Diversity. Diversity as Strength - Diversity/Gender-Diversity-Wiki

Diversity.
Diversity as Strength
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Preface: Ulrich Schumacher, Dieter Hinkelmann
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Diversity Means Variety, and Variety Requires Individuality
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Success Requires Planning – Diversity Council Ford Germany
Diversity and Employee Groups
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Naturally Different – Ford GLOBE – Gay Lesbian Or Bisexual Employees
Car Manufacturing – Men’s Work? – Ford WEP and FiT – Women’s Engineering Panel
and FiT (“Frauen in Technischen Berufen” – “Women in Technical Trades”)
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Diversity “at ITs best” – IT WiL – Women in Leadership
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Turkish-Cologne Cooperation
Recruitment and Human Resource Development
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How to Apply for Diversity?
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Driving Diversity – Not a Matter of Age
Worklife Balance
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More Room to Play
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Diversity without Limits – Chairman’s Leadership Award for Diversity 2001
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Diversity and Social Responsibility –
Promoting Diversity Strengthens the Community
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Preface
Diversity Means Strength
Variety represents one of the strengths of our Company in which employees from 57 countries work together. For this
reason, Diversity has been a milestone of Ford’s worldwide corporate culture for years. In addition to other elements,
it essentially involves respect and appreciation for every employee, regardless of nationality, religion, sexual orientation
or the social group to which he or she belongs.
Diversity is neither a program nor just another initiative. Instead, the term stands for a comprehensive approach in
understanding the differences between employees as an opportunity not only for the employees themselves, but also for
the Company as a whole. The visible expression of this is the many activities in which a large number of Ford employees
actively take part and the ongoing development of new ideas which, in the long run, will bring about a cultural transformation in line with the meaning of Diversity. One of the most important milestones on the way to this cultural change is
the works’ agreement on “Dignity at Work” which was concluded in February 2002. Over time, the underlying principles
of this agreement will become a matter of course and form the basis for any further steps. The Company benefits from
encouraging employees to practise fair conduct and supports them in their effort to do so. Ford is becoming an
“Employer of Choice” for both employees and potential applicants; an employer for whom one gladly works or would
like to work for in the future.
Ulrich Schumacher
Management Board, Human Resources, Ford-Werke AG, Cologne
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Diversity in the sense of appreciation of different talents, attitudes towards life, religions, sexual orientation and origin
has always been one of the core values behind the efforts of the works council. Therefore we welcome the fact that Ford
specifies these principles as a component of its business philosophy throughout the world. Our traditional – and even
legally stipulated – commitment to these goals is thus complimented by Ford’s support. Naturally, we are glad to take
advantage of the possibilities offered to us by these defined corporate principles. The introduction of telecommuting,
daycare for the children of Ford employees as part of our kindergarten “Ford Pänz” and the works’ agreement on “Dignity at Work” are part of the initiatives, which we in cooperation with management, have been able to implement in this
area. Telecommuting colleagues are given the opportunity to coordinate and plan their personal life and work in such
a way that advantages are obtained for both. The possibility of having child care at short notice when there is a problem
is also an important offer, particularly for single parents. The works’ agreement on “Dignity at work” is a fundamental
help when it comes to being fair to each other and showing mutual respect. Any offences committed by a stubborn few
can now clearly be punished.
We wish further success to those who commit themselves to the implementation of the concept of Diversity and, for
our part, we will take every opportunity to introduce and implement positive changes within the meaning of Diversity.
Dieter Hinkelmann
Chairman, Central Works Council, Ford-Werke AG, Cologne
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Diversity Means Variety,
and Variety Needs Individuality
Everyone is Unique
With this in mind, Ford supports its employees in their individual capabilities and respects their personal qualities and
special traits as important values for the Company as a whole. Acknowledging the differences of people with whom
we live and work is not something that can be dictated from the top. Diversity does not mean the mere acceptance of
guidelines. Diversity demands inner conviction and dedication. Only then it is possible to promote an environment that
is characterised by tolerance and mutual respect; one in which everyone is educated and is able to show exceptional
performance. Our aim is for each and everyone of us to acknowledge Diversity; for him- or herself, for the Company
and for the society in which we live and work.
