Annual Report 2013

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Diversity and equal opportunity

LA13-14

Composition of governance bodies

A global company built on cultural diversity; Electrolux aims to attract people who reflect the Group’s global market and consumer base.

Pursuing greater gender balance continues to be a challenge. As there is no significant improvement in the share of women in management in 2013, this is an area that requires continued improvement.

Diversity issues are managed at the business area level. In 2012 Electrolux defined Group objectives to increase female representation by 2015 as follows:

  • Tier 2 positions: at least 25% of the managers are women.
  • Tier 3 positions: at least 30% of the managers are women.

The 2013 outcome (end of year):

  • A 1% increase in the share in Tier 2 to 20%.
  • A 1% decrease in Tier 3, to 25%

Activities will be stepped up in 2014.

The Group’s current workforce consists of 33% (32) female employees, while 20% (20) of Tier 2 positions are held by women. In the Board of Directors, of ten members, three are women. If employee union representatives are included, there are four female representatives.

Six countries are represented in Group Management, with seven of 12 members coming from countries outside Sweden—a high number for a Swedish company. Additionally, five of six heads of business areas were locally recruited for their posts.

Other activities

Electrolux is a partner of AIESEC, the world's largest student organization and an international platform for young people to explore and develop their leadership potential. One of the key purposes of the partnership is to tap into a diverse talent pool by offering internships throughout global operations. In 2013, 50 (48) trainees were hosted by Electrolux, 50% (26) of whom were female. The global retention rate for interns is currently 50%.

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