Strengthening inclusion across the Middle East
In FY2024, the Middle East team advanced its DEI journey through bold leadership development, cross-entity collaboration, and open dialogue.
In Saudi Arabia, a region-wide DEI training programme achieved a 95% participation rate, equipping leaders and employees with the tools to embed inclusive governance and strengthen accountability. Skip-level sessions were introduced, enabling senior leaders to connect directly with employees. These sessions fostered transparency and trust, with 90% of participants reporting improved communication and engagement. Several employee-led suggestions were implemented, leading to tangible workplace improvements.
To celebrate cultural identity and belonging, the team organised a Saudi National Day celebration, featuring traditional displays, speeches, and activities. The event fostered pride and unity while modelling inclusive communication and cultural appreciation across the region.
Meanwhile, our HR Team in Dubai partnered with the DEI Committee to launch InnovateMe Hub, a joint Employee Resource Group (ERG) dedicated to promoting diversity, empowering underrepresented groups, and encouraging innovation through campaigns, networking, and awareness-building.
Everyday equity in Spain
In Spain, Nissan Motor España S.A.U. (NMESA) launched its first Inclusive Language Manual, a practical guide designed to promote respectful and equitable communication across teams. The manual highlights the importance of inclusive language and serves as a catalyst for embedding inclusive thinking into daily culture. This was complemented by a thought-provoking leadership debate featuring senior voices from inside and outside Nissan, including Isabel Iturbe, President of the Association of Businesswomen and Executives of Bizkaia, CEO of Bilbao Basket Club. Isabel is a prominent advocate for inclusive leadership.
Listening and leading in Egypt
In FY2024, NMEG deepened employee engagement around DEI through meaningful dialogue and collaborative action. Focus groups were held across departments to conduct a full SWOT analysis. This gave employees the opportunity to share their perspectives and help shape future DEI planning. These sessions built a stronger understanding of NMEG’s current position and areas for growth.
In parallel, the team hosted interactive, people-focused town halls every two months. The December edition spotlighted DEI, using team-building games and real-time collaboration to explore key priorities in a dynamic, accessible way.
A new era of inclusive manufacturing
To diversify its production workforce, Nissan India launched a pilot programme to bring more women onto the manufacturing shopfloor. In December 2024, 21 women apprentices were hired and deployed to the Trim & Chassis shop, marking a significant shift in representation. Notably, these women are now working across all three shifts, breaking from the previous norm of daytime-only roles. The initiative aims to scale up to 300 women apprentices by the end of 2025, setting a powerful precedent for future gender inclusion in manufacturing.