In Linxon, we consider diversity as a real and powerful tool to receive different viewpoints and perspectives into the company, and those help us developing new solutions and finally improve our business.
The benefits of diversity are not only bigger innovation, an improved decision making process, a higher job acceptance rates or a better performance than competitors, they are also a nicer climate at work, a permanent exchange of ideas creating the ground for personal growth.
So, how is Linxon doing when it comes to diversity?
Frédéric Trefois, CEO of Linxon:
“Whilst we have a good balance in the leadership team, both between gender, nationalities and cultures, generally we have a significant improvement area in the local teams, either increasing the gender the number of women working at Linxon, from site to sales activities, or promoting the mobility within the teams.
Overall our workforce includes people from 40 different nationalities nevertheless only reaches about 10 % female. In the executive management team, our 10+ different citizenships combined with our female colleagues representing more than 30% of the team, has an immediate contribution and subsequent impact on all aspects of our business. The richness that this diversity does create is a value I enjoy every day.”
“A mixed group impacts the ways of working, helps improve collaboration and contributes to finding good solutions. That is why diversity is important for Linxon”, he says.
A diversity example from India
An example of how we drive diversity comes from our engineering center in Chennai, about which Gurumurthy Gopalan shares his observations.
“There are 44 of us at Linxon INOPC, Chennai, amongst whom we have four female colleagues – one female electrical engineer, one female designer, one documentation specialist and an office & administration assistant. I strongly believe the office atmosphere and collaboration is improved by having more women in the team”, he says. “I strongly believe the office atmosphere and collaboration is improved by having more women in the team”, he says.
“Diversity in thinking is important. A project team should consist of people with their own opinions. Diversity brings a broader way of thinking. I want to see more and more diversity, but there are also challenges“, Gurumurthy concludes.
For Linxon, being a global company, diversity is important as a competitive advantage. Janani Ravishankar, Gurumurthy Gopalan and Eucharista Sagaya Marianat the INOPC office in Chennai.
Agi Boronska, Linxon’s Chief Integration and HR officer:
“Creating programs which help us to shape our diversity agenda and match it to the Linxon culture and the context of our business will be our focus for 2020 and beyond. Increasing the proportion of women in our organization is the first important step but it will not be the final hurdle”, she says.
“It is not enough to just have programs, they need to be closely linked to the diversity objectives of our organization, at the core of our growth strategy and the culture.”
From diversity to inclusivity
A diverse workforce is just the first step, the next logical step is to create a culture where people from all backgrounds feel included. Inclusivity is the key to maintaining (and not just creating) diversity in the workplace. Indeed, diversity in the workplace statistics show that most companies desperately need to consider aspects of inclusivity as part of their efforts to create a workforce that reflects a variety of backgrounds and experiences.
For Linxon, being a global company, diversity is important as a competitive advantage.