusion Culture Day”encourage employees to embrace different perspectives.Our Make Recognition Happen campaign,entailing“Share Your Likes”,“The Wall”on WeChat H5 pages and more,is an appeal to respect differences in the organization.INSPIRE INITIATIVESThrough the Harmon

235、y in Diversity live debate show,we encourage all employees to voice their thoughts,and showcase their initiatives at work.Our“Ecolab short-video contest”encourages employees to reimagine their communications and interactions with clients through short videos,to improve initiatives to engage with cli

236、ents.Our Ready Player One immersive workplace sitcom allows employees to create stories to write and experience career development stories,in order to sparkle initiatives in pursuing career development.Its a consensus goal within the Ecolab leadership team to provide equal work opportunities for all

237、 employees.關于藝康集團 藝康集團全球水、衛生、感染預防解決方案和服務領域的領導者，致力于保護公眾健康和生態健康，從而實現自身和客戶的業務健康。為分布于全球 170 多個國家的食品飲料、餐飲、零售、酒店、醫療健康和工業市場客戶提供全面科學的解決方案、數據驅動的洞察和世界一流的服務，提升食品安全，助力維護清潔安全的環境，優化水資源和能源的利用，提高運營效率并實現可持續發展?！岸嘣?、平等與包容”是藝康在全球推行的重要人才戰略，旨在吸引和保留多元的人才、創造創新的土壤，滿足日益多元的客戶需求。為了更好的實現戰略落地，藝康的多元、平等與包容戰略有三大核心：“不同性別”、“不同世代”和“不同的

238、想法與觀點”，植根于此逐年推進喚醒意識、激發活力、綻放精彩的戰略目標。喚醒意識組織各種多元活動，例如“包容綻放多元”主題活動、“包容大使故事”的分享及“包容文化歡聚日”，旨在喚醒員工的理解差異，促進對于多元意識的接納。通過 H5 接龍點贊、留言墻等“讓認可發聲”活動，促進全員尊重差異化。激發活力通過組織“和而不同”的奇葩說辯論賽，鼓勵員工勇敢說出真實想法，全力激發個人的職場活力?！笆炙嚾恕倍桃曨l大賽鼓勵員工用短視頻，重新定義與客戶的溝通和互動，迸發業務活力?！邦^號玩家”沉浸式職場情景劇，讓員工共創和定制故事走向，主動體驗和掌控個人發展，點燃職業發展活力。與管理層達成共識，致力于提供和確保女性的

239、工作機會平等。在面試流程中，所有經理級別以上的崗位，面試環節中確保女性候選人的參與比例達到 30%以上。在發展和晉升機制上，賦能更多的“她”力量在組織中展現其活力。在保留機制上，充分考慮不同員工的多元福利需求，提供全身心全方位的定制化關懷，包括推出了自選保險、寵物險、特別假期等項目，成立尤克里里，健身達人，育兒分享、E3 女性組織等社團。綻放精彩行動帶來了改變，持續的推進則成就了精彩、孕育了綻放。2022 年至今，藝康中國女性候選人招募維持了 42%的高招募比例。公司的高層管理者中，女性比例 2021 年提升了 28%，2022年繼續保持提升 15%。千禧一代的高管比例 2021 年提升了 7

240、1%，2022 年繼續提升了 67%。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南37Driving DE&I China Best Practices Guide 202236About Exyte Exyte is a global leader in the design,engineering,and delivery of ultra-clean and sustainable facilities for high-te

241、ch industries.With cutting-edge expertise developed over more than a century,we serve clients in the sophisticated markets of semiconductors,battery cells,pharmaceuticals,biotechnology,and data centers.Exyte offers a full range of services from consulting to managing the implementation of turnkey so

242、lutions with the highest standards in safety and quality to our customers worldwide.We create a better future by enabling key industries to enhance the quality of modern life.In 2021,Exyte generated sales of EUR 4.9 billion with around 7,400 employees worldwide.In terms of caring for female employee

243、s,Exyte is always trying to develop sense of belonging while enhancing their own value.In 2022,in response to another Covid-19 breakout,Exyte China developed a set of Yoga classes to all female employees to help them stay healthy while reduce stress related to quarantine.Exyte China has completed ov

244、er 400 high-technology projects since 1995 with more than 1,200 employees from different countries.The benefits of promoting diversity and inclusion have laid solid foundations for us to manage our business and client relations.Diversity and inclusion are the unremitting pursuit of Exyte.With global

245、 presence and employees of different cultures from more than 70 countries,Exyte strongly encourages collaborations and inclusion.After years establishing a well performing team with diverse members,we have integrated D&I strategy into our daily work and life.Just as CEO Dr.Bchele put,we empower ever

246、y employee to make a difference at Exyte.Diversity is a key driving force for the development of companies,industries and the whole society.Exyte signed the Charta der Vielfalt(Charter of Diversity)to promote awareness,appreciation and inclusion of diversity in the workplace and to continue to promo

247、te diversity in the workplace globally.In compliance with the Charter,all employees are equally valued at Exyte,regardless of age,race and nationality,gender and gender identity,physical and mental ability,religion and belief,sexual orientation and social background.On every International Womens Day

248、,Exyte holds engineering theme activity for ladies to highlight positive influences they have made with practices.In 2022,the topic is“Break the Bias”.It means to encourage women to explore deeper and to play vital roles in the field of scientific and technological innovation.Exyte helps more and mo

249、re women in the field of construction engineering bring innovations and changes to the whole industry.“This kind of diversity is what makes the company so successful and working for Exyte so enriching”,says Alexandra Kuebler,Vice President Corporate Human Resources.關于益科德 Exyte 提供卓越的設計、工程和施工服務，是交付超潔凈

250、和可持續高科技設施的全球先鋒。憑借一個多世紀里發展起來的尖端專業知識，Exyte 活躍于全球市場，為半導體、電池、制藥、生物技術以及數據中心等對技術要求極高的客戶提供從前期咨詢到“交鑰匙”工程的全方位服務，交付符合最嚴格安全標準的高品質設施。我們致力于助力高科技行業發展以提高現代生活質量，從而創造一個更美好的未來。2021 年，Exyte 集團銷售額達到 49 億歐元，擁有約 7,400 名員工。益科德辦事處遍布全球各地，擁有多元文化視角的團隊，其成員來自 70 多個不同國家，相互協作、求同存異。多年來益科德致力于持續打造多樣性的優秀團隊，正如集團首席執行官 Bchele 博士所述，多元發展的

251、理念已潛移默化融入到公司的日常工作中，我們的目標是確保每位員工都在團隊中發揮舉足輕重的 作用。不管對于企業、行業或者整個社會而言，多元化是進步的一個重要因素。益科德已簽署“多樣性憲章”，目的是促進在工作中對多樣性的認識、欣賞和包容，致力于全球性地持續推動工作領域中的多元化發展。所有員工，不論年齡、種族和國籍、性別和性別認同、身體和心理能力、宗教和信仰、性取向和社會背景，都同樣地受到重視。在宣傳方面，每年國際婦女節，Exyte 都會舉辦工程領域女性主題活動，希望通過自身的實踐去發揮正面積極影響。2022 年國際婦女節活動以“打破偏見”為主題，鼓勵勇于開拓的女性在科技創新領域積極探索并發揮更重要的

252、作用。Exyte 助力越來越多的建筑工程領域女性展示她們的獨有風采，為行業帶來創新與變化。Exyte 集團人力資源副總裁 Alexandra Kuebler 表示：“這種多元化不僅促成了公司的成功，還令 Exyte 的工作充實而 有趣?！痹谂詥T工關懷方面，益科德始終倡導提升自身價值的同時，充分體驗公司的歸屬感。2022 年，面對突如其來的新冠疫情，為了和大家共同克服挑戰，益科德（中國）量身定制了一系列的女性專屬瑜伽等鍛煉套餐，鼓勵封閉在家的女員工一起堅持鍛煉，保持身體健康的同時，積極調整心理狀態。目前益科德中國有超過 1,200 名不同國籍的員工，自 1995 年以來，已經在中國高效完成了

253、400 多個高科技設施項目。這也得益于公司的多元與包容理念，為我們經營客戶關系和業務穩定提供了扎實的基礎。多元與包容是百年德企益科德的不懈追求。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南39Driving DE&I China Best Practices Guide 202238About EY EY exists to build a better working world,helping to create long-te

254、rm value for clients,people and society and build trust in the capital markets.Enabled by data and technology,diverse EY teams in over 150 countries provide trust through assurance and help clients grow,transform and operate.Working across assurance,consulting,law,strategy,tax and transactions,EY te

255、ams ask better questions to find new answers for the complex issues facing our world today.EY refers to the global organization,and may refer to one or more,of the member firms of Ernst&Young Global Limited,each of which is a separate legal entity.Ernst&Young Global Limited,a UK company limited by g

256、uarantee,does not provide services to clients,nor does it own or control any member firm or act as the headquarters of any member firm.Information about how EY collects and uses personal data and a description of the rights individuals have under data protection legislation are available via EY offi

257、cial website.EY member firms do not practice law where prohibited by local laws.For example,we discussed relevant training courses and participated in job fairs to provide people with disabilities with job opportunities.In addition,we carried out public welfare projects,such as the online coaching p

