Leeds Manufacturing Festival’s Post

Diversity and inclusion in manufacturing are crucial. A diverse workforce with varied experiences brings the right skills to drive innovation and success.

With a forecast of over two million vacant manufacturing positions over the next decade and the ratio of women to men in the manufacturing industry 30/70 % respectively, manufacturers can help close the employment gap through concerted efforts to hire, retain, and promote women in the industry. At the center of this transformation is male allyship – a commitment of the men who make up a majority of the industry to understand, advocate for and empower women. Industry Today Media | Jennifer Shanley | Jeff White | #Manufacturing | #WomenInManufacturing

Celebrating Progress & Addressing Challenges: Gender Parity in Supply Chain & Procurement 🌍 Although International Women's Day has passed, we wanted to continue to illuminate the journey towards gender parity within the supply chain and procurement industry. A recent article by Logistics Manager Magazine, featuring insights from Melaye Ras-Work and Libby Keen of Efficio, dives deep into the ongoing challenges and strides made towards an inclusive workplace. 🔍 Key Insights: •Challenges in Recruitment: The perception of procurement as a less female-friendly field poses significant barriers to attracting women to the industry. A conscious effort towards a balanced recruitment process is crucial from the get-go. •The Power of Language: The language used in job adverts plays a pivotal role in either attracting or deterring female candidates. A focus on inclusive language can dramatically change the gender dynamics right from the recruitment stage. •Diverse Educational Backgrounds: Moving beyond the traditional bias for STEM backgrounds, acknowledging the value of varied educational pathways can enrich the industry with diverse problem-solving skills and perspectives. •Evolving Leadership Styles: The shift towards collaborative and empowering leadership styles, such as 'servant leadership,' highlights the importance of nurturing and recognising talent across all levels, ensuring equal opportunities for women to ascend to leadership roles. As we observe the work ahead, it's clear that fostering gender diversity within procurement and supply chains isn't just about overcoming biases but building a more robust, more versatile industry. Businesses are called to reflect on their practices, from recruitment to leadership, ensuring they pave the way for women to not only enter but thrive in this field. Read the full article below to better understand the steps needed to drive gender parity in supply chain and procurement. #supplychain #genderparity #genderdiversity #logistics #wholesale

We are on the final strech of Women's History Month and today's highlight is Gabriela Trevino, Director of Human Resources for Piston Interiors, a Piston Group company. "What do you do for Piston? I serve as the Director of Human Resources for Piston Interiors, overseeing operations in the United States and Mexico. Why is what you do important to Piston? As a member of the executive team, my role as Director of Human Resources is central to our operations. I oversee corporate-level HR functions, ensuring our strategies are aligned with company objectives to nurture a positive, inclusive work environment. This commitment fosters organizational excellence and sustainability, driving growth, boosting engagement, and ensuring regulatory compliance in both Mexico and the United States. In essence, these efforts solidify Piston Interiors' and Jaropamex's standing as industry leaders and employers of choice. Why do you love working for Piston? There are several reasons why I love working at Piston, however, Piston's commitment to employee development stands out. Our supportive culture within the company nurtures personal and professional growth- an opportunity I've benefited from firsthand. Having the opportunity to collaborate with outstanding leaders has continued to enrich my professional journey and provide invaluable mentorship through the years. Moreover, our work's meaningful impact on customers and communities instills a deep sense of purpose and fulfillment. How do you help elevate women at Piston and in our industry? I actively collaborate on strategies and initiatives to promote gender equality, inclusivity, and empowerment. This includes advocating for tailored mentorship and sponsorship programs. Empowering women involves establishing leadership development programs and actively celebrating and recognizing their achievements, thereby setting a precedent for their advancement and success." "Women who advocate for equity, diversity, and inclusion" Vicki Richardson, P.A.C.E., Ericka Stephens, Sharon Johnson, Rosana Moura Garbacik, Donna Perkins, Tanya C. Sakhleh, Latasha Smith, Cintia Stoehr, SPHRi™, Sherri Manuel, Aisha Mercado, Gabriela Treviño, Danielle Momany, M.S., Maria Leon-Johnson, Yulanda Trout, Tyler Moorman, Robert Fisher. #SheLeads #WomenOfOurCompany #PistonGroup #PistonAutomotive #PistonInteriors #DetroitThermalSystems #ALava

