Birla Opus’ Post

WIT Index states that women make up 7.5% of technicians and 12.5% of drivers, as well as 31.6% of C-suite executives and 36.9% of company leaders. #hiring #truckingindustry #diesel #dieselmechanic #dieseltech #recruiting #fleetmaintenance #fleetmanagement #diversity #MasterTech

𝐅𝐨𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐚 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐒𝐩𝐢𝐫𝐢𝐭 𝐚𝐭 𝐁𝐞𝐚𝐫𝐢𝐧𝐠𝐬 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 At Bearings International, we champion a nurturing work atmosphere that thrives on cooperation, collective effort, and mutual respect among our diverse team members. We are dedicated to maintaining an equitable and welcoming workplace where the voices of women are heard and valued, ensuring they can confidently share their insights, perspectives, and feedback. 𝐎𝐮𝐫 𝐜𝐨𝐫𝐞 𝐯𝐚𝐥𝐮𝐞𝐬 𝐠𝐮𝐢𝐝𝐞 𝐮𝐬 𝐢𝐧 𝐚𝐥𝐥 𝐰𝐞 𝐝𝐨: ● Customer-Centric: We surprise and delight customers both internal and external. ● Be Disruptive: We think fast and act even faster. ● Embrace Different: We believe in equal opportunities for everyone. ● Be Curious: We're never done learning. ● Own It: We take responsibility and ownership of everything we do. Join us in our journey to foster a collaborative spirit and create a workplace where everyone can thrive! 𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧, 𝐩𝐥𝐞𝐚𝐬𝐞 𝐯𝐢𝐬𝐢𝐭 𝐨𝐮𝐫 𝐰𝐞𝐛𝐬𝐢𝐭𝐞: 📞 011 899 0000 📧 [email protected] 💻 www.bearings.co.za #TeamWork #DiversityAndInclusion #WomenInBusiness #WorkplaceEquality #BearingsInternational #bearingsdistributors #inmotion #mining #agriculture #quarry #manufacturing #retail #automotive #supplier #industrialsolution #drives #motors #gearboxes #couplings #chains #sprockets #belts #pulleys #bearings #seals #lubricants #tools

Women only make about 12 percent of the workforce in the manufacturing sector. Despite a slight increase from 8 percent in 2019 to 12 percent in 2021, the proportion of women in manufacturing operations is still woefully low. At NAMTECH we are aggressively and passionately promoting Women in Manufacturing- making the sector gender inclusive.

Have you seen this??? John Deere releases this statement which states that: 🔹️They are no longer getting involved with cultural awareness days or events. 🔹️They will be auditing training and materials to ensure they are free from socially motivated messages. 🔹️They do not have or will ever have diversity quotas or focus on pronoun identification. 🔹️Resource groups will be focused internally on development, networking, mentoring and supporting recruitment efforts. 🔹️They believe in the value of diversity to match customer needs and will continue to improve it within the organisation. (Read full statement below) To me this reads as a company wanting to have laser focus on internal development without any outside influence and market themselves in a way that their target market are interested in to buy their products. However, they should tred carefully for their message about pronoun identification to ensure they respect and value employees, customers and the general public to avoid discrimination. This statement is likely to turn many off buying their products but the majority of which are unlikely to be in their target market. I could be wrong though. The impact on total sales and share price of the company over a year will paint a better picture. Would love to know your thoughts. Is this a step backwards for progression that will backfire or is it a company changing its direction based on what employees and customers want? Let me know in the comments. #Humanresources #diversity #inclusion #JohnDeere

No place for racism or any other form of discrimination in our work environment. At Xella, we unequivocally reject racism and any other form of discrimination in our work environment, fostering a discrimination-free culture where diversity is a cornerstone value. Aligned with the "Love HR, Hate Racism" initiative, we proudly support the #hrespect campaign in Germany, aiming to raise awareness among HR managers about persisting issues of racism. In the past, we highlighted the key role HR professionals play in fostering inclusivity for the first time. Ronny Weise, Head of HR Holdings and MWE at Xella, emphasizes the importance of a diverse workforce, stating, "We see a diverse workforce as a distinct asset and a decisive contribution to Xella’s success." Our commitment to an open corporate culture is evident in our Code of Conduct ➡ https://lnkd.in/eawa3KmF and Non-Discrimination and Diversity Guideline ➡ https://lnkd.in/eB2x7yzX ensuring respect and appreciation for all, irrespective of differences. The fight against racism is ongoing, and at Xella, we actively raise awareness, advocating for fairness and equal opportunities every day. Join us in making a difference, diversity is our path to success. #wearexella    