258、rogram EY Ripples100mentors and a summer camp program in Guizhou to help the next generation develop their vision for future skills.In the second half of 2021,to echo the national carbon peaking and carbon neutrality strategy,the EY organization officially reached carbon negative.Meanwhile,the first

259、 EY Greater China FY21 ESG report and the book A path guide to carbon neutrality were successfully released and published.EY Greater China Strategy&Development Managing Partner and EY China Central Managing Partner attended ESG-themed events to discuss practices with other well-known industry leader

260、s to contribute to the green transformation and sustainable development of the society and economy.Elevating a culture of diversity,equity and inclusiveness(DE&I)is core to the EY NextWave strategy and key to achieving long-term social value in the transformative age.In 2022,the EY organization offi

261、cially changed the name for Diversity and Inclusiveness(D&I)to DE&I,with the addition of equity.The change is intended to recognize our increased focus on equity and social equity commitments.The EY Greater China has taken different initiatives to address the DE&I strategy.As an example,EY people ca

262、n optionally share information about themselves across different diversity dimensions,in an attempt to foster an environment where everyone feel comfortable being themselves.In addition,we include inclusive leadership metrics in the annual objectives of senior executives and encourage EY people to c

263、omplete e-learnings regarding DE&I.Employee wellbeing is another top priority of our strategy.In response to the COVID-19 outbreak this year,we established a special team to support employees who worked from home and provided them with daily necessities.While juggling family and work responsibilitie

264、s,many EY people including the senior management volunteered in their communities to offer support and fought on the front line against the pandemic.In order to ease employee tension during the pandemic,we organized many wellbeing events,such as an online concert,“10000 smiling faces”art campaign,an

265、d“Wellbeing month”covering topics in mental and physical health.EY Greater China keeps working toward social inclusion of underprivileged groups.We actively liaised with public welfare organizations in the disability field over the past year.關于安永 安永的宗旨是建設更美好的商業世界。我們致力幫助客戶、員工及社會各界創造長期價值，同時在資本市場建立信任。在

266、數據及科技賦能下，安永的多元化團隊通過鑒證服務，于 150 多個國家及地區構建信任，并協助企業成長、轉型和運營。在審計、咨詢、法律、戰略、稅務與交易的專業服務領域，安永團隊對當前最復雜迫切的挑戰，提出更好的問題，從而發掘創新的解決方案。安永是指 Ernst&Young Global Limited 的全球組織，加盟該全球組織的各成員機構均為獨立的法律實體，各成員機構可單獨簡稱為“安永”。Ernst&Young Global Limited 是注冊于英國的一家保證（責任）有限公司，不對外提供任何服務，不擁有其成員機構的任何股權或控制權，亦不擔任任何成員機構的總部。請登錄安永官方網站，了解安永如何

267、收集及使用個人信息，以及在個人信息法規保護下個人所擁有權利的描述。安永成員機構不從事當地法律禁止的法律業務。2022 年安永全球組織正式將 D&I 更名為 DE&I，除多元和共融外，強調了公平，旨在消除可能讓員工受到不公平對待、產生不平等結果的障礙。為此，安永大中華區開展了各類舉措，例如：員工可以在個人信息頁面選擇分享自己的多元信息，積極展現真實的自己。將“共融領導力”添加到高管績效年度目標中，鼓勵全員完成 DE&I 相關的線上課程，旨在讓員工多角度了解及踐行DE&I。員工福祉一直是我們關注的重點。在疫情期間，安永團隊迅速成立了應急小組，為上海、香港等地隔離在家的員工提供生活物資。不少高管和員

268、工在承擔家庭和工作責任之余，積極投身社區志愿服務，奮戰在抗疫一線。為了舒緩員工在疫情期間的緊張情緒，我們還舉辦了線上音樂會、推動“10000 個笑臉”活動、組織“云運動”、身心健康月等，時刻守護員工的身心健康。安永大中華區努力推動社區的可持續、共融性發展。我們積極與殘障領域的公益機構聯絡并商討相關培訓講座及招聘計劃，為殘障群體提供工作實踐機會。我們也開展未來領袖線上輔導，通過走進貴州夏令營等公益項目，助力下一代開拓未來技能的視野。2021 年下半年，安永全球組織宣布了實現負碳排放，并發布了首份 安永大中華區 2021 財年 ESG 報告。編撰和發布了服務國家“雙碳”戰略的讀物 一本書讀懂碳中和

269、。安永大中華區戰略與發展主管合伙人和安永華中區主管合伙人分別出席了ESG 主題活動，與行業領軍代表探討相關實踐，為社會經濟綠色轉型和可持續發展貢獻著智慧和力量。提升多元、公平與共融（DE&I）是安永 NextWave 戰略的核心內容之一，也是在變革時代實現長期社會價值的關鍵。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南41Driving DE&I China Best Practices Guide 202240About FESC