We absolutely have to do better. There is research that says diversity on leadership teams leads to growth, innovation and more satisfied employees. The problem is that in order to get there men have to be willing to change, to cede some power, to listen to alternative viewpoints and have the courage to be self-reflective. From my personal perspective, the glass ceiling is still well intact and yet… -A BCG study found that companies with diverse management teams reported innovation revenue 19 percentage points higher than those with less diverse teams (45% vs 26% of total revenue). -Research from Korn Ferry revealed that diverse-by-design teams make better decisions 87% of the time and are 70% more likely to capture new markets. -McKinsey reported that leadership diversity is associated with holistic growth ambitions, greater social impact, and more satisfied workforces. The fact that we are still here and even sliding backwards is enraging. #Diversity #Leadership #Innovation #Growth

Happy International Women in Engineering Day to everyone! I feel very proud to work in a business where I can directly influence diversity in engineering firms workforce, and in my 8-9 years of recruitment life I can safely say that I have seen a positive change in gender diversity across the Renewable Energy and Infrastructure industries. However, with only 13-14% of the global engineering force being female, we are not quite there yet! With more females taking leadership positions, it will encourage more female engineers to join and stay in the industry, and even more females to choose to study STEM subjects in the first place, so let's keep promoting this together! With diversity comes new perspectives which can yield better results 💪 #womeninengineering #genderdiversity

At Cletech Recruitment, we're on a mission not just to hire diverse talent, but to foster an inclusive environment where every individual feels valued, respected, and empowered to thrive. This International Women's Month, we're highlighting the importance of understanding the difference between diversity and inclusion. "Diversity is the mix, inclusion is making the mix work." This statement rings true in our approach to building teams that reflect a variety of backgrounds, perspectives, and experiences. We recognize that diversity alone is not enough; true inclusion requires actively creating spaces where everyone feels not just present, but truly heard and appreciated. As we celebrate the achievements of women around the globe, let's also commit to creating workplaces where they can excel and lead without barriers. Let's embrace the unique strengths and contributions of every team member, regardless of gender, race, or background. Together, let's build a workplace where everyone has the opportunity to thrive and succeed. #internationalwomensmonth #inspireinclusion #diversityandinclusion #peopleareourbusiness 

Our Gender Board recently convened with our head management team to foster valuable discussions on diversity and inclusion, alongside vital topics such as HR, recruiting, and HELIOVIS's external impact. At HELIOVIS, we're dedicated to promoting equal opportunities, and we're thrilled to introduce you to the brilliant minds driving this initiative:   🔹 Tina Voß: A visionary entrepreneur from Germany's recruitment sector, Tina Voß brings a wealth of experience and innovative ideas to the table. Her insights into improving gender balance stem from years of pioneering work in personnel management.   🔹 Susanne Delle Karth: With a background in strategic communications and public relations, Susanne Delle Karth offers invaluable expertise in fostering inclusive environments. Her journey from the Austrian Art Service to leading communications consultancies underscores her commitment to driving positive change.   🔹 Christoph Humberg: Drawing from over two decades in human resources within high-tech corporations, Christoph Humberg is a champion of diversity and inclusion. As the Head of HR at MTU Maintenance, he's been instrumental in shaping a culture of diversity, particularly in supporting women in technical fields.   For HELIOVIS, setting up a gender board is not just a question of social responsibility, but a strategic imperative for building a resilient and successful company in the long term. Studies have repeatedly shown that heterogeneous teams perform better than homogeneous teams in terms of both creativity and business performance.   With the support of our Gender Board, we're striving to attract more female and diverse talents to our company while enhancing our inclusivity efforts. #HELIOVIS #Diversity #Inclusion #GenderBoard 💼

Redefining Leadership: Women at Helm of Southeast Asia's Workforce Revolution In a conversation with the #GlobalWomanLeader Magazine, Kimberlyn Lu, CEO - Southeast Asia, Robert Walters talks about the importance of gender diversity in leadership, discussing key strategies for making recruitment gender-neutral. Discover More: https://bit.ly/3XVjqt0 #genderdiversity #workenvironment #mentoringandsponsorship #WorkforceRevolution

The workplace should be a meritocracy, but bias against women persists. Organizations may value women for certain skills but undervalue their unique challenges. This unconscious bias hinders talented individuals. To move forward, we need to focus on skills and qualifications in hiring, educate staff on unconscious bias, and create open communication channels. By promoting inclusion, organizations can unlock everyone's potential