Ahmet Cınar, Coordinator for Training Programs in the
Dagmar Vorholt, Graduate Pedagogue and member of
area of Electrical Engineering/Plant Technology and
the FiT team:
Lecturer at Rheinische Fachhochschule Köln (University
We work for the project FiT – “Women in Technical
of Applied Sciences Cologne):
Trades” as part of the Diversity concept and with the aim
When you are treated with respect and tolerance, you are
of getting more young women interested in technical
willing to develop an understanding for other forms of
trades or engineering studies. After all, who is better
life and work. I believe this is one of the essential reasons
equipped to meet the requirements that women place in
why we are such a successful team here at Ford.
automobiles than women themselves?
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Berit Blümel, Manager Cost Analysis in the
Hanne Dinkel, Shift Supervisor at Cologne Niehl
Purchasing/Controlling department:
Manufacturing Plant and member of GLOBE:
I share this job with a woman in England. Ford is
I think that Ford GLOBE as a network within the Com-
certainly a pioneer when it comes to the possibilities for
pany is indispensable because the Diversity concept
working part-time; especially if the goal is to achieve
is able to take on a concrete shape. Lesbian, gay or
better balance for everyone’s worklife. For me, this is
bisexual employees from every part of the Company find
how I experience Diversity at Ford.
people they can talk to as well as obtain support from
GLOBE and are therefore motivated to ensure Ford’s
business success.
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Summer 1996
1999
Establishment of the German
Start of the project
Diversity Council, which is
FiT (Women in Technical
coordinated by six chairpersons
Trades), initiated with
the City and schools of
Cologne
1995
1996
Founding of the women’s
Ford GLOBE (Gay Lesbian Or Bisexual
engineering network,
Employees) is founded as a network in
the “Women’s Engineering
Germany
Panel” (WEP)
Success Requires Planning –
Diversity Council Ford of Germany
In 1996 the members of the newly founded German
Diversity Council met for the first time under the chairmanship of Hans Peter Becker, Management Board,
Human Resources, Ford-Werke AG until December 31,
2001. In order to create structures, working groups were
established which dealt with different questions on the
subject of Diversity. For example, what is the meaning of
Diversity? What, at all, do we want to achieve with it? At
that time, the majority of German Companies did not know
what the term was all about. But the case was completely
different at Ford-Werke AG. The concept of Diversity was
consistently developed and today it represents a firm component of corporate culture. Thus, for example, working
groups of national and functional Diversity Councils at
Ford work toward improving the compatibility of family life
and work life or they support the interests of non-German
descent, gay or bisexual or disabled employees or mount
campaigns to increase the number of women in management and in technical trades.
The Business Case for Diversity
“When I came to Ford in 1991, the number of women
employed here formed a clear minority. Although, then as
now, half of our potential customers were women. Today
we rely on ‘multifarious’ teams in which women and men
reflect the variety and the requirements of our customers.
Just like the changes in the job market, the various quality
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April 2001
February 2002
Ford receives the “Max Spohr
Wilma Borghoff and Ulrich Schumacher
Award” for exemplary Diver-
with the works’ agreement on “Dignity
sity management from the
at Work”
“Völklinger Kreis – Bundesverband Gay Manager”
February 2001
October 2001
Opening of “Ford Pänz”, the Company
Ford celebrates “40 Years
kindergarten that provides emergency
of Migration from Turkey
daycare
to Germany” at the
Cologne Philharmonic
Concert Hall
requirements of our customers are strong arguments for
our culture of Diversity”, is how Ford of Germany’s
Diversity Manager explains the business case for Diversity.
As a graduate physicist, she began her work as Diversity
Manager in January 2001. In this function she advanced
the implementation of Diversity at Ford. The idea of
Diversity has meanwhile been accepted by virtually all
employees as part of Ford’s corporate culture; however,
it is important to raise this topic in the consciousness of
employees again and again. Therefore, individual Diversity
measures must be professionally planned and managed.
Best Practices
The success of these consistent efforts to establish and
promote Diversity at Ford is also attributable to the
commitment of individual Employee Resource Groups
which have adopted a variety of Diversity issues. The
respective activities are agreed on and coordinated in regular meetings with the representatives of these groups.
Approximately 35 employees from all corporate levels
and departments are part of the Council chaired by the
German Diversity Manager. A lot has been achieved since
the Diversity Council was established in 1996; in particular
Diversity awareness training for employees, the opening
of “Ford Pänz”, the Company kindergarten that provides
emergency daycare, the activities surrounding “40 Years
of Migration from Turkey to Germany” and, in particular,
the works’ agreement on “Dignity at Work” which came
into effect in February 2002.
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Diversity and Employee Groups
Naturally Different – Ford GLOBE
Ford GLOBE members with a Ford pick-up Ka used at the Cologne Christopher Street Day – CSD – (Gay Parade) and founder Roland Kayser
(third from the left).
“We are proud to work in a city with so much Diversity, tolerance and fun.” Such is the text of an advert from Ford for
the Christopher Street Day which is celebrated each year by gays and lesbians in Germany, and particularly in Cologne.
The motto of CSD 2002 matches perfectly: “Cologne Celebrates Diversity” – and so does Ford. The Company aims
at expressing both its acceptance and respect for gay or bisexual customers and employees. After all, being open about
one’s sexual orientation in the world of work is still not an easy task. People still fear being the subject of derogatory
remarks or even loss of their jobs.
“TUXI”, a Ford Galaxy which was used
during the Cologne Carnival, is revealed by
Jürgen Becker (bottom left), Chairman
of the 2002 initiative “TUXI – Drive Against
AIDS”.
The GLOBE Idea
where they are in their own environment and thus we
At Ford things are different. The sexual orientation of
regard different sexual identities as reflecting the Diversity
each employee is not only tolerated, but is also supported.
of our customers.” GLOBE is an integral part of the culture
As the first large-scale Company in Germany to do so,
of Diversity and offers support for many lesbian, gay or
Ford supports an in-house group for Gay, Lesbian or Bisex-
bisexual Ford employees. Because, even today, there are
ual Employees (GLOBE): After several international busi-
occasional instances of inappropriate comments or pre-
ness trips Roland Kayser, founder of GLOBE in Germany,
judiced behavior. But no one has to conceal their sexual
returned to Cologne from London in 1997 with the GLOBE
orientation here.
idea. “In 1996, I learnt about GLOBE in England. As there
was a GLOBE organization already in existence at Ford
Ford Receives Max Spohr Award 2001
in the US, I brought a group together based on this model,
In 2001 Ford-Werke AG was honored with the Max Spohr
first in England and then in Germany. Over time, a
Award for outstanding Diversity management. The award
change in awareness can be perceived here as well: Ford
was given for the first time by the “Völklinger Kreis – Bun-
sponsored the 2001 Annual Meeting of the Federation of
desverband Gay Manager”) (“Völklinger Circle – Federal
Lesbian and Gay Journalists (Bund Lesbisch-Schwuler
Association of Gay Managers”). The selection by the jurors
JournalistInnen e.V. – BLSJ). This is not only a clear signal
honors Companies, which not only protect fringe groups
to the public, it also shows gay employees that we are
within their workforce through corporate policy, but, in
respected in the Company”, explains Kayser.
fact, promote such groups in an exemplary fashion. The
award is named after the heterosexual Leipzig publisher
“TUXI – Drive Against Aids”
Max Spohr (1850 – 1905), who published books about
Ford GLOBE has found its place at the Company. The
homosexuality in the year 1881 and was the first publisher
campaign “TUXI – Drive Against AIDS” is one example of
in Germany to do so.
the numerous projects of the year 2002. A Ford Galaxy
was used during the Cologne Carnival in the historic
center of Cologne to promote interest for the prevention
of AIDS for the campaign “TUXI – Drive Against Aids”.
Jürgen Stackmann, Marketing Director, Ford-Werke AG,
who is supporting the campaign already in its third year,
explains: “The fact that we at Ford place great value
on a broad and innovative range of products is a matter of
course. However, it is also important to reach people
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Diversity and Employee Groups
Car Manufacturing – Men’s Work? – Ford WEP and FiT
Cars “to see and hear” in the Acoustic Center at Ford in Cologne-Merkenich – these girls were captivated during their visit as part of the
“Schülerinnen-Info-Tage” (“Girls’ Information Days”), an initiative of the FiT-Team (Frauen in technischen Berufen – Women in Technical Trades).