270、O Adecco FESCO Adecco is a joint-venture human resources services company combining the strengths of FESCO Group and Adecco Group at the end of 2010 in Shanghai.FESCO Adecco provides Corporate Outsourcing,Payroll Service&Dispatch,Recruitment,Employee Welfare and related HR solutions daily for more t

271、han 2,100,000 associates and more than 23,000 clients across China.One Month program is a public welfare initiative for young employees to learn about the companys business model and operations,identify their leadership potential,and help them expand their career development horizons.FESCO Adecco ha

272、s partnered with“Champion Foundation”to provide support for active and retired athletes,including career development training,employment consultation,career opportunities and more.For physically challenged groups,FESCO Adecco has built more than 40 employment service centers for people with disabili

273、ties with the municipal and provincial governments of Shanghai,Beijing,Tianjin,Chengdu,Shandong,Liaoning,and Jiangsu.More than 4000 people with disabilities have found jobs to get out of poverty and increased their income.FESCO Adecco is committed to continuing the journey,standing behind our core v

274、alues,encouraging the culture of diversity,equality and inclusiveness,and contributing to a society where people can live and work as equals.FESCO Adecco is committed to creating a diverse,equitable and inclusive working environment.Over the years,we have been committed to improving employees satisf

275、action and happiness,listening to employees voices and creating a best-in-class corporate culture where everyone can find trust,pride,respect,fairness and care.We have never stopped caring about the health and wellbeing of our employees.In addition to implementing a workplace flexibility,FESCO Adecc

276、o takes public holidays and employees birthdays as an opportunity to offer bonuses.Annual health check-ups and health education are also provided to employees.The EAP employee support program was implemented during the COVID-19 pandemic to provide extensive psychological counseling,including online

277、mental health livestreaming,self-assessment scale and one-on-one emotional guidance.We have more than 70%female employees.Our systems and facilities are designed to support female employees,from rest periods for nursing mothers,to in-office nursing rooms,to dedicated refrigerators.With the influx of

278、 the post-90s and post-00s generation into the workplace,FESCO Adecco attaches great importance to the power of the new generation.We advocate this by organizing“Reverse Coaching”and other events,encouraging young talents to voice their views on how we can grow and what culture we should foster.Whil

279、e actively advocating the companys DE&I culture,FESCO Adecco also commits to being socially responsible and contributing to a diverse and equal social environment.FESCO Adeccos“CEO for 關于外企德科 外企德科是中國人力資源服務行業具有開創意義的第一家企業外企集團與全球領先人力資源咨詢與解決方案提供商德科集團于 2010 年在上海成立的一家中外合資人力資源服務企業，為企業及個人提供垂直外包解決方案、通用外包解決方案

280、、國際人才外包服務、人事薪酬服務、招聘獵頭和員工福利等綜合性人力資源服務。外企德科在重慶、浙江、深圳、蘇州、陜西、湖南設立了分支機構，全國服務人數超過 210 萬名，服務客戶超 23,000 家。外企德科多年來致力于提升員工滿意度與幸福感，用心傾聽員工心聲，為每一位員工打造信任、自豪、尊重、平等、友愛的最佳職場文化。員工的健康與幸福力也是公司持續關注的內容。除了踐行彈性工作制之外，在法定假日及員工生日，公司會發放積分福利，為員工提供年度健康體檢，不定期舉辦健康講座。疫情期間，公司還特別設立了 EAP 員工幫助計劃，囊括了線上心理調整直播課堂、自測量表、一對一情緒疏導以及傾聽熱線，旨在為員工提供

281、全方位的心理輔導。外企德科有超過 70%的女性員工，公司為哺乳期員工提供工間假，在辦公場所設有母嬰室及專用冰箱，積極為女性員工提供更多便利。伴隨 90 后、00 后涌入職場，外企德科重視新生代的力量，積極組織和推動“Reverse Coaching”等活動邀請年輕人積極暢言對組織發展與文化的看法。推崇公司 DE&I 文化的同時，外企德科也十分重視企業社會責任感和多元平等的社會環境共建。針對年輕人，外企德科設立了“CEO for One Month”的公益活動，通過提供“一個月 CEO”的機會，幫助年輕人學習公司內部的商業模式及整體運營，挖掘自身的領導潛質，拓展自身的職業發展視野。針對運動員群體

