Ensuring that Scania’s workforce includes a good balance of genders, ages, backgrounds, and experience is crucial to the company’s on-going success.
Diversity strengthens the company, while also supporting its strategies for achieving its 2020 goals. Scania hopes that drawing talent from a wide pool will boost its ability to attract and retain talent, while also seeing it recognised as an employer of choice.
One sign that the company is moving towards this goal came in 2014 when of the more than 970 people who applied for 24 places in the company’s graduate training scheme, 32 percent were women. Some 52 percent of successful applicants for the scheme that year were female.
“I think the best part of working at Scania is that the company really respects work-life balance,” says Bei Qiu, Project Manager at Scania IT. “For example, before I went on maternity leave with my second child, I was able to set up a development plan together with my manager. I set up a goal and then we talked about how to reach there, together. So, when I came back from maternity leave I became project manager.”
“We look for team players and skills”
Employees with a range of backgrounds and experiences increase the company’s knowledge base, improve its ability to address customer needs, and strengthen its market position.
“When we are putting together the groups, we look for team players and skills,” says William Baker, Team Leader within Chassis Production. “It doesn’t matter what your background is and it doesn’t matter where you come from. As long as you are a team player and have the skills, then you are the right person for Scania.”