Accountability & Governance in Action
Gen Z takes centre stage
In France, the team at Nissan Automotive Europe (NAE) launched a Defy Ordinary masterclass series to better understand and engage with Gen Z voices in the workforce. Hosted by Coralie Musy, Vice President Brand and Customer Experience, Nissan AMIEO, and a series of Gen Z panellists, the two sessions put young employees at the heart of conversations about AI, flexible working, career growth and intergenerational collaboration. More than 85% of the 240+ attendees rated the sessions as insightful. The series also inspired the creation of a Gen Z ERG to keep the dialogue going and further embed inclusion into our everyday culture.
Belonging through networks
In the UK, the team put a fresh spin on the concept of networking with the launch of two new initiatives. First, its Disability Network helps raise awareness, challenge stigmas and foster a more inclusive environment for colleagues of all abilities. Meanwhile, the Sunderland Women’s Network, launched in March 2024 as part of International Women’s Day celebrations, creates a supportive space for women across the business, fostering connection, visibility and dialogue around gender equity.
Listening to learn
In Spain, Nissan Motor España S.A.U. (NMESA) conducted its first-ever DEI survey to better understand employee perspectives and inform future actions. With a 58% participation rate, the survey revealed moderate satisfaction with diversity, giving us a clear platform from which to improve. The results were shared in a company-wide session, creating a valuable moment to listen, reflect and refine NMESA’s local DEI approach based on direct employee feedback.
Embedding inclusion
Our Total Customer Satisfaction (TCS) function has continued to lead the way in creating a more inclusive and accountable DEI culture. ‘Our TCS’ strategy is rooted in feedback from the AMIEO Global Employee Survey and focuses on five key areas: Wellbeing; Inclusivity; Empowerment; Working Environment; and Trust & Efficiency. Meanwhile, the TCS Culture Committee captures real-time employee insights to identify local improvement opportunities across AMIEO. These insights are then used to inform clear action plans that strengthen leadership behaviours, boost enablement structures and promote inclusive workplace practices.
