Tato stránka je dostupná pouze v anglickém jazyce (This page is only available in English)
The overarching ambition for our Diversity and Inclusion work is that all our people can operate at their full potential and at the same time feel valued and welcomed whoever they are.
Inclusion for us is not about fitting in, it's about feeling respected, values and involved regardless of who you are
For us to leverage our talents and teams we need to have an inclusive culture built on respect – for all. Meaning that all our people should be able to join, contribute, and influence to Alleima’s future success. Ensure an inclusive environment where people are listened to, and all voices are getting heard. The greatest enemy of inclusion is discrimination, harassment and offensive language. We are committed to counteracting such behaviors and structures from our workplace. Our people should always be able to speak up without risk of negative treatment or retaliation.
All our people should have equal opportunity to operate at their full potential regardless of who they are
Talents comes in all shapes and forms - Alleima should be accessible for all people. All our people should have equal opportunity to develop their competence and advance in their carriers. We believe that we’ll develop the best talent through meritocracy. For meritocracy to work we will need to fight bias and challenge how we define merits and competence. Equality of pay. All people at Alleima should be held accountable for their actions and behaviors.
Our goal is to attract talent by offering a great workplace where diverse talents can thrive
Diversity for us at Alleima is to have different characteristics within our teams and our management. We’re convinced that talent comes in all shapes and forms – meaning that if we’re only recruiting people from a certain background we’ll miss out on talent. We’re also convinced that diversity will lead to better performance and outcome. It’s hard to be what you can’t see, therefore we’ll have to challenge how we look at and define merits and competence, as well as where we look for talent. We’ll also need to limit the impact of bias on our recruitment decisions.