282、，外企德科攜手“冠軍基金”為退役或現役運動員提供包括職業發展培訓、實習就業咨詢與輔導、實習就業機會等一系列支持。針對殘障人士，外企德科聯合上海、北京、天津、成都、山東、遼寧、江蘇等全國主要城市和省份的地方政府機構共建 40 余個助殘就業服務公益基地，已幫助 4,000 余名殘疾員工實現就業脫貧增收。外企德科將繼續秉承自身的核心價值觀，履行多元、平等與包容的文化，共同創造平等的社會。外企德科致力于打造多元平等包容的工作環境。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公

283、平包容 2022 中國最佳實踐指南43Driving DE&I China Best Practices Guide 202242About Ford China Ford Motor Company is one of the worlds largest automotive companies,based in Dearborn,Michigan.The company designs,manufactures,markets and services a full line of Ford cars,SUVs,trucks,electrified vehicles,and Lincol

284、n luxury vehicles,provides financial services through Ford Credit and is pursuing leadership positions in electrification,self-driving services,and connected services.Ford Motor(China)Ltd.was established in 1995 in the China market to provide consumers with a wide range of Ford and Lincoln branded p

285、roducts and services.Ford has launched Inclusive Leader Certification Program for global team leaders since 2022.Ford Inclusive Leadership Model includes 4 key competencies of:Fostering a psychologically safe and open environment Managing with fairness and respect Valuing the contributions of all te

286、am members Empowering team members to do their best work All managers are required to complete the certification through seven steps that include goal setting,curriculum training,360 assessment,and partner dialogue.As of June 30,92%of China leadership team have managed project certification,as a com

287、mitment to creating a consistent inclusive language and embracing organizational inclusiveness.May 27th is Fords Global Understanding Day.Ford China held 5 online employee listening sessions to cater for different focus groups of female employees,new starters,and Generation Z.It was hosted by our ex

288、ecutives and supported by our CEO of Ford China.In Ford China,we explore and advocate wellbeing initiatives to create a great place to work,inspire employees to bring their best selves to work,and establish a holistic wellbeing framework.Ford China Health Center was officially established in June 20

289、22,aiming to provide health care services to all employees by a full-time team setup of doctors and nurses.During the recent COVID challenges,4 online psychological courses and 9 home wellbeing sessions(fitness and nutrition)were delivered with more than 5,000 employee participations.Beyond that,we

290、also provided one-on-one COVID medical assistance and other emergent assistant for employees and their families.In Ford,we continue to enhance the awareness of diversity,equity and inclusion and create a sense of belonging.Every employee will need to set a DE&I objective and contribute to the DE&I e

291、fforts starting from 2022.Together we create a company where our differences are truly valued,and every team member can bring their whole selves to work.Individual Contributor Cascaded Objective:Cultivate a culture of belonging by meaningfully learning about DE&I and regularly take actions which sup

292、port,respect and value others.People Leader Cascaded Objective:Lead your team in cultivating a culture of belonging by encouraging learning;listen to,value and develop all members of your team;complete your inclusive Leader Certification;ensure diverse candidates considered for all openings;and proa

293、ctively address bias in yourself and others.關于福特中國 福特汽車公司是全球最大的汽車 企業之一，總部設在美國密歇根州迪爾伯恩市。公司核心業務包括設計、制造、銷售高品質的轎車、SUV、卡車和電動車型以及林肯品牌豪華車型，并提供相關售后服務。與此同時，福特汽車公司還通過福特汽車金融信貸公司提供汽車信貸業務，并積極致力提升公司在電氣化、自動駕駛以及智能移動出行方面的領先地位。福特汽車（中國）有限公司成立于 1995 年，在中國市場為消費者提供多元化的福特和林肯品牌產品和服務。2022 年，福特的每一位員工都設定了一個“多元、公正、包容”的目標。個人貢獻者

294、目標：通過有意義地了解 DE&I，培養歸屬感文化，并定期采取支持、尊重和重視他人的行動。團隊主管目標：通過鼓勵學習，帶領團隊培養歸屬感文化；傾聽、重視和培養團隊中的所有成員；完成包容性領導者認證；確保所有職位空缺都考慮到不同的候選人；并主動解決自己和他人的偏見。2022 年，福特推出了面向全球團隊主管的“包容性領導力認證”項目?！鞍菪灶I導者勝任力模型”包含四個核心勝任力：營造心理安全和開放的環境、公平和尊重地管理、重視每個團隊成員個體的貢獻、賦能所有團隊成員成長。福特全球所有的管理者都要通過目標設定、課程培訓、360 測評、伙伴對話等七個步驟完成項目學習和認證。截至到 6 月底，92%的中國

