Diversity and Inclusion

Encouraging diversity and inclusion to nurture creativity and innovation

Alstom is an international company. Wherever we operate, and across all our businesses and product lines, we want to create an inclusive culture in which diversity is recognised and valued.

By bringing together people from diverse backgrounds and giving everyone the opportunity to contribute their knowledge, skills, experiences and perspectives, we create shared value for Alstom and its stakeholders while reflecting the diversity of our customers.

Our People Vision truly embodies the essence of Diversity & Inclusion:

Clear objectives and vision to foster inclusion

Inclusion helps create a work environment and a culture where all differences are valued, respected and leveraged without any bias. Diverse teams provide wider perspectives and boost performance and innovation. 

To uphold the commitments that underpin the Diversity & Inclusion journey, Alstom has set measurable objectives for achieving diversity and inclusion in the Company and has set up a robust structure at the group level, as well as within the regional entities to reach these objectives.

The Diversity and Inclusion (D&I) Steering Committee, which is made of members of the top management, is responsible for the development of corporate D&I strategy and the definition of global initiatives. The Alstom Executive Committee  evaluates the progress of the organisation towards the D&I goals on a yearly basis.

The deployment of these initiatives is supported both, by dedicated training courses and internal communication campaigns and by a network of D&I Champions in the regions.

Alstom's 2020 D&I strategy

Alstom’s 2020 D&I strategy focuses in particular on gender and cultural diversity. 

To address these challenges, the D&I strategy contains a number of specific targets:

In addition, specific action plans have been developed at local level to take advantage of the number of nationalities, cultures and approaches that its employees represent.

Towards more diversity & inclusion: Alstom’s global D&I framework

Alstom is progressing towards its goal: the overall proportion of women managers or engineers in the company, for instance, increased from 18.6% in 2014 to 23.1% in 2020/21.

To meet this goal, Alstom has developed a global D&I Framework aimed at raising managers’ and employees’ awareness and diffuse a culture of diversity and inclusion.

As illustrated by the following chart, the framework is based on three pillars: Tell, Train & Track and sustained by Collective Enablers:

In terms of gender diversity, several flagship initiatives are in place at country level such as 'Alstom Women of Excellence' in the United States and in India, but also in partnerships with Valore D in Italy and 'Elles Bougent' in France. Most of the women working for Alstom are involved in STEM initiatives (Science, Technology, Engineering, Mathematics studies for girls). Many countries organise visits in schools (in Italy and in the UK initiatives called “Inspiring Girls”) or welcome young girl students for a training period (as in Australia the “Lucy Mentoring Program”).

Every year, we organise a “We Are All Differently Abled Week” (WADA) week. During this week, our sites around the globe promote the professional integration of people with disabilities and share their good practices. The best four practices are awarded by Alstom's Diversity & Inclusion (D&I) Steering Committee.

In addition, the D&I Framework encourages Alstom employees across the world to set concrete diversity targets which, though they may overlap, will often vary per region. Hence, it is key to identify these best practices and convert them into a regional action plan which adheres to the broader D&I Framework.