Women in leadership commitment
A guiding principle to influence our gender parity is to ensure we hire ‘the right person for the right role’, so with support from executive leadership, we have set an aspiration to increase the representation of women in executive positions across AMIEO to 35% by 2030. Throughout FY2023, we supported this progress through a series of initiatives, including unconscious bias training for hiring managers, ensuring our interview panels are diverse and reassessing our graduate hiring and local talent development programmes. To measure this long-term goal, we’ve developed a dashboard to measure on progress year-on-year.
Reporting our progress
In FY2022, Nissan AMIEO took its first major steps towards placing DEI at the centre of our thinking by establishing a dedicated DEI Council at a regional and local level, and by publicly communicating our commitments and values through our DEI Manifesto. Crucially, we also published our inaugural annual DEI report, which provides an accurate and transparent evaluation of where we are on our DEI journey and where we want to go in future.
The report is all about tracking and sharing who we are as a business, what we have achieved so far and, most importantly, what actions we will take in future. We know there is still a lot of work to do but having the structures in place to rigorously and transparently measure ourselves against our DEI goals is a very important and positive step.
To keep us accountable for our progress, the report will be updated and communicated every year, allowing our people, customers and partners to hold our actions to account and provide us with an ongoing roadmap for change.