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Gender diversity
With a background in aerospace and defence engineering, EADS’ workforce has historically been dominated by men. The Group now provides women improved access to the full range of activities, offering fair professional development as well as equal remuneration for male and female employees performing work of equal skill and value. We are determined to increase the number of women we recruit. By 2020, EADS aims to increase the share of women recruited to 25%. A Gender Diversity Board promotes the interests of female employees, creating working practices that encourage them to join EADS and stay with the Group throughout their careers. The Board is improving the balance between private and professional life through practices such as remote and part-time work. In some Business Units, these practices already exist, but the Gender Diversity Board is working to extend them across the Group. Furthermore, the Executive Committee is training senior women within the Group in order to prepare them for greater responsibility, and a mentoring programme has been launched for talented women.
Age, ethnic and social diversity
EADS is also promoting age diversity, recognising that much of the Group’s expertise resides in its older employees. Vigeo, the corporate and social responsibility ratings agency, has audited the implementation of the agreement with the unions in 2005. Following this, and among some other provisions, employees have interviews to help them with career planning in the second halves of their working lives. A new agreement was signed with unions in France during 2009. In the same year, EADS took several steps to encourage greater ethnic and social diversity. An agreement was reached with the French Ministry of National Education for recruiting young people from deprived areas. The French government has recognised EADS’ strong record as an employer with policies to promote a diverse workforce, awarding it the Label Égalité award in both 2005 and 2008.
