Airbus - 2022 Universal Registration Document
1. Information on the Company’s Activities /
1.2 Non-Financial Information
01
1.2.11 Inclusion and Diversity
I. Introduction “Respect human rights and foster inclusion” is one of the four sustainability commitments. This priority reflects the focus the Company puts on inclusion & diversity (“ I&D ”) and is illustrated by the 147 nations that its employees represent. An I&D position statement outlines the Company’s commitments to creating a safe and inclusive culture, including zero tolerance to discrimination and harassment, while the Company’s Code of Conduct and Supplier Code of Conduct express the expectations towards both employees and suppliers in this respect. In line with the Company’s values, a comprehensive I&D strategy drives the Company’s approach to embedding I&D focusing on intergenerational, ethnic, social and cultural diversity as well as gender equality, LGBTQ+, neurodiversity and disability-friendly
policies and hiring practices. The I&D strategy aims to ensure that the Company: –creates a safe environment and inclusive culture where collaboration, empowerment, continuous learning and accountability are promoted and valued. The Company has zero tolerance for harassment or discrimination of any kind; – attracts, recruits, develops and retains a large and diverse pool of talents. This talent is a reflection of the Company’s customer and supplier base as well as the communities around; – develops a thriving work environment supported by its values system, leadership model as well as a Code of Conduct understood and lived by all; – is committed to have a positive long-term sustainable impact not only in the aviation sector but also in the communities the Company works in by being signatories to the SDGs.
Inclusion & Diversity
GRI
SDGs
Others
405 Diversity and Equal Opportunity, 406 Non-discrimination
4, 5, 8, 16Vigilance Plan
Highest governance body(ies) involved
Board of Directors / ECSC; Executive Committee Inclusion & Diversity Board Human Resources Airbus Company Policy Airbus Code of Conduct Airbus Supplier Code of Conduct Universal Declaration of Human Rights OECD Guidelines for Multinational Enterprises ILO Conventions
Related corporate policies and documents
External standards or frameworks taken into account
2022 vs. 2021
KPIs
2022
Target
Target horizon
2021
% of external hires to be female (active workforce) % women in Board of Directors % women in senior management – Executives Number of men in senior management – Executives Number of women in senior management – Executives
33%
Yearly
22% 27% +5p.p.
33%
2022
25% 33% +8p.p.
18%
2022
14% 16% +2p.p.
821
157
Other key metrics (More in “– 1.2.17 ESG Data Board”)
2022 vs. 2021
2022
2021
% women in active workforce
19% 20% +1p.p.
% women in Executive Committee % women in “Level IV” managers
25% 25% +0p.p.
16% 17% +1p.p.
Code of Conduct – incl. non-discrimination commitment , Inclusion and diversity on Airbus.com ,
Airbus International Framework Agreement – incl. Equal Opportunities commitment UN Women’s Empowerment Principles – CEO statement, AD CEO statement, LGBT+ Charter with L’Autre Cercle Association for an inclusive work environment, France Gender Pay Gap Statement 2021, UK Gender Pay Gap Report, Airbus UK I&D Agreement, Women in Aviation and Aerospace Charter , Women in Defence Charter , Partnerships supporting people with disabilities: Atouts pour tous , Handisup , Handi Proconseil
Additional resources
107
Airbus / Universal Registration Document 2022
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