Mere Provocation or fact? Although limited in scope, the latter part of the headline continues to be valid. Car manufacturing, like many other technical professions, is dominated by men. The fact that this has to be changed is clearly
expressed by Rolf Zimmermann, Ford-Werke AG Chairman until September 12, 2002: “Since there are far too few
women who study engineering, the number of female engineers at Ford is also too low. If we would like to have a workforce which really reflects society, then we have to increase the percentage of women engineers and involve more
women into the process of car manufacturing and product development.”
It is not surprising that the number of women who study engineering is approximately six percent. Research findings
on schools confirm that girls’ interests are often not taken into sufficient consideration when teaching natural sciences.
Thus, for example, girls often miss the opportunity to apply the acquired knowledge and thus choose not to take
courses in natural sciences.
The “FiT” Project
with other groups of Ford employees, the “Women’s
The “FiT” project (“Frauen in technischen Berufen” –
Networking Event” was organized in 1999. More than 140
“Women in Technical Trades”), which started in 1999
women from all over Germany accepted Ford’s invitation
together with the City of Cologne and the Cologne schools
to a discussion about cars.
establishes just such a link to practical application. The FiT
projects focuses on meetings and practical courses which
Henry Ford Scholarship and the “Try Ing” Program
are designed to arouse the interest of girls in technical
The commitment of these female engineers, however,
trades. Anyone who would like to complete training in this
does not stop at the plant gate. Three to four times a year,
area is provided with various career profiles in the training
Gabriela Hahn and the WEP team visit German universities
workshop and is thus able to gain insight into the manu-
to discuss their own experiences in the engineering pro-
facturing process. In trial application tests those interested
fession and to describe their working environment at Ford
receive information about how to apply, as well as infor-
to students enrolled in technical courses of studies. As
mation about Ford as an employer. The FiT project “Under-
part of the “Henry Ford Scholarship” three WEP women at
standing Physics” (“Physik zum Be-Greifen”) is particularly
RWTH Aachen act as mentors for those students that
designed to make it fun to learn natural sciences. During
receive scholarships in the field of mechanical engineer-
one to three day projects in the Ford Development Center
ing. The program, which was established by Rolf Zim-
upper grammar school pupils are able to put their theoreti-
mermann in summer 2000, also offers financial support to
cal knowledge into practice. The results are worth seeing,
students who have proven that Diversity has practical rele-
particularly in the area of internships for pupils: “Since
vance for their own lives. Moreover, in cooperation with
FiT started we have increased the percentage of girls who
the FiT team, WEP developed the “Try Ing” (trying engi-
passed a technical internship from seven to a total of
neering) program which always takes place in the last two
32 percent. This is unparalleled in the industry”, reports
weeks of summer holidays. Primarily girls – but also boys
Pia Wulf, Coordinator of the FiT project.
– beginning with the eleventh grade are able to participate
in one week of lectures at the Fachhochschule Köln (Uni-
“Women’s Engineering Panel” (WEP)
versity of Applied Sciences Cologne) and work on projects
The FiT project receives major support from the “Women’s
in the John Andrews Development Center at Ford. With
Engineering Panel” (WEP). This is a network of female
these exemplary measures for increasing the percentage
engineers at Ford which was formed in 1995, but which
of women in technical trades, the engineers organized
is also open for those interested in other fields – male
in WEP are important representatives of Ford’s Diversity
colleagues included. The aim of WEP is to increase the
culture.
percentage of women in engineering professions. The
core team, made up of 14 women, meets once a month
to discuss activities and to develop strategies. These
14 women are, in turn, supported by 40 to 50 female
employees. “We see ourselves as the people to contact
inside Ford and plan to establish a network throughout the
entire Ford corporation on a long-term basis”, says WEP
chairwoman Gabriela Hahn. WEP took a big step forward
on the way to such a network when, in close cooperation
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Diversity and Employee Groups
Diversity “at ITs best” – IT WiL – Women in Leadership
A “Lobby for Women in the IT Sector”; the women from IT WiL – “Women in Leadership” would, for good reason, not
agree with this abbreviated description of their work. “We want an optimal working environment for everyone in the
IT sector. The problems which have to be solved are frequently the same, independent of gender. Naturally we see some
things differently than our male colleagues; however, we aim at ensuring that the different concepts complement each
other in the best possible way”, is how chairwoman Gabriele Baermann describes the goals of IT WiL.