295、管理團隊成員完成了項目認證，確保在組織中創造統一的管理語言，促進組織包容性。每年的 5 月 27 日是福特全球的“理解日”。福特中國組織了 5 場線上員工“傾聽會”，主題分別是“女性員工專場”、“新員工專場”和“Z 時代專場”。每場傾聽會由兩名高管主持，傾聽員工的工作體驗和挑戰。福特中國 CEO 攜全體管理團隊傾情參與，身體力行推動組織的多元和包容。在福特中國，我們持續地探索和倡導幸福力相關的舉措，致力于建立一個完整的幸福力文化體系及提升工作體驗。2022 年 6 月，福特中國健康中心正式開業，由專職醫生和護士組成的醫療團隊為福特中國員工身心健康保駕護航。疫情期間，舉辦了 4 次線上心理課程和

296、 9 次居家健康課程(健身、營養課)，累計參加人數高達 5000 人次以上，并且提供員工和家屬新冠病例的一對一醫療協助以及其它各種緊急狀況的應對。我們重視員工的多樣性、賦予平等性、擁抱包容性、并致力于打造有歸屬感的企業文化。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南45Driving DE&I China Best Practices Guide 202244About FranklinCovey FranklinCovey,a

297、global company engaged in performance improvement for more than three decades,helps organizations achieve substantial results that require collective behavior change.With solutions of developing your leaders,engaging your people,building a winning culture,and achieving breakthrough results,FranklinC

298、ovey provides leadership and executive training and advisory services to management in more than 165 countries and regions around the world.Founded in 1980 in the U.S.,FranklinCovey expanded into China in 1996 with offices in Beijing,Shanghai,Guangzhou,and Shenzhen.inclusive team.We encourage the le

299、adership team to make team meetings as opportunities for employees to express what they see as crucial for our shaping our team culture and inclusivity.They can make a statement about their beliefs and values or outline their expectations and desired actions.We endeavor to help them embrace their tr

300、ue selves and unleash the potential.ADVOCATE THE WHOLE PERSON PARADIGMWe see each individual we work with as a whole person and enable them to improve their body,heart,mind,and spirit.We work relentlessly to cultivate every employee by encouraging them to find their inner voice.We developed a dedica

301、ted communication platform where we can engage employees in face-to-face conversations,discussing not only about their performance at work,but also about what matters most to them both personally and professionally.We continue to reinforce our inclusive and connected culture through leadership train

302、ing,the Employee Committee,and unlimited access to our copyrighted contents(including training programs of leadership and unconscious bias).We strive to remove obstacles to excellence through best practices including regular reviews of compensation plans to ensure pay equity,providing shared parenta

303、l leaves and facilities to disabled employees and more.CO-CREATE AN INCLUSIVE CULTUREOur Unconscious Bias:Understanding Bias to Unleash Potential,along with other leadership solutions,are designed to facilitate leadership practices in global companies,enable participants to identify unconscious bias

304、 in behaviors,break the bias and foster inclusive leadership.FranklinCovey is committed to creating an inclusive culture where everyone feels respected,included,and valued,and where every person with whom we work is treated as our true partner.We believe that an inclusive team can give all members a

305、 sense of belonging and display their uniqueness and contributions.The inclusive culture and actions we advocate are seamlessly merged into the daily management of the company,including enabling employees to provide equivalent feedback,engaging every single subordinate in conversation about their ca

306、reer development at least once a year,active listening to their voices,effective communications,positive recognition,and building connections with employees(see Inclusivity at FranklinCovey for more details).We aim to encourage everyone to adopt these inclusive behaviors into their daily work.In add

307、ition,DE&I initiatives including DE&I Practice Sharing are organized on a regular basis at FranklinCovey to recognize those who best represent our values and core beliefs.CELEBRATE UNIQUENESS IN EVERY INDIVIDUALWhen an organization values and celebrates uniqueness in every individual,synergies will

308、be created.FranklinCovey attaches great importance to diversity for creating a truly inclusive culture.In the 2021 fiscal year,more than 92%executives have made their commitment to shaping an inclusive culture.By setting up inclusion standards,exemplifying inclusion behaviors,reinforcing inclusion b

309、eliefs and other means,the leadership team closely engage themselves with employees in exploring how to build an 關于富蘭克林柯維 富蘭克林柯維是一家專注于績效改善的全球化公司，30 余年致力于幫助組織實現集體行為改變，達成突破性成果。專業服務聚焦以下四大領域：培養卓越的領導者、高度參與的團隊、塑造成功的文化以及實現突破性的成果。為全球逾 165 個國家和地區提供領導力和執行力的培訓和管理咨詢。1980 年成立于美國，1996 年進入中國，在北京、上海、廣州和深圳設有辦公室。我們認為