How do we attract a more diverse workforce into the UK manufacturing sector? What can open minded manufacturers be doing? This afternoon I have a privilege of chatting to Kirsty Davies-Chinnock 👑from Professional Polishing Services. A multi award winning manufacturer and ambassador for inspiring more women and diversity into the manufacturing sector. 🤔 I asked her what manufacturers could be doing. How do manufacturers start the journey and dip their toe into becoming more diverse. 💡 As a leader, sign up to becoming a more open and inclusive culture - a safe space where people can be open and honest. 💡 Be clear with your team as to why you are looking to expand the pool of people you are looking to attract into the business. 💡 Focus on one specific area to begin with, such as, more women, or ex-offenders - and learn about the specific challenges and adjustments your culture will need to make. 💡 Allow open communication and a safe space for your team to ask any questions or issues that are concerning them. 💡 Bring an expert in to train your team in how to improve and promote equality, diversity and inclusion in the business. 💡 Be open about biases (we all have them) and how our childhood's and life experiences have made us who we are. Thank you for making the time to chat Kirsty and good luck with the growth of the Women With Metal network for women working in the metal industry. Hopefully, this will help #ukmanufacturing businesses that are looking to widen the talent pool, and attract more diversity into their teams. #shoutaboutukmfg #ukmfg #modernleadership #womeninmanufacturing #modernleadership #wim23100days

How Does Having a Diverse Team Affect Your Products and Services? Having a diverse workforce isn't just a good thing to do morally, but can even make your products and services better. Read More: https://lnkd.in/ezCjY--g

This month, we are showcasing Vitesco Technologies as our Inclusion Allies Spotlight! Our Inclusion Allies Spotlight highlight a few of the diversity champions from our featured Employers. Age, gender, nationality, cultural origin, sexual orientation, religion and beliefs make each of us unique. The unique nature of individuals creates diversity when grouped together. People bring different skills, experiences, strengths and talents. The visions of each individual inspire us. We can learn from each other and understand different perspectives. Diversity is our driving force for uncovering pioneering ideas, new products, and innovative solutions. Meet Vitesco Technologies' Diversity and Inclusion Allies: Anand Gandhi, Ph.D. Priscila Prince Dounia Millimono Joe Wright Learn more about Vitesco Technologies, including open positions: https://lnkd.in/eBpPxtQU #findyourpurpose #DEI #inclusionallies

Transforming Challenges into Triumphs: Cadila Global's Workforce Solutions Empower Success Stories 🌟 Success stories that illustrate the potential impact of effective workforce solutions provided by Cadila Global: Diversity and Inclusion Initiative: A Fortune 500 company was committed to fostering diversity and inclusion within its workforce but faced challenges in attracting diverse talent for key positions. They collaborated with Cadila Global that specialized in diversity recruitment and inclusion strategies. Through targeted outreach, inclusive hiring practices, and community partnerships, Cadila Global helped the company diversify its talent pool and fill critical roles with qualified candidates from underrepresented backgrounds. The initiative not only improved workforce diversity but also enhanced innovation, employee engagement, and corporate reputation. These success stories highlight the diverse ways in which Cadila Global can add value to organizations by providing workforce solutions tailored to their unique needs, challenges, and goals. Whether it's addressing talent shortages, managing seasonal fluctuations, promoting diversity and inclusion, or investing in employee development, Cadila Global play a vital role in helping companies optimize their workforce and achieve business success. #StaffingSuccess #WorkforceWins #EmpowermentJourney #SuccessStories #StaffingSolutions #CadilaGlobal