We believe in the power of ambassadors
We know from experience that a DEI ambassador network is a great way to raise awareness, and to engage and support colleagues.
Our 50+ ambassadors from across the whole company foster a culture of belonging because they are curious, compassionate, open-minded, active listeners, aware of their own unconscious biases, and actively working to reduce them.
In short, they do amazing work by role modelling an inclusive mindset and behavior and are crucial for our goal of bringing DEI into every corner of the organization.
Celebrating community – our DEI networks are open to everyone
Gender equality and fair leadership start with empowerment. The community enables an exchange among women at Uniper and connects colleagues on topics in the areas of personal and professional development.
Parents' and Carers' Network
Being a parent and carer can be a challenging experience in life. The community serves as a platform to stay connected and get impulses about job sharing, flexible working, home office, child care or elder care.
Being proud of who you are is crucial. A supportive network for the LGBTIQ+ community provides opportunities to recognize and celebrate their history and culture.
We empower our employees to live DEI at work
Our employees have access to several DEI Learning Collections and can participate in our growing offer of DEI e-learnings and classroom trainings.
We believe in the power of mentoring, reverse mentoring and coaching. Job-sharing and job-rotation open new opportunities to develop.
We reduce barriers and improve accessibility on our platforms, in our tools and meeting culture.
A truly international energy company
With employees coming from 5 continents and about 90 different countries, cultural diversity is a well-established fact at Uniper.
Collaborating across age groups
Our employees come from 4 different generations: Gen Z, Gen Y, Gen X & Baby Boomers.
Striving for more gender diversity
The share of women in the highest management positions amounts to 20%.
We aim to increase this share to 25% by 2025.
To achieve that, we will further accelerate our activities and measures along the whole employee lifecycle – from recruitment to development and retention. This includes gender inclusive recruitment and talent attraction, a thoroughly monitored promotion and succession plan, intensive internal upskilling on diversity, unconscious bias and inclusion, expanding existing working formats such as shared or part-time leadership roles, as well as further leveraging Uniper’s mentoring and networking initiatives.