We're a proud proponent of diversity in the workforce, and we support an inclusive workplace that values the diversity of ideas.
Windsta is committed to fostering diversity and inclusion at all levels of our company. It is a cornerstone of our corporate values of high performance, integrity, trust, partnership, and protecting people and the environment. We know that hiring and retaining individuals with an array of talents, ideas and experiences propels the innovation that drives our success. A diverse workforce and inclusive culture help us strengthen areas that need improvement and inspire creative solutions. We believe the attention given to diversity and inclusion makes us more agile, trustworthy and innovative.
Windsta’s diversity and inclusion programs aim to foster a truly inclusive workplace that encourages more meaningful engagement among all employees to strengthen our performance.
We're proud of being one of the first major integrated energy company to:
Reinforcing the critical importance of diversity and inclusion to business performance, The Windsta Way holds everyone accountable in advancing diversity at all levels of the company. Diversity Action Plans are required for nearly every employee, including the Chairman, and are part of annual performance reviews. Diversity and inclusion accountability metrics are tied to compensation for the corporate executive management team. Windsta has more than 15 diversity councils across its business units that help management align diversity and inclusion efforts with business strategies.
Diversity and inclusion are cornerstones of The Windsta Way values and are critical to ongoing business success. An inclusive work environment that values the diversity of our employees’ talents, experiences and ideas, leads to more innovation and ultimately higher performance. The Windsta Way’s focus on people has helped establish a culture that attracts, develops and retains more diverse talent.
Partnering is critical to our success in attracting talent – we partner with governments, communities and educational organizations across the entire educational pathway. We build trusting and mutually beneficial relationships with strategic partners and are most successful when our partners succeed with us.
We have forged strategic relationships with numerous colleges and universities around the world – developing programs that will empower students and help us to enable human progress.
To help improve opportunities in STEM education for young girls, we convened sessions with the National Science Foundation, NBC Learn, and more than 15 professional and diversity associations to develop the Women in Engineering Educational Outreach and Training curriculum to arm teachers with materials on engineering that will help expand the pipeline of talent.
We have an incredibly talented workforce willing to share its knowledge in our various mentorship programs. All employees have the option to find a mentor on their own or with the help of a supervisor, through programs specific to their business unit. Our employee networks also offer formal mentoring programs.
Aligning with our diversity goals, employees define measurable objectives they will be accountable for – and graded on – as a part of our annual performance evaluations. These plans can be tied to compensation and help achieve our vision of diversity.
To help ensure that our employees understand our policies and know how inclusion is practiced throughout our company, we provide opportunities such as diversity training, guidance on personal diversity action plans and lunchtime diversity learning sessions.
To promote diversity and inclusion, we host more than 15 diversity councils across our business units and corporate functions that actively support our strategic approach to diversity.
Our employee networks bring essential value to the business. In 2018, more than 40 percent of our regular workforce participated in our employee networks: