ST Life.augmented

Global Diversity and Equal Opportunities

At ST, we are convinced that diversity is a competitive advantage allowing us to provide innovative responses to global issues through multi-angled approach (cultural, gender, generation, etc.). Across our sites we have developed many programs to benefit more from our large cultural diversity.
With our new Sustainability strategy, we made commitments in three areas: gender, seniority and disability. Furthermore, ST Principles for Sustainable Excellence, our top-level reference for guiding our behavior and decision-making, state our commitment to a culture free of discrimination; ensuring respect for human rights and fair treatment in recruitment, remuneration, career development and promotion.

Virginia Melba A. Cuyahon - General Manager - ST Calamba, Philippines

" Equal gender career opportunities in big corporations have given women increased flexibility and broader perspective when it comes to decision and policy making.

I pursued a career in Engineering and worked my way up in Manufacturing. The companies I have worked for in the past and today, ST Calamba, are open to talents and capabilities regardless of gender. More and more HR programs are focused on talent and potential development and are offered to deserving employees. ST wants to increase the percentage of women at executive level. Women should take this opportunity to experience diverse and interesting careers."

A progressive approach to diversity
Because countries’ legislation and cultural norms can vary, ST mainly provides general guidelines that enable ST’s sites to respond according to their local context. 
Gender equality
Very recently, ST’s CEO, Carlo Bozotti, made a public commitment to increase the percentage of women in leadership positions (JG 17 and above) to 15% by 2015. In 2012, several corporate HR processes have been reviewed to boost the development of high potential women. The initiative will be cascaded to sites for local implementation.
It is important for ST to ensure that key competencies and expertise are not lost when people leave the company. ST considers that it is essential to maintain senior people’s employability, taking into account their expectations in terms of career evolution, competency development and possible adjustment in their role. It is ST’s aim for all sites to define a seniority plan, adapted to their local contexts that respond to these commitments.
We have observed various existing situations at our ST sites on this subject, mainly because of differences in legislation. Our objective is to share best practices, ensure sites offer fair employment to disabled people and progressively increase the percentage of disabled people employed by ST.
Some of our sites have developed very advanced programs in this area which include partnerships with recruitment agencies to hire disabled people, programs to train disabled people in technical jobs, quantitative employment objectives etc.
  • Ensure that hiring ratio of women to men is equivalent to the gender ratio of graduated students in partner schools and universities;
  • Ensure gender equality at higher level of job grade by increasing the men to women ratio by 4% for JG 15 and 16;
  • Increase the proportion of women in leadership positions worldwide from 9.8% to 15% by 2015;
  • Ensure that all sites have a seniority plan to maintain employability in the second part of people’s careers;
  • Ensure that all ST sites have disability plans to keep increasing the percentage of disabled employees in ST.