IT WiL in Germany
The group in Germany was formed – just like the English
group – in February 2000, only three months after the start
of the initiative in the US. Since then, a comprehensive
program of activities has been developed. The highlights
were the “Employee Excellence Summits”, providing all
day information meetings for employees in the IT industry
which take place in the UK, Germany and the US. The
meetings in the year 2001 concentrated on two objectives.
The meeting in March under the slogan “A Day for Me”
dealt with the development of soft skills such as employee
communications, satisfaction and motivation. At the
October 2001 meetings technical questions were
discussed.
Girls’ Day 2002
Further activities include the organization of guest
lectures and communication meetings. Also, the “Girls’
Day”, an initiative designed to introduce girls to a wider
variety of technical occupations, in cooperation with
the German Federal Ministry for Education and Research,
was organized in the IT sector by IT WiL together with
the male colleagues.
Gabriele Baermann “WiL”comes girls to the IT world at the 2002 “Girls’ Day”.
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Diversity and Employee Groups
Turkish-Cologne Cooperation
Turkish employees have been relied on for over 40 years at Ford in Cologne. In 1961 Ford was the first Company
in Germany to recruit Turkish workers very soon after the conclusion of the German-Turkish labor agreement. Within
a short period of time the Turks accounted for the largest group of employees of non-German descent. That is still
the case today, as they are now employees from 57 different nations working at Ford in Cologne.
Initiatives Since 1961
At that time, Ford developed many initiatives to make it
easier for employees to adjust to life in a completely different cultural sphere. As many Turkish employees – contrary
to initial expectations – came to regard Cologne as their
second home, these initiatives became permanent institutions which take Turkish customs, religion and even leisure
time behavior into consideration. The “Ford Freizeit Organisation” – FFO (“Ford Recreational Organization”), which
has published its program in Turkish since 1961, deserves
particular note in this regard.
Cooperation Between Cultures at Ford
Language courses for Turkish employees and books in
Turkish which can be borrowed from the FFO library also
contributed to advancing the communication and cooperation between the cultures. Over the course of time Turkish
employees became increasingly responsible themselves
for integration at Ford. In 1975 the first Turkish workers
were represented in the works council and in 1978, with
Salih Güldiken, the first Turk was appointed to the Supervisory Board, which he was a member of until his retirement in 1997. Since then this position has been held by
Mustafa Cözmez.
‚
In addition, the jobs carried out by
Turkish employees at the Company have also undergone
Left: The Turkish Resource Group, founded in March 2002,
is dedicated to expand the Turkish-Cologne cooperation.
Right: Salih Güldiken, the first Turk to serve on Ford’s Supervisory Board, with Dr. Lâle Akgün from the North RhineWestphalian Regional Center for Migration in Solingen.
change. Whilst the first Turkish employees were almost
exclusively employed in manufacturing, Turkish employees
are now found in every part of the Company.
Turkish Resource Group
A new self-confidence among Turks at Ford is also demonstrated by the establishment of their own Employee
Resource Group, the “Turkish Resource Group”. Its aim
is to address Turkish employees and customers in both
Germany and Turkey to make the Ford brand as the “Brand
of Choice” even more attractive. To put this goal into
practice the group can rely on on support from Bernhard
Mattes, Chairman of the Board and Head of Marketing and
Sales, Ford-Werke AG. He advises the group as a mentor
and so-called “team champion”. Like the other Employee
Resource Groups, this one is also part of the German Ford
Diversity Network: “A further aim of our work is to sensitise Turkish and German colleagues who are involved in
recruiting and Human Resources at Ford and to encourage
them to take diversity into consideration”, explains Ali
Gögercin, Product Development Engineer at Ford and a
member of the Turkish Employee Resource Group.
The Ambition behind the Turkish Resource Group
To continue positioning Ford as an “Employer of Choice”
among Turkish and German employees is an ambitious
goal. Another goal of the group is to be able to convince
themselves of the attractiveness of the Company. Regardless of their nationality or origin, non-Turkish employees
are welcome in the group at any time: Merhaba and
welcome!
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Recruitment and Human Resource Development
How to Apply for Diversity
Ford is commited to Diversity, particularly when both recruitment and development of personnel is concerned. A variety
of in-house and external programs are available to the Company’s more than 30,000 staff in Germany. As the second
largest car manufacturer in the world, Ford is in search of the right expertise and offers attractive job opportunities that
deal with every aspect of vehicle construction.
Diversity in Training
School graduates are trained in 14 different occupations
in Cologne and Saarlouis alone. In addition, a special
high school graduate program is offered. Since 1994 nearly 1,500 trainees have found their place in the working
world at Ford. It is also worth noting that the graduates of
Ford’s Company training come from 19 different countries, a large number of them of Turkish origin. “The greatest challenge of my role as an instructor is to integrate
the different cultural backgrounds of the various trainees
to form a team”, says Ahmet Cınar, Plant Coordinator
for Training Programs in the area of Electrical Engineering /
Plant Technology and Lecturer at Rheinische Fachhochschule Cologne (University of Applied Sciences Cologne).
As a German of Turkish descent, Cınar sees himself as a
role model for younger Turkish colleagues at the plant. He
says: “It does not depend on an instructor’s nationality.
However, it is crucial that managers are also able to see
things from the perspective of other cultures.”
Left: Joachim Stormanns, Manager, Human
Resources for Product Development.
Right: Ahmet Cınar, Instructor of Turkish
origin at Ford, with apprentices from Turkey,
Russia and Germany (from left to right).
Training and Promoting Diversity
off-the-job training and working abroad. Moreover, each
As early as 1986 Ford established a retraining program
graduate is provided with coaching by a mentor from
which enables university graduates who are registered as
the Ford senior management. The Ford College Graduate
being in search of employment to become industrial clerks
Program gives a broad overview of Ford’s two mostly
with the possibility of further training to become business
vehicle-related departments: Product development and
administrators. The biographies of many graduates of the
manufacturing.
program prove that an unconventional curriculum vitae or
previous unemployment is not detrimental to a career at
Looking ahead
Ford. On the contrary, a multifaceted educational, diverse
Apart from training and education programs, Ford is also
background often forms the base upon which to start a
commited to cooperating with international universities
career. Joachim Stormanns, today Manager, Human
in training and educating its employees. “Corporate Spon-
Resources for Product Development, is one of the 230
sored Degree Programs” provide the ideal supplement to
program participants that have been retrained so far. He
the Company’s diverse worldwide training offer. “We pay
points out: “What is unique about the program is that
great attention to the fact that our employees look beyond
practical training takes place directly in the Company’s
their own personal experiences and openly approach
different departments at Ford in Cologne.” “To be able to
people of different nationalities. This is also true when it
appreciate the variety of other people and cultures – an
comes to finding the right personnel”, remarks Andreas
ability to display empathy, which I acquired in my studies
Krüger, Recruitment Manager at Ford of Germany. In addi-
of literature, helps me today in my work as a Head of
tion to the required technical expertise, applicants should
Human Resources”, comments Brigitte Kasztan who now
also be able to demonstrate good social skills: “In a
works at the Ford Bank after having completed her
global Company this also includes, above all, sensitivity in
further training.
dealing with different cultures. That is our understanding
of Diversity, a corporate philosophy, which is also an
Ford College Graduate Program
integral part of the overall Ford mindset.”
The “Ford College Graduate Program” offers employment
for graduates who completed their studies of, e.g., engineering, at the Cologne location and who look for direct
job opportunities at Ford after completion of their studies.
During three to five rotation phases graduates are given
thorough insight into the various departments of the
Company. The two-year training period is supported by
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Recruitment and Human Resource Development
“Driving Diversity” – Not a Matter of Age
As a result of demographic developments in Germany, companies are finding themselves faced with an aging labor
market. The proportion of the working population younger than 30 years is already declining steadily. This calls for
forward-looking action in personnel-related matters, of the kind which Ford has been practising for years: consistently
promoting the employment of all age groups side by side. Together young starters and more experienced employees
contribute to the Diversity culture at Ford. “Driving Diversity” at Ford therefore is not a matter of age.
Learning From One Another, Convincing as an
The Advantage of Experience
Effective Team
Experienced older employees will also have acquired
The fact that it is entirely possible to pursue a career at
more well-founded, job-specific knowledge; they have
50 plus is illustrated by the example of Bob Gregory. The
a well-developed ability to make judgments, and they
53-year-old American has been working for Ford-Werke
have a sense of what is feasible. Bob Gregory, too, per-
AG since 1973. After completing his military service with
ceives these advantages. On the other hand, as an IT plan-
the US Army, he entered a training program for high
ner he also values the verve which his younger colleagues
school graduates at Ford of Germany. “I came to manage-
bring to the team. For him, the younger members add life
ment relatively late in life. Today I am Supervisor in IT and
to the team with the freshness of their ideas, although
e-Business Infrastructure.” Acceptance problems, as often
from time to time they need his experience to fall back on.
arise in the IT sector dominated by young people, are not
“Competence to us is not a question of age,” emphasizes
something he has experienced. Provided, as at Ford, a cli-
Andreas Krüger, Recruitment Manager at Ford of Germany.
mate is created in which the differences between employ-
“Our expectations and the support we give are the same
ees are given room to productively unfold, these teams
for young and old, and we certainly don’t leave out older
work far more efficiently than homogenous groups com-
employees when it comes to qualification and training pro-
posed solely of members with a similar professional or
grams. We take the concept of lifelong learning literally.”
educational background. Solutions based on the develop-
Bob Gregory as well enjoys learning. As far as his plans for
ment of diversely varied teams have proven to be particu-
the future are concerned: “Retirement – that’s something
larly effective, because together, these teams approach
I haven’t even thought about. My work at Ford is still a
problems from differing angles.
challenge. And I feel very comfortable in Cologne.” This is
no surprise since his daughter was a Carnival princess.
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Bob Gregory, Supervisor in
Ford’s IT department, has worked
for Ford-Werke AG since 1973.
Bob Gregory:
“I’ve seen and experienced a lot of things in the industry and with this experience I am able to assess opportunities
and risks much better today. However, the ability to practise the necessary composure even in difficult situations only
came with time.”
Worklife Balance
More Room to Play
Color puts additional Diversity into the Company kindergarten “Ford Pänz” that provides emergency daycare and was set up in February 2001.
Jonas runs around excitedly through the rooms of “Ford Pänz” in search of the pilot for the helicopter which he has
just finished building. Normally he would be at home in the care of the woman who looks after him. But since she was
prevented from doing so at short-notice, his mother brought him along to Ford’s own daycare kindergarten. Here he
can romp around without a care while his mother is able to do her work.
Left: Enjoys her part-time working life with
a stroll on the Rhine: Berit Blümel, Manager,
Material Cost Analysis.
Right: Telecommuting knows no physical limits:
Bernd Lichter on the job at Ford.
Ford Pänz – a kindergarten that provides emergency
Telecommuting
daycare
Flexibility, and above all, quite exceptional willpower were
At “Ford Pänz” the children of Ford employees are looked
among the greatest demand made on Bernd Lichter. The
after in cases of emergency. The decision to provide a
34-year-old, who has worked at Ford since 1995, was left
care facility of this kind grew out of the results of a study
paralyzed after an accident. Following a lengthy period
especially commissioned by Ford.
of rehabilitation, he began to work once again for Ford as
a Specialist in the Human Resources department at the
WorkLife Balance: Reconciling the Needs of Work
end of 2000.
and Family
Providing employees with support in achieving their goal
Overcoming spatial and physical limits
of reconciling family and occupation is a self-evident
Bernd Lichter’s work station was specifically designed by
requirement for Ford. For years now, parental leave and
Ford in close cooperation with the accident insurance
family vacations have been available to all employees.
company in order to meet his needs. In addition, another
In addition, there is the opportunity to opt for job-sharing
work station was set up for him at home. He now spends
or telecommuting – even at management level.
half his working hours in the office, and half at home.
Bernd Lichter describes the advantages of working in this
Job Sharing
way: “Telecommuting offers me, as a wheelchair-user,
Berit Blümel is one of those who have taken the oppor-
the necessary time flexibility. This means that I can take
tunity of sharing jobs. As Manager in the Purchasing/
my health needs into account.” His example is also
Controlling department, she is responsible for Material
further proof of the vitality of the Diversity culture at Ford:
Cost Analysis, a job which she shares with an English
employees’ experience and competence should not be
colleague. It wasn’t a desire to start a family, which
hemmed in by restrictions, regardless of whether these
prompted Berit Blümel to opt for less hours. Together with
are spatial or physical.
her husband, the 34-year-old aims at fulfilling her lifelong
dream of buying and renovating a house. And that takes
time: “I greatly appreciate the support Ford has given me:
at many Companies, management positions of group
leaders such as mine are available only to full-time
employees.” Berit Blümel values the flexibility displayed
by her employer – this, too, is an integral component
of living and promoting Diversity at Ford.
21
Diversity without Limits –
Chairman’s Leadership Award for Diversity 2001
David W. Thursfield, Chairman and CEO,
Ford of Europe (left), hands over the award
in gold to Rolf Dohm and Dirk Lunken
(from left to right).
Chairman’s Leadership Award for Diversity 2001
With the “Chairman’s Leadership Award for Diversity” Ford of Europe honors employees who have set an example
in driving Diversity by helping to promote the coexistence of the various cultures at the Company and who practise the
concept beyond their areas of work. After the award was presented for the first time in 2001 David W Thursfield,
Chairman and CEO, Ford of Europe, honored the winners for the previous year.
A total of seven European jurors, including Ulrich Schumacher, Management Board, Human Resources, Ford-Werke AG,
selected the winners from more than 40 nominations made by Ford employees. Gold, silver and bronze awards were
presented in a total of seven categories – four team-related and two individual categories as well as a “Special Award” –
as a sign of internal recognition of this commitment to Diversity.
The Winners
This year’s winners include six Germans and three German teams of employees. The Ford team which organized a
German-Turkish ceremony to celebrate “40 Years of Migration from Turkey to Germany” in October 2001 together with
the City of Cologne received an award for its successful work. The efforts of the German and the British Ford GLOBE
(Gay, Lesbian Or Bisexual Employees) team for more respect and tolerance with regard to other ways of life were also
honored with an award. In addition, the jury honored the special commitment of the GLOBE members Thomas Wengenmayer and Hans-Jochen Trempler with a “Special Award”. A third “Special Award” went to Wasim Darr from Southampton who, for many years, – both within the Company and in his function as a leading member in the local Muslim
community – has been committed to advancing cooperation between people of different cultures.
Outstanding Employee Commitment
Three other Germans received awards in Gold for their commitment to Diversity. Horst de Hair, Manager, Material
Planning & Logistics, helps disabled and non-disabled persons in his spare time in the Cologne “Eichhof Lebensgemeinschaft” and initiated projects there in which Ford employees provide voluntary support as part of the Company’s
Community Involvement. Rolf Dohm and Dirk Lunken made it possible for their severely disabled colleague to return to
his job after an accident. They not only organized the required alterations, but they also demonstrated to him how
valuable his work is for the team. Like many of their colleagues, they thus set an example of how Diversity is put into
practice in everyday life at Ford.
22
Left: Join us in celebrating the winners – representatives of top management at Ford of Europe
(second and third row next to David W. Thursfield).
Right: Surinder Sharma, Director of Diversity,
Ford of Europe, acknowledged the commitment of
all of the nominees.
The fact that all Ford European employees are outstanding in this respect is shown by the nominations for the
“Chairman’s Leadership Award” from virtually every location in Europe. The variety of the initiatives and the enormous
commitment of Ford’s employees also impressed Surinder Sharma, Director of Diversity, Ford of Europe: “We could
only award a few of the most exemplary and exceptional projects which in a special way reflect the enormous dynamics
of Diversity – both inside and also outside of Ford.”
The winners (excerpts)
Outstanding Employee Commitment
Individual Category
Gold:
Horst de Hair, Germany
Diversity Role
Silver:
Richard Thwaite, GB
Model
Bronze:
Josephine Robinson, GB
Team Category
Gold:
Rolf Dohm and Dirk Lunken, Germany
Diversity Role
Silver:
Worklife and Diversity 2001 Team, Dagenham, GB
Model
Bronze:
Doris Adam and Bryan Myers, Germany and GB
Team Category
Gold:
STEBO Project, support for youths with learning impediments, Genk, Belgium
“Making a
Silver:
Team “40th Anniversary of the Migration from Turkey to Germany”
Difference”
Bronze:
“FILM” Team (Ford Integration of Employees With Limited Performance), Germany
Exemplary
Gold:
Ford Asian Association Europe (FAAE)
Employee
Silver:
Ford African Ancestry Network