Michelin believes that diversity in all its forms is a source of individual well-being and collective performance for the Company. As part of its All-sustainable approach, one of the Group’s goals is to become a leader in diversity and inclusion. On April 8, at the presentation of its new strategic plan, Michelin announced a target of 35% women in its management teams by 2030.
Michelin sees diversity as a human imperative and a key contributor to Company’s performance.… My absolute priority is to provide a safe and fulfilling work environment for all Michelin employees. I want to ensure their daily work experience is aligned with our Purpose and our core value of Respecting People.
Florent Menegaux shared these convictions at a panel discussion on May 4 organized by Mirova, a management company focused on sustainable investment. At a time when the Group has announced its intention to increase the number of women in its management teams, Michelin has been selected by Mirova to be part of the « Mirova Women Leaders Equity » fund. The fund invests in stocks that contribute to the UN Sustainable Development Goals, with a focus on gender equality.
PROMOTING DIVERSITY, A GROUP PRIORITY
On April 8, the Group unveiled our “Michelin In Motion” strategic plan and our “Fully Sustainable” goals for 2030. This approach aims to strike a balance between human, environmental, and economic priorities. Michelin believes that our success depends on the development and fulfillment of our employees, regardless of their nationality, gender, religion, or disability. Diversity boosts performance and motivates employees. A diverse workforce reflects society, generates collective intelligence, and ensures everyone feels welcomed, recognized, and valued.
INTERVIEW FROM NICOLAS BEAUMONT
Senior Vice-President Sustainable Development and Mobility
PROMOTING DIVERSITY AND WOMEN IN MANAGEMENT
The Group has set the ambitious goal of becoming a leader in workforce diversity by 2030, integrating a specific index in its steering tools : The Diversity and Inclusion Management Index (DIMI). We’ll assess employees’ perception of inclusion based on 12 quantitative and qualitative indicators, some of which come from the Group’s annual employee engagement survey. The Group also has a goal of 35% women in management teams. As Florent Menegaux said, “Michelin considers diversity, and particularly gender equality, as both a human imperative and a key contributor to the Company’s performance. Our current challenge is to help women specialize by taking on jobs that facilitate access to the highest levels of responsibility. We're currently working on bridges between professions and new career pathways to facilitate access to certain positions.” Today, four of the eleven members of the Executive Committee are women. Three members of the Executive Committee are currently working on improving gender parity in sales, industry, and R&D in particular.
THE FIVE AREAS COVERED BY THE DIVERSITY AND
INCLUSION MANAGEMENT INDEX
Identity and multi-nationality of management
MANY INITIATIVES AROUND THE WORLD
Michelin has signed Diversity Charters in various countries where the Group is present: Romania, Poland, Hungary, Spain, France, etc. The Group is also deeply committed to improving disability inclusion in the workplace. Last January, Michelin joined “The Valuable 500,” a global initiative to spark in-depth change in companies so they’ll commit to better including people with disabilities and, above all, developing their potential.
The Michelin Corporate Foundation is also committed to diversity and inclusion in the workplace: since 2018, it has supported Humanity & Inclusion (HI – formerly Handicap International), which promotes inclusive companies and offers support to organizations. The cornerstone of this approach is looking beyond disability and ensuring the Company benefits everyone.