贝克休斯leveraged the foundational elements of our diversity, equity, and inclusion efforts to navigate the challenges of 2020. In addition to the pressures resulting from the COVID-19 pandemic, including concerning numbers of women leaving the workforce on a global scale, 2020 was a year of immense social unrest resulting in a global movement to address racial equity in and out of the workplace. Amid these tensions, we recognized the need to increase our focus on equity more broadly, ensuring fair treatment and access to opportunity for all employees, and we committed to assessing where we have opportunities to do better.
Many of our leaders and Employee Resource Groups (ERGs) were instrumental in creating spaces to have safe and supportive conversations to acknowledge diverse perspectives and process emotions during these challenging times. Further, we strengthened our culture through the global Diversity, Equity, and Inclusion Council and our ERGs, and through prioritization of DEI metrics in our talent strategy.
We know that advancing DEI is about more than implementing activities and programs. It’s about embedding the right behaviors to grow an inclusive culture. We seek to align our organization with the behaviors it will take to deliver on our strategy. These same behaviors will help us advance our culture—one that prioritizes trust, open communication, appreciation of differences, and continuous learning.
As we have continued to prioritize DEI, we have focused on diversifying our workforce, with a particular emphasis on increasing gender representation, and we are encouraged by areas of progress made in 2020. We experienced stronger hiring rates for women, moving from 22% in 2019 to 27% in 2020, contributing to our overall increase of employees who identify as female from 17% in 2019 to 18% in 2020. We understand that continued progress will require an ongoing commitment from our organization.
在2020年，我们的领导力发展计划由60％的妇女组成，其中包括培养计划，该计划促进了高潜力女性领导者的发展。
此外，在2020年，我们通过使用新的招聘工具Rolemapper授权领导者将DEI嵌入招聘过程中。它是一个框架，旨在开发多样化和包容性的空缺帖子，吸引最广泛的合格和多样化的人才库。
As we look ahead, we remain committed to continuing to strengthen our focus on DEI. Inclusiveness is a learned behavior. We have seen a growing recognition within Baker Hughes that the more inclusive we are, the better the environment for everyone. Our programs seek to engage and equip leaders so they can own, demonstrate, and prioritize diversity, equity, and inclusion in the way they work and lead their teams. We will monitor progress—both qualitatively and quantitatively—to further drive and foster a culture of inclusion.
Specific to the United States, Equal Employment Opportunity (EEO) data shows continued opportunities for improvement. In the US, 36% of Baker Hughes employees identify as a member of a minority group, which has remained consistent with prior years.
我们的人民是贝克休斯的心和我们的年代trategic advantage. One of the ways we organize the talents and interests of our people is through our Employee Resource Groups (ERGs). Our eight ERGs offer community, celebrate different perspectives, and give a voice to groups that might otherwise be unheard.
Our ERGs are communities that come together around shared characteristics, interests, or experiences. The ERGs have the potential to be true catalysts for change and inclusion at Baker Hughes, and we encourage all employees to participate either as members or allies.
我们在2019年重新启动了ERG，并且参与的稳定增长。我们的ERGS举办活动，有5,789名员工参加年底，促进指导，并提升围绕意识和关键问题的对话。
For example, our African American Forum (AAF) was a critical partner in supporting our Black community and employees during 2020’s focus on social justice. CEO Lorenzo Simonelli spoke to employees in conversations and showed his support and the company’s work to further social justice both internally and externally.
During a week-long celebration of International Day of Persons with Disabilities in December, the Enabled ERG held events across the company to educate and share experiences with employees.
为了支持我们生活和工作的社区，Uwem Ukpong，区域，联盟和企业销售副总裁兼AAF的执行赞助商加入了大休斯顿合伙企业的种族股权委员会。Houston, home to the Baker Hughes’s headquarters, is recognized as one of the most diverse cities in America, and the Greater Houston Partnership’s Racial Equity Committee serves as a framework for how companies can commit to increasing and implementing their diversity, equity, and inclusion efforts.
In our Women’s Network ERG, we saw over 85% growth over the prior year. In 2020, 94 women graduated CULTIVATE, a development program designed to accelerate the career development of female talent. An additional 101 women joined the next CULTIVATE class and are scheduled to graduate in 2021.
我们的员工资源组
