There is no “one-size fits all” solution

#EmbraceEquity #IWD2023

On this International Women’s Day Audi Brussels joins the call to #EmbraceEquity. We asked Annick Hernot and Sabine Martin, two of our senior managers what this means to them and how they see this at Audi.

Why is it important to #EmbraceEquity?

Sabine: My core values of appreciation, integrity and inclusion are embodied in equity. Throughout my career at Audi, I have always been encouraged by those around me. I can honestly say, for me personally, that working in a male-dominated environment never left me feeling disadvantaged. I believe that my career has been adapted to me and I could shape it as I wanted. There are so many opportunities in our company which are open to all. Of course every single individual, independent of their protected characteristics, will have different needs, ambitions, and expectations. From my experience, Audi understands that well. I had the most wonderful opportunity to take a social-ecological sabbatical working with disabled people. My management colleagues recognised that I needed this motivation and supported me in it. I have also lived in five different countries and occupied various functions, working my way up into a senior management role.

Annick: #EmbraceEquity is important because each of us is unique and we are all in different situations. Striving for equality for all people, regardless of gender, race, sexual orientation is a very important aspiration, but does not take into account the uniqueness of each human being or the different situations in which each of us may find ourselves. #EmbraceEquity does take this into account. An example can clarify this: in application of "everyone equal before the law", a manager could organize a meeting for their team at 6 p.m. However, if there are some young parents in the team, a meeting at 6 p.m. is not suitable for everyone and, in order to give everyone the opportunity to participate in the meeting, it must be organized at another time during the day.

How do these equitable processes look at Audi?

Annick: Inclusivity, diversity, equity, these are values to which Audi Brussels attaches great importance. These values are described in various guidelines and processes, being actively addressed and questioned and improvement actions are defined where necessary. In addition, there are various contact partners in case of problems. This does not mean that everything is perfect, but it is important that these themes receive the necessary attention. Therefore observing these values in daily life and work becomes more and more evident. Once this point is reached, we no longer need processes – this is what we should strive for.

Sabine: I won’t compromise on #EmbraceEquity. Before I agree to work anywhere, I check where the women are, what positions they are in and if they are paid correctly. If I see potential for improvement, I actively drive this discussion to bring about that change. I won’t accept it differently. I consciously keep my eyes open to see that those from underrepresented groups are receiving equitable treatment.

Since the Covid-19 pandemic new work is rapidly taking shape in the form of inventive office spaces, improved telework arrangements and digital production solutions. Has this made the workplace more equitable?

Annick: Covid has accelerated the evolution towards working differently. Where many employers before Covid were still hesitant to give employees more freedom to organise their work, many of these employers have seen during Covid that things can also be done differently. I am convinced that this evolution is very positive for #EmbraceEquity. In this way, employees, who, in addition to their professional life, also have many challenges in their private lives, can better combine the two and focus on what is really important. As a mother of three, now big children, I have too often had too much unnecessary stress about organisational issues – do the children get to school on time, now that I have to be at work at 7 am for a meeting? What if they are sick tomorrow morning and I don't have childcare arrangements? We can better use this energy for the content of our tasks, making it a win-win situation for both employee and employer.

Sabine: This is a complicated question to answer. Again it depends on the individual’s needs. As a manager it really has no importance for me where the staff are working. If teleworking can help somebody to find a better balance between their business and social lives, it will ultimately improve their psychological safety and productivity. In our department we are currently piloting a new office space where a flex-desk principal is applied. We have completely transformed our office with small meeting areas, dynamic multi-purpose spaces and sound proofing. We are slowly getting used to it, rolling out a booking system and holding workshops to collate lessons learned.

Do these innovative projects help us to #EmbraceEquity?

Sabine: I sincerely hope so. We still have some technical hurdles to overcome, namely if everyone has two screens at their desk and if the office chairs are appropriate for everyone that will use the space. This extends far beyond gender equity. Creating an inclusive workplace requires us to take everyone on our journey. We have to adapt our structures, processes, language and work environment to make this happen.

Annick: Such innovative projects will certainly help with the theme #EmbraceEquity. They leave more freedom to the employee to organise their work optimally and this automatically leads to working conditions that are adapted to the situation of the employees. The evolution towards the new way of working has started and can no longer be stopped. Of course, we will also encounter resistance in the implementation of such projects. That makes sense with change, but for more and more employees these other forms of work are taken as a given and this is unstoppable.

On the other hand, we are of course in a factory environment and not all innovative projects can be applied in the same way to everyone. Building cars still requires a certain presence in the factory. It is also important for our production employees to think about innovative projects that can improve the organisation of work. #EmbraceEquity – embrace the differences and come to a win-win situation.

How do you see your management role here?

Sabine: Treat every person as they want to be treated. It’s simple. I see myself as a role model, but it goes further than that. I proactively support networking as it helps us consider new perspectives and build bridges. There is no “one-size fits all” solution. Nobody should be forced to change who they are to feel a sense of belonging at Audi. Being a competent inclusive leader is about looking at the person standing in front of you, seeing their strengths and encouraging them to develop to achieve personal and company objectives. I always remind myself: not everyone is like me. How can I best encourage this person so they can #EmbraceEquity like I could?

Annick: Ensuring inclusivity and diversity, as well as equity is a fundamental part of good management. It is indisputably part of the manager's core task to set up an organisation in which all employees feel good and valued and in which everyone is given opportunities to develop. It is important that the manager sets a good example and visibly leaves room within their team to actively address these values and to enter into dialogue in case of problems.