Commitments
Alstom employees

Diversity, Equity and Inclusion at Alstom

Encouraging diversity, equity and inclusion to nurture creativity and innovation

Alstom’s worldwide operations require a strong commitment to Diversity, Equity and Inclusion to ensure effective teamwork, collaboration and creativity – a commitment which is also present within our values.

By bringing together people from diverse backgrounds and giving everyone the opportunity to contribute with their knowledge, skills, experiences and perspectives, we also generate value for Alstom and its stakeholders through innovation, performance and a people-oriented culture.

Marcella Martinetti

“Inclusion is about actively recognising and leveraging each individual's unique talents and contributions. And that can only be achieved by creating a welcoming, safe space where all employees are welcome.”

Marcella Martinetti Global Culture & Engagement Director
  • 26.6%
    of women within the managers, engineers and professionals population
  • 5%
    gender pay gap for managers, engineers and professionals (compared to 5.5% last year)
  • 95/100
    equality index for Alstom Transport SA

Clear strategy and objectives to foster inclusion

Inclusion is key to designing inclusive mobility solutions in a work environment and culture where all differences are embraced, respected, and leveraged without any bias. Diverse teams provide wider perspectives and boost performance and innovation.

Alstom’s commitment with Diversity, Equity and Inclusion (DEI) is visible through our DEI Policy, which encourages, supports, and cultivates a diverse workforce and an inclusive and equitable workplace for all employees of Alstom worldwide. Moreover, the Global Anti-Discrimination and Anti-Harassment Policy reflects the company’s position of zero tolerance against discrimination and harassment and provides guidance in terms of steps to be taken in such conditions.

Alstom's DEI strategy is supported by five pillars - Disability Inclusion, Multiple Cultures, LGBTQ+ at Work, Gender Balance and Multigenerational Workforce - with concrete objectives for achieving diversity, equity and inclusion across all levels of the organisation.

Download our DEI and anti-harassment policies here

Alstom's DEI strategy

The DEI Steering Committee, made up of members of the top management coming from diverse regions and product lines, is responsible for creating and ensuring that the corporate DEI strategy is aligned to the company’s vision. The initiatives flourishing from this strategy are deployed both at global level, by a global culture & engagement team, and at regional level, supported by a network of DEI Champions in all regions.

Chanda_A_Hand_Headshot.jpg

"By taking an evidence-based approach to integrating diversity, equity and inclusion into our systems, I believe Alstom can make a paradigm shifting impact on our workforce and our communities."

Chanda A. Hand Diversity, Equity, and Inclusion Manager, Americas

  • DEI Champions Network

    Comprised of leaders from every region, country and product line, Alstom’s Diversity, Equity & Inclusion Champions Network collects and share best practices, spreading awareness, knowledge and best practices through education and communication.

  • DEI Champions Community

    In 2026, a new step has been added to the DEI strategy: the creation of an extended community with employees from all over the world. This community aims at recognising those who are actively engaged in DEI activities and promote best practices worldwide.

  • Internal Awards

    Local Diversity, Equity and Inclusion initiatives from any level in the organisation are promoted and recognised through internal programs such as the Alstom Excellence Awards. Those internal efforts can be transformed into global initiatives, ensuring that all ideas are heard.

DEI actions at Alstom

Discover some of the actions that are driven at global and/or local level for our main DEI pillars, as well as the main Employee Resource Groups (ERGs), who are key in driving the DEI agenda and increasing awareness.

Read the testimonials of our ERG champions below!

“AWE’s mission is to foster diversity by empowering women and allies to grow, connect, and lead. Across our global chapters, we create visibility, development opportunities, and safe spaces for dialogue, because diversity thrives where people feel seen and supported.”

Alexandra Mihaela Sitaru Project and Development Planning Director and global co-chair of AWE

"By mobilising and engaging a strong network of allies, we move beyond initiatives and metrics to embed gender balance into our everyday ways of working, transforming inclusion into a shared mindset and a lived culture across Alstom."

Shyamala Jhaveri Vice President, Human Resources Operations and GSS Program Manager and global co-chair of AWE
Laura Phoenix voices for disability

“At Alstom’s Voice of Disability, we promote disabled and neurodiverse colleagues, and we support those with carer responsibilities. It’s a very active Employee Resource Group and our activities resulted in Alstom’s accreditation as Disability Confident Leader in the train manufacturing industry.”

Laura Phoenix Senior Legal Counsel and Lead for Voices of Disability

“Our mission is to provide visibility to Alstom’s LGBTQ+ employees so that their voices can be amplified and celebrated, whilst providing resources and a network to support success in their lives. In parallel, build a network of allies that will counter discrimination and bias through education and partnership.”

Tamara Tepox Buyer at Alstom, Founder of ATC

“The Indigenous Engagement Champions foster meaningful participation and representation for Aboriginal and Torres Strait Islander peoples. By supporting First Nations–led initiatives and celebrating cultural diversity, we help advance Reconciliation goals and create positive outcomes for our people, workplace, and communities.”