310、，在包容的團隊中，每個團隊成員會擁有歸屬感，并感受到自己的獨特和貢獻。我們倡導的包容文化行為，包括對常見的領導任務采取公正的行為，如提供員工等量的反饋，每年與每位下屬進行至少一次職業發展對話等。此外，還有進行傾聽，促成優質對話，給予認可，建立聯系等（詳情請見富蘭克林柯維包容性文化指南），旨在鼓勵每一位員工在日常工作中進行以上建立包容文化行為的實踐。另外，定期開展 DE&I 實踐分享等內部的多元化活動，評選基于我們價值觀及核心信念的杰出代表。欣賞每個人的獨特性當組織重視并欣賞個人的獨特才干時，協同效應就會蓬勃發展。富蘭克林柯維致力于團隊的多樣性，確保包容性文化的有效推行。2021 財年，超過 9

311、2%的管理者提交了【塑造包容性文化承諾】，領導者負責在團隊中制定包容性標準、塑造包容性行為及不斷強化包容性等方式，與團隊共同探討建立包容的團隊。我們建議領導者在團隊會議上，詢問大家認為對團隊文化或包容性很重要的是什么。創建一個關于信念和價值觀的陳述，或列出他們提出的具體期望和行為，提升并接納每一個團隊成員的本色，釋放潛能。主張“全人思維”將每一個同伴“視人為人”來開展有意義的合作，從身體(Body)、頭腦(Mind)、心靈(Heart)、精神(Spirit)四個方面，進行自我提升和完善。重視培養每個員工，鼓勵每個人找到自己的心聲，通過定期面對面的對話，為員工創建了專注的對話平臺，開展除了績效評

312、估之外的話題，討論什么對員工的個人發展和職業成長是最重要的話題。同時，通過領導力培訓、員工委員會以及對公司版權內容的無限制訪問（包括領導力和無意識偏見培訓）來不斷加固包容互聯的文化。我們通過最佳實踐積極消除阻礙他們實現卓越的障礙，例如定期審核薪酬計劃以確保薪酬公平、為新父母提供結合假以及為殘疾人提供合理便利等。共建包容性文化富蘭克林柯維通過提供【無意識偏見:了解偏差以釋放潛力】等領導力解決方案，助力全球企業的領導力實踐，幫助參與者識別行動中的無意識偏見、摒棄偏見、滋養包容性領導力。我們重視員工的多樣性、賦予平等性、擁抱包容性、并致力于打造有歸屬感的企業文化。Contents Prelude B

313、est Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南47Driving DE&I China Best Practices Guide 202246About HILTI Founded in 1941,Hilti provides high quality,technologically advanced products and product systems for the global construction industry and offers professi

314、onal services with innovative solutions and ultra-high added value.The Group has operations in over 120 countries and employs nearly 30,000 people worldwide.Manufacturing plants and R&D centers are located in Europe and Asia.A global marketing presence in over 50 countries.Our culture is based on th

315、e values of integrity,teamwork,commitment,and the courage to face challenges.We use our passion for service to create positive customers and a brighter future together.BEST BALANCE BETWEEN WORK AND LIFEIn face of the COVID challenges in 2022,the company has taken even more proactive approach in prom

316、oting employee physical and mental health and striking a balance between work and life.Workplace flexibility has been offered so that our employees are able to pick one day a week to work from home.We want to deliver an experience of work-life balance while business performance remains at the heart.

317、In addition to the workplace flexibility,regular seminars on non-violent communication,emotional management and safety trainings have been arranged to contribute to employee wellbeing.CULTURE MIXTaste the world with recipes-To celebrate the annual World Day for Cultural Diversity,our Diversity Inclu

318、sion team has collected diverse food recipes around the world and created an exclusive Hilti recipe.This is not only an example of global culture mix,but also a manifestation of diverse and inclusive commitment.Hilti has long been committed to promoting a culture of diversity,equality,and inclusion,

319、with a focus on the long-term development of employees and the realization of their self-worth.Each year the company conducts an engagement survey,assigns project teams and develops action plans to continuously improve employee happiness and sense of belonging,and to create the best employee experie

320、nce.DIVERSE CAREER OPPORTUNITIESHilti China employs around 1400 people in 30 cities.Hilti fully respects the diversity and individuality of its employees,with a strong emphasis on DE&I training and cultural penetration,starting with the induction program.At the same time,employees are encouraged to

321、explore their personal interests through their work practices,offering various opportunities in different cities and types of work across the globe,creating a career path that is unique to each employee.It is worth noting that Hilti has an internal promotion rate of 80%for management positions and s

322、ends around 20 talents to other organizations in the Hilti group every year.FOCUS ON CARING FOR FEMALE EMPLOYEESOver the past few years,the company has continued to accelerate female leadership,creating a gender-equitable career path.There is an in-house mother and baby room and a special fridge for

323、 breastfeeding female employees.Each year,in addition to providing time off and gifts for female employees on the International Women Day,there are several focused initiatives in an attempt to continuously advocate workplace allies.Examples that include the Gender Awareness Week series,external gues

324、t speakers,and a successful forum on breaking the bias of women in construction to share best practices.關于喜利得 喜利得成立于 1941 年，為全球建筑行業提供高品質的技術領先產品和產品系統，并提供具有創新解決方案和超高附加值的專業服務。集團業務遍布全世界超過 120個國家，全球有近 30,000 名員工。在歐洲及亞洲設有制造工廠與研發中心。全球超過 50 個國家設有營銷機構。喜利得文化建立在誠信、團隊合作、承諾、以及有勇氣面對挑戰的價值觀之上。我們用熱忱的服務創造積極的客戶，共創美好未來

325、。每年公司都會進行敬業度調研，指定項目小組和制定相應的行動計劃，以不斷提升員工的幸福度和歸屬感，及營造最佳的員工體驗。多樣化的職業機會喜利得中國地區有約 1400 名員工，分布在 30 個城市。喜利得充分尊重員工的多元化和個性化，從新員工的入職培訓開始，就非常強調 DE&I 的培訓和文化滲透。同時，鼓勵員工在工作實踐中通過不斷探索個人的興趣，提供全球范圍內不同城市、不同類型的工作機會，打造屬于每位員工獨一無二的職業發展路徑。值得一提的是，喜利得商貿管理崗位內部晉升率達 80%，此外每年向集團的其他組織機構輸送約 20 個人才。關注關愛女性員工在過去的幾年里，公司持續地致力于提升女性領導力，開辟

326、了一條性別平等的職業發展道路。公司內部設有母嬰室及專用冰箱，為哺乳期女員工提供便利。每年的國際婦女節，除了為女性員工提供休假及禮物，還有一系列的集中舉措旨在促進女性和男性在工作中繼續建立更緊密的同盟關系，成為彼此的代言人。例如“性別意識周”系列活動，邀請外部嘉賓作為客席講師，成功舉辦“打破建筑業女性的偏見”論壇分享最佳實踐等。家庭工作的雙平衡在 2022 年新冠疫情的挑戰中，公司更是積極地推進全方位呵護員工身心健康的舉措，以幫助員工達到家庭和工作的最佳平衡。在滿足公司業務和組織目標的前提下，提供了靈活的上班形式，員工每周可選擇一天在家辦公。另外，定期組織非暴力溝通、情緒管理、安全培訓等講座，有

327、效疏導員工的情緒和壓力。全球文化的融合用食譜品味世界-為了慶祝一年一度的世界文化多樣性日，我們的多元包容團隊從全球各地收集了多元食物食譜，并編制了喜利得專屬食譜。這不僅是一次全球文化的相融，更筑建了多元共融的工作環境。喜利得一直倡導多樣化，平等和包容的文化理念，關注員工的長期發展和自我價值的實現。Contents Prelude Best Practice Companies Contact us企業 DE&I 最佳實踐DE&I Best Practices驅動多元公平包容 2022 中國最佳實踐指南49Driving DE&I China Best Practices Guide 20224

328、8About HPE Hewlett Packard Enterprise(China)Co.,Ltd(HPE China)was founded on Nov.1st,2015 from China Hewlett Packard Co.Ltd,the first Sino-US high technology joint venture established in 1985.HPE is the global leading edge-to-cloud company that helps organizations accelerate outcomes by unlocking va

329、lue from all of their data,everywhere.HPE China is headquartered in Beijing and has four business units Hybrid IT Communication Technology Service Financial Services,and Aruba networking.Pan-China there are five HPE wholly owned companies including five Global Delivery Centers,one Global R&D Center,

330、and a large Center of Excellence with thousands of HPE team members supporting HPE global business operations in APJ and over 10 regions in the rest of the world.At HPE,our peoples well-being is one of the top priorities,therefore we launched the Work That Fits Your Life program.Through this program

331、,we offered the Wellness Friday which allows our team members to leave work 3 hours early on the 2nd Friday every month to focus on their well-being and provides full day“Wellness Friday”in summer season.HPE also provides all team members including men with a 182-day-long fully paid Parental Leave t

332、o support new moms and dads care for their new child and family when their life priority changes.We have received very positive participation and feedback since the initiative launch.We also create a hybrid,flexible work model called Edge-to-Office for working at HPE.Team members can select their ma

333、in workplace based on their role,aiming to strike work-life balance and uplift wellbeing.In addition,smart workplace technologies are equipped in HPE offices with disability and gender friendly facilities to create a more healthy,smart and hybrid workplace as an attempt to drive inclusion,innovation,and collaboration.HPE receives a number of recognitions worldwide for our continuous efforts and co