Welcome to the 3rd Edition of Thortful Minds: A Deep Dive into Diversity, Inclusion, and Allyship. Join Francesca, Head of the DEIB Community at Thor, in an Exclusive Interview with Senior Leaders Hanna Mazurkevich and Krisztina Szeg? at SAP, as They Share Insights on Cultivating Inclusive Cultures
Today, we will discover how SAP's initiatives benefit individuals within their organisation and learn about the challenges they've overcome in fostering a diverse and supportive workplace. In addition, we will explore the power of allyship and the significance of gender-neutral policies. We'll examine the impact of 'Rainbow Capitalism' and delve into tech leadership's role in nurturing active allies.
From impactful Pride March participation to innovative inclusivity measures, SAP's commitment to EDIB goes beyond mere words. SAP's story is a testament to the transformative power of inclusivity - join us together with Hanna Mazurkevich and Krisztina Szego from SAP, as we uncover pathways to a more empathetic and inclusive world.
Impact of D&I employee support/network on the example of SAP.
Could you provide specific examples of initiatives led by SAP's D&I employee support/network and share how they have benefited individual employees within the organization?
[Hanna]: SAP's D&I initiatives aren't just words; they are actions that genuinely benefit individual employees. From visible support at Pride Marches to practical changes in meetings, SAP stands as an exemplar of inclusivity. These initiatives aren't just about policy; they create a workplace where every employee feels valued and supported. SAP is proof that D&I can be more than a corporate slogan – it can be a way of life, enriching the work experience for all. Here are some examples:
While establishing and maintaining the D&I employee support/network, what were the significant challenges faced by SAP, and how did they successfully overcome these obstacles?
Krisztina: SAP is actively fostering a diverse and inclusive workplace through employee support groups. These networks offer a sense of belonging and support to our employees. During my interactions with similar groups in other multinational IT companies, we discovered common challenges, such as the need to raise awareness about diversity and inclusion (DNI) and its impact on the workplace.
SAP addresses these challenges by organizing awareness campaigns, training programs, and workshops to educate employees about D&I topics and their value to the organization. Furthermore, establishing a supportive culture is a long-term endeavour, and it should be integrated into the company's strategy.
At SAP, we prioritize practices that promote equality and respect for all employees. To overcome obstacles, persistence is key. For example, during the COVID-19 pandemic, our Pride at SAP group in Hungary organized online events to maintain visibility and attract more members. As restrictions eased, we transitioned to in-person events, fostering a strong local support network within each office.
Up-to-down and down-to-up approach in multinational companies in relation to D&I
How can the down-to-up approach empower employees and make them feel valued, leading to a more engaged and inclusive workforce?
Krisztina: This approach encourages active employee involvement in decision-making, fostering a culture where their ideas and insights are valued. This empowerment allows their voices to be heard, leading to a more inclusive work environment. It instils a sense of ownership and autonomy, granting employees the freedom to implement new ideas.
A perfect example is the formation of employee networks and support groups. These groups often originate as grassroots initiatives, driven by employees who want to connect with others who share similar interests or experiences, like LGBTQ+ employees seeking a sense of community within the company. As these ideas percolate from colleagues, they gain momentum and eventually reach management, who provide support to turn these concepts into reality. This approach starts from the ground up, allowing innovative ideas to flourish and benefit the entire organization.
Are there specific employee resource groups or networks that have successfully collaborated with top leadership to influence D&I policies and initiatives positively?
Hanna: At SAP, we prioritize D&I across all levels of our organization. We have a Global Diversity and Inclusion Organisation and a passionate team working to ensure full inclusivity. Notably, one of our significant milestones last year was a companywide meeting that reached over 100,000 employees. This meeting delved into the importance and benefits of inclusivity, with a focus on women in tech.
The reason we have been successful in promoting diversity and inclusion (D&I) is that we have strong leaders who are dedicated to D&I, and we receive strong support from our top management. SAP is committed to providing the resources and funding needed to ensure that everyone feels included, and there is no doubt about our support for D&I.
In a subtle but impactful move, SAP introduced a new language code in 2020. We've transitioned from words like "manpower" to "human power" and have replaced exclusive terms with more inclusive ones. This effort extends to a comprehensive list of words that should no longer be used. Read more about this initiative here!
Tech leaders have a unique opportunity to shape organizational culture worldwide and drive positive change, not only within their company but also across the tech industry. Krisztina, SAP
Importance of pronouns and gender expression. Example of SAP's Global Gender Transition Guidelines.
How has SAP implemented Global Gender Transition Guidelines to create a more inclusive environment for its employees?
Krisztina: SAP is fully committed to fostering inclusivity among its employees through various initiatives. A notable example of this commitment is SAP's early adoption of the UN corporate standards to combat discrimination against the LGBTQ+ community. As part of this dedication, SAP recently updated its gender transition guidelines.
These guidelines serve as a valuable resource, not only for transgender employees but also for their managers, colleagues, and business partners. They offer insight into the gender transition process, promoting understanding and respect for gender identity and expressions. The guidelines are regularly updated to incorporate new best practices and insights from the transgender community, making them a continuously evolving and comprehensive resource for all employees.
What role do gender-neutral policies and pronoun usage play in fostering a sense of belonging and acceptance at the workplace?
Hanna: One key aspect of inclusivity is respecting personal identity, especially nowadays more and more people openly identify as non-binary or genderqueer. Embracing diverse pronouns and allowing individuals to choose their preferred pronouns fosters a sense of inclusiveness within the company. It sends a clear message that SAP values and supports every employee's true identity, rather than adhering to societal constructs.
Using gender-neutral pronouns like "they/them" helps eliminate assumptions about a person's gender, reducing discrimination. Allowing employees to express themselves authentically in the workplace creates a safe environment where people can thrive. This safety translates into increased productivity, engagement, and employee satisfaction, making SAP an attractive choice for diverse talent who can be themselves and excel in their roles.
What are the potential pros and cons of rainbow capitalism in terms of advancing LGBTQ+ rights and are there alternative approaches that companies can take to show genuine support?
Krisztina & Hanna: June sees many market leaders changing their logos to Rainbow, a symbolic display of support for LGBTQI+ communities. While this visual gesture is important, true commitment to inclusivity goes beyond aesthetics and lies within a company's internal policies.
At SAP, we prioritize workplace policies that ensure inclusivity and respect for all employees. We offer gender transition guidelines, name and email address changes, and a proactive stance against discrimination. Our comprehensive diversity and inclusion training empowers employees to recognize and address bias, fostering a welcoming environment from day one.
Additionally, we champion Employee Network Groups like Pride@SAP, which provide support for those who may feel marginalized. If none fit your needs, you can champion creating a new community. We also engage in sponsorship of LGBTQI+ organizations and actively participate in events and activities that promote diversity and inclusivity within and outside our company. While changing logos is a start, true inclusivity is about what happens inside the company, and at SAP, we're committed to making it a reality.
Coming out as an active ally. What can we expect from leaders in tech?
Why is it crucial for leaders in tech to publicly advocate for allyship and demonstrate their commitment to creating an inclusive workplace?
Krisztina: Tech leaders have a unique opportunity to shape organizational culture and drive positive change, not only within their company but also across the tech industry. Publicly advocating for allyship sends a powerful message that inclusivity is a top priority, resonating with employees, stakeholders, and the broader tech world.
Promoting allyship fosters a sense of belonging, where everyone feels valued and included. This, in turn, boosts employee engagement and productivity encouraging employees to bring their authentic selves to work.
Moreover, embracing diversity and inclusion helps companies attract diverse talent. For example, seeing SAP's involvement in Pride March inspired individuals like Hanna and me to join the organization. Tech leaders should recognize that their actions can make a significant impact on creating inclusive workplaces and attracting top talent.
How has allyship contributed to greater innovation, creativity, and collaboration within tech companies, as demonstrated by leaders?
Hanna: Krisztina made some excellent points about how incorporating D&I is not only socially responsible but a smart business move, and I want to highlight the key benefits of diversity and inclusion:
In summary, SAP's commitment to diversity and inclusion isn't just rhetoric—it's demonstrated through impactful actions. From participating in Pride Marches to implementing inclusive practices, SAP creates a workplace where everyone feels valued.
In a changing world, small steps matter. Challenging discrimination and biases helps create inclusive workplaces and societies, fostering innovation, collaboration, and personal growth for all.
If you are interested in being part of our Thortful Minds DEIB community or want to know more about Diverse & inclusive hiring strategies, please reach out to Francesca via:
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