Everyone is different – and that’s a good thing. As an international company, the diversity of our workforce is particularly important to us. We are committed to creating a work environment that is free of prejudice and offers equal opportunities to everyone – regardless of age, disability, ethnic and cultural origin, gender, religion, belief or sexual orientation.
Infineon is a great employer for all kinds of talent. It goes without saying that we integrate every individual into our community and give them the space to grow. We want to show employees that we support them and that they can be themselves at our company. Talent attraction is an important lever in our diversity management strategy. It means that our talent network team also has a role to play in shaping diversity at Infineon through targeted talent attraction measures.
Diversity management fosters a culture in which we can consciously build on the benefits of our diverse workforce and give all employees the space to unfold their full potential. This produces a working environment where we respect each other and enjoy working together.
We maintain a global network of diversity managers based at all major Infineon sites. This ensures that we foster the diversity of our employees at these locations and maximize their value. We have defined three main focus areas here:
Infineon committed to the Charta der Vielfalt back in 2007. This initiative encourages the recognition, appreciation and inclusion of diversity in German corporate culture.
Diversity Day has been a firm fixture in the corporate calendar in Germany since 2013. In 2019, we celebrated Diversity Day internationally for the first time.
Infineon Americas started its Be.Different.Together initiative on our global Diversity Day. “Our Be.Different.Program in the US provides a framework for us to embed diversity into everyday business in our region. We employ a lot of people who contribute to our success. Our top priority is to embrace different ideas, opinions and approaches,” explains Inka Tews, Regional Head of HR Americas.
Establishing a good work-life balance is a diversity management priority for us, inspiring us to give employees flexibility in the way they organize their work. Flexible working models such as part-time work, telework, sabbaticals and partial retirement mean that Infineon employees can align their work with their current situation and stage in life. For further information on this, refer to the section on “Workforce – We want everyone to be well and happy.”
Although the proportion of women in tech jobs is increasing, they are still under-represented, particularly in management roles. We want to change this and provide a working environment that is equally attractive to women and men. Infineon has therefore set itself the ambitious goal of increasing the proportion of women in management positions to 15 percent by 2020. In the long term, we want this figure to rise to over 20 percent. All areas of the company are helping us achieve this goal with individual initiatives and performance indicators. Thanks to our efforts here, we were able to pass the 15-percent mark by the close of fiscal 2019.
Back in 2011, managers at Infineon founded a “Gender Diversity Network” (GDN) to help create an attractive working environment for women and men, and to further increase the percentage of women working at Infineon. Since then, many sites across the company have set up their own gender diversity networks to actively support local activities in this area.