New DEI strategy for better diversity, equity and inclusion

Even after years of commitment and numerous successes, Uniper is committed on its mission for more diversity, equity and inclusion. Rolling out an ambassador network alongside our public commitment to the "Charter of Diversity" provide a solid foundation to build from — so we are using this as a starting point to introduce a more holistic, tangible and strategic approach to DEI (Diversity, Equity, Inclusion). 

The Management Board has developed a DEI strategy for the next three years, which will be used to create a working environment that promotes sustainable support for all employees and managers. The entire company will be involved in this initiative, so that diversity, equity and inclusion are both embedded into our corporate culture and lived out in our day-to-day work. Our goal is to become one of the pioneers in the energy industry in these three key areas.

Increased productivity and performance thanks to satisfied employees

At Uniper, everyone should feel welcome and comfortable, and have the opportunity to develop their unique skill set and individuality. DEI is about bringing employee satisfaction and wellbeing in the workplace into focus — and continuously striving to improve this. Such initatives automatically result in higher productivity, innovation and performance. "Uniper is one of the leading energy and service providers in Germany and Europe. To further reinforce our position, our vision is to lead the way in implementing diversity, equity and inclusion, and create the best possible working environment for our employees. 

This will have a positive impact on our business and how we are perceived by others. So let's take the next step and make Uniper an even more diverse, equitable and inclusive company," says David Bryson, our COO. With this new strategy, Uniper is committed to breaking down prejudices and barriers, creating a work environment in which all employees can contribute personally and realize their potential, and providing the required flexibility for the individual circumstances and life stages of our employees.

A holistic and multi-dimensional approach

DEI is a comprehensive topic. And one thing is clear — we can only hit our ambitious goals if all of our employees and stakeholders pull together. Our new strategy therefore has three core pillars: people, company and partners.

People are at the center of our activities. Therefore, the first pillar covers the relevant fields of talent management and leadership. This involves initiatives such as setting up platforms for job rotation and job sharing, improving inclusion in the hiring process and providing DEI training and learning opportunities for employees and managers.

The second pillar is Uniper as a company, with all its values, culture, structures and processes. First, we are focusing on our organization in order to improve accessibility in terms of IT tools, HR documents and platforms and event and communication guidelines. Second, we are strengthening our DEI networks and DEI ambassadors network by providing additional resources and guidelines to support this role.

As an energy company, Uniper interacts with customers, suppliers, neighbors and other stakeholders on a daily basis — which is why our partners form the third pillar. Together, we are pushing the energy transition forward and will continue to cooperate even more closely on DEI issues, with the aim of learning from each other.

"Months of intensive work cooperating with a wide range of different departments at Uniper have paid off. Our Management Board is fully behind the new DEI strategy. DEI is about all of us — for all of us. I am excited and very much looking forward to the challenges that this Uniper-wide practice will bring to both existing and new working groups," says Larissa Leienbach, Diversity, Equity and Inclusion Manager at Uniper.