5.2 Diversity, Equity & Inclusion 5 Inclusion of people with disabilities In our Pride@SIEMENS networks for the LGBTQIA+ Commu- Siemens strives to ensure equity for people with disabilities, nity, our people around the world can meet and share their their inclusion in society and the workplace, their self-deter- thoughts, feelings, and support each other. People on the mined participation, and their right to be treated with LGBTQIA+ spectrum and straight allies6 are equally welcome. respect. At Siemens, we believe that each person is of value and importance, regardless of their ability. And while we aim Accountability of our local CEOs and business for a barrier-free work environment at Siemens, inclusion leaders means more than just accessibility. It is a holistic way of A lesson learned on our journey to fostering diversity, equity, thinking and acting that eliminates both visible and invisible and inclusion is that the involvement and accountability of barriers and encourages a culture of conscious, equitable our local CEOs and business leaders is integral to the success participation and understanding. We believe that this way of of the DEGREE sustainability framework Equity1 field of thinking supports and enables people with disabilities to be action. This led to our regular CEO Check-In sessions with the included and to give their best. aim of acquiring a deeper understanding of our local com- munities and the societies in which we operate. The Ability@Siemens1 initiative promotes a culture of inte- 3 gration for approximately 4,800 disabled people currently Women in the workforce working at Siemens in Germany. It is based on an inclusion In fiscal 2023, the share of women in the own workforce at agreement with the general representative board for dis- Siemens was 27%. abled employees.4 For many years, we have been working to build a diverse, Global awareness days foster the spirit of equitable, inclusive corporate culture, and we have achieved tolerance and acceptance measurable success. This includes our efforts to increase the We foster the spirit of tolerance and acceptance at Siemens global share of management positions held by women by worldwide through our internal campaigns on global aware- the end of fiscal 2025. In fiscal 2023, 32,900 employees ness days: for instance, International Women’s Day and 7. The share of held management positions at Siemens Global Accessibility Awareness Day. Beyond, in our Belonging women in management positions was 21.6%. Days, we are offering insights and learning opportunities on 1 Further data on Diversity, Equity & Inclusion at Siemens are DEI via a global broadcast to all our people. disclosed in the indicator table. OUR SUSTAINABILITY INDICATORS Siemens also joined the Valuable 500, an initiative launched by the World Economic Forum to place the concerns of per- We are also pursuing a variety of initiatives, programs, and 1 measures to foster a cultural change toward gender equity, sons with disabilities on companies’ management agendas. We support Employee Resource Groups (ERG)1 and people- led diversity, and integration. The following represent two of the activities to help transform our business by bolstering a many different women’s networks around the world: commitment to diversity, equity, and inclusion. These groups include Siemens PRIDE (global), the Neurodiversity Network (United Kingdom), the Black Professional Network (United States), and Women in Tech (China). 1 Siemens without SHS. 3 The number of severely handicapped employees (SHE) is based on legally defined guidelines and specifications according §§ 154-1+3 SGB IX (German Social Law). 4 Inclusion Agreement for Siemens AG Germany. 5 Lesbian, gay, bisexual, trans, queer, intersexual, and asexual. 6 “Straight allies” are persons who identify as heterosexual and cisgender who support the LGBTQIA+ movement and speak out against homophobia, lesbophobia, and transphobia. 7 Employees in management positions include all managers with disciplinary responsibility. SIEMENS SUSTAINABILITY REPORT 2023 91