To mitigate bias, we are continuously reviewing our processes and
policies at every stage of the employee experience.
When we recruit, our leaders are expected to build teams of
complementary strengths. To make this ambition a reality, we strive to
ensure a diverse panel in our recruitment processes, as well as a
diverse slate of candidates. We are continuously challenging ourselves
regarding assumptions about what is needed for a position. This is an
integrated part of creating an inclusive process, where everyone is
evaluated equally and fairly, leading to more diverse hires.
In addition, we conduct yearly equal pay reviews and take mitigating
actions in case of any identified pay gaps. Out of the 34,000
positions1 covered in the pay review in 2021, we identified
1% with an equal pay gap2 and have taken corrective action.
Of the positions where an equal pay gap was identified, 152 are
occupied by female employees and 131 are occupied by male employees,
indicating that there is no structural gender bias in the way we pay.
Further, we are ensuring a strong pipeline of diverse talents via
succession management and talent programs to name a few.
1. Excluding some populations and locations due to local
regulations such as in the US where a local process is in
2. “Equal Pay gap” is defined as the employee’s pay
being significantly above or below the expected pay given the
employee’s job level, tenure, job family and other parameters