Diversity

We actively promote an environment in which the variety of perspectives every employee brings to the workplace is valued and respected. It is important for us that our employees consider themselves as global team players and view cross-cultural interaction as the norm. We actively support our employees’ collaborative work in teams and networks across international borders. We invest in sharing our ideas all over the globe, and pool our strengths in order to capitalize on our synergies.

Good Reasons

An imperative for Infineon

We are a company operating worldwide with almost 30,000 employees from 99 nations and sites in 24 countries.
The diversity of our employees is the lifeblood of our global company.
Diversity is an imperative – for us, our employees and our communities.

Creativity needs diverse outlooks and openness promotes enjoyment at work. By managing diversity we foster a corporate culture in which individuality is esteemed.
International customer relations demand cultural competence and qualified applicants expect an open working atmosphere. By managing diversity we strengthen mutual understanding and nurture a working culture in which everyone has a positive attitude to work.

Creating added value with diversity

By proactively furthering respect and tapping into diversity, we drive the company’s success. Diversity Management offers economic advantages by:

• pushing innovation
• building a high profile
• increasing customer satisfaction

Diversity Management is a responsibility and a benefit at one and the same time. To bear fruit, it has to rely on the commitment and openness of all employees. Diversity Management unfolds in several stages.

History

Diversity Management has its roots in the USA, where nondiscrimination on the basis of race, origin, religion or gender has been imposed on companies by law since the 60’s. The regulations, as the outcome of the civil rights movement, were originally enacted primarily to protect the black American population.

Diversity is seen as an essential aspect of personnel policy in the USA.  Today, 90 percent of Fortune 500 companies pursue Diversity Management.

The introduction of the concept to Germany started in the mid-90’s. Large companies and branches of American companies have Diversity Management in place.

In Germany, apart from the legally regulated factors such as age, disability, ethnicity, gender, religion and sexual orientation, the focus is on the issues of work-life balance and a corporate culture of equal opportunity.