PSO bij Ericsson Loet Pessers Head of HR Netherlands
AGENDA 1 2 3 4 Introductie van Ericsson PSO bij Ericsson De lokale praktijk En nu verder. PSO within Ericsson Ericsson Internal Ericsson AB 2017 2017-06-07 Page 2
Ericsson at a glance NETWORKS Create one network for a million different needs IT Transform IT to accelerate business agility MEDIA Delight the TV consumer every day INDUSTRIES Connect industries to accelerate performance 39,000 Patents 1 billion Subscribers managed by us 222,6 B. SEK Net Sales 23,700 R&D Employees 2.5 billion Subscribers supported by us 180 Countries with customers 32,8 B. SEK In R&D 66,000 Services professionals 111,000 Employees Full year 2016 figures
Ericsson in The Netherlands Among our customers are: Amsterdam Den Haag Sliedrecht Rijen Maastricht Hilversum About 1200 employees in the Netherlands Rijen & Den Haag & Amsterdam: Marketing & Sales, Services, Staff Rijen: hosted activities Global Competence Hub Multimedia & Applications Delivery Flow Repair (Hardware Logistics Services) Sliedrecht & Maastricht: dedicated service organisation for Network Planning & Optimisation Network Deployment & Integration Field & Site Operations Hilversum: Managed TV services
Ericsson vroeger
Ericsson NU!
Diversity is the mix, Inclusion is to have the mix creating value
PSO bij Ericsson Multiple year strategy Drive towards a diverse workforce to foster innovation, create high performance culture and generate business success Diversity & Inclusion Business imperative Talent is the engine Attract, develop & retain Capture the value Accelerate Diversity as part of the brand Drive leadership accountability Unite regional, adapt local- country D&I councils Create diverse talent pools (in- and external) Active management of talent life cycle Role model reward and recognition Understand unconscious bias and it s impact Connect internal and with customer Share best practices cross region and globe In focus 2017 Gender Generation Nationality Disability Sexual Orientation
INCLUSION communicating D&I strategic global Focus areas GENDER DIVERSITY Identify female leadership talent early Develop talent to increase proportion of senior and executive leaders, Recruit more women into core business areas, Secure support mechanisms for recruiting, promoting and retaining women. NATIONALITY DIVERSITY Promote a diverse range of nationalities at all levels and in the talent pipeline to reflect the networked society. SEXUAL ORIENTATION Encourage people to bring their whole selves to work. Raise awareness and support employee resource groups. GENERATIONAL DIVERSITY Leverage generational differences to increase innovation. RECOGNIZING UNCONSCIOUS BIAS Deepen understanding of D&I as a strategic business imperative and the concept of unconscious bias and its impact on behavior, actions and decision making. DISABILITY Become an exemplar employer of disabled people and disability confident.
De lokale praktijk Er is een Global Policy met een duidelijke strategie, echter: Global Policy legt focus op Gender, niet op Inclusion Het ontbreekt aan lokale nut en noodzaak Lage acceptatie graad Ontbreken van succesverhalen Weinig support vanuit overheid/uwv Headcount target versus sociale verantwoordelijkheid PSO within Ericsson Ericsson Internal Ericsson AB 2017 2017-06-07 Page 10
En nu verder. Doelstelling 2018 PSO within Ericsson Ericsson Internal Ericsson AB 2017 2017-06-07 Page 11
En nu verder. Stappenplan: 1. Creëren van aandacht 2. Support management 3. Fondswerving/budget 4. Plan van aanpak 5. Communicatie 6. PSO Certificatie 7. Plaatsing! Hindernissen: Tijdsgebrek Ownership Werkplek Werkzaamheden Interne drive De wil is er, nu nog het resultaat!! Driver: HR Ownership: Directie PSO within Ericsson Ericsson Internal Ericsson AB 2017 2017-06-07 Page 12