Ashley Garlett Aboriginal Engagement Lead and leader of the Indigenous Engagement Champions

  • We strive to be an attractive company for all genders through robust talent acquisition and development processes, ensuring that everyone has equitable opportunities to thrive.

    Our company-wide programme designed to promote gender equality and inclusivity globally through local actions, Mind the Glass, formalises our long-term commitment to achieving gender balance. We believe that every stage of the employee life cycle is critical in promoting gender balance, from attraction, recruitment and retention to providing opportunities for career development and reducing the gender pay gap.

    We also aim to ensure equal gender pay, thanks to dedicated global action plans and adjustment measures, along with regular monitoring on the progress made.

    Key Partnerships

    Our partnerships allow us not only to advocate for gender balance, but also deepen the knowledge and awareness on the topic for employees. Here's a list of our current partnerships:

    Women in Rail - to ensure true cross-representation throughout the industry

    Elles bougent - to fill the female pipeline through collaboration

    Valore D - to enable effective monitoring & improvement of the diversity and inclusion indicators set out

    The largest Employee Resource Group (ERG) at Alstom, called Alstom Women of Excellence (AWE), is present in more than 18 countries across all business regions and welcomes and celebrates women employees and allies from all areas and levels of expertise.

  • Our commitments for Disability Inclusion are aimed to both our mobility solutions developments, to ensure our products are safe and accessible for all passengers, and to our employees, to welcome all types of abilities in the workplace.

    Since 2021 Alstom is part of The Valuable 500 – the largest network of global CEOs committed to diversity. This pledge is also seen through internal actions: in 2025, the Italian initiative “Neurodiversity at Work” has been awarded through the Alstom Excellence Awards, in the People & Culture category. Launched in partnership with Specialisterne Italy, the initiative supports the inclusion of autistic talents by aligning roles, ways of working, and individual abilities. The programme has strengthened communication and management practices, challenged stereotypes, and fostered more inclusive leadership, benefiting teams overall.

    “All Abilities” Toolkit

    The “All Abilities Toolkit” is a document with the aim of contributing to a common understanding of disability, breaking down myths or prejudices and highlighting challenges, while enabling an inclusive and accessible global environment for all our stakeholders. 

    Download the guide here

    Our most mature Disability Inclusion ERG is Voices of Disability in Alstom UK, where they achieved the government accreditation for Disability Confident Leader. The ERG aims to improve conditions for all Alstom UK employees and to support them to achieve their full potential at work, regardless of disability or career responsibilities.

  • Guided by the conviction that inclusive workplaces enable every employee to thrive and bring their best self to work, Alstom is committed to fostering understanding and recognising the diversity of identities within the LGBTQ+ community. Our global procedures, policies, and benefits are continuously evolving to better reflect and support the diversity of identities, relationships, and family structures.

    Initiatives within the organisation include celebrations such as the Pride Month and Wear it Purple, done on several countries to foster open conversations and learning opportunities. The biggest initiative at global level is the Rainbow Train, which takes place during the Pride month. It is a fitness challenge designed to virtually gather people together from different places and countries and mimic marching for pride marches.

    Our ERGs, Alstom True Colors (ATC – Americas), Voices of Pride (United Kingdom) and Pride+ (Australia & New Zealand) drive the conversation and focus on support and empower the LGBTQ+ community through advocacy, allyship and education.

  • At Alstom, our strength lies in the diversity of cultures, perspectives, and experiences that shape our global organisation. Operating across multiple regions and markets, we bring together teams from different cultural backgrounds who collaborate daily to deliver innovative and sustainable mobility solutions worldwide.

    This international footprint encourages cross-cultural collaboration, knowledge sharing, and mutual learning, enabling us to adapt to local contexts while pursuing shared global objectives. By valuing cultural diversity, Alstom creates an environment where people can contribute authentically and collectively drive performance and innovation.

    And in order to leverage on this strength, Alstom counts on ERGs such as Alstom’s Black Leaders of Excellence (ABLE), Voices of Cultural Diversity, Asians & Pacific Islanders Experience (APEX), Alstom Latino Members Association (ALMA), and the Indigenous Engagement Champions. These ERGs promote awareness, dialogue, and allyship across cultures, while creating spaces for connection, learning, and mutual understanding. 

  • At Alstom, addressing multigenerational diversity means recognising that employees bring different needs, perspectives, and aspirations at various stages of life. From early‑career development and mid‑career growth to caregiving responsibilities, career transitions, and later‑career expertise, each stage shapes how people engage with work. Creating space to openly discuss these differences helps foster mutual understanding, knowledge sharing, and inclusive ways of working.

    To further strengthen this approach, we are building a structured action plan to engage our regions, ensuring that generational inclusion is addressed locally while aligned with a shared global ambition, and that initiatives resonate with the diverse cultural, social, and demographic contexts across the organisation. ERGs such as Intergenerazionalità and Bengaluru Millennials Clubs support the action plan and ensure adaptability.

“Inclusion means creating a workplace where everyone feels safe to be themselves and confident to contribute. At Alstom, we believe our differences make us stronger – and that every voice matters."

Stephane Guy VP Product introduction & Train Operations and System Maintenance
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