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.

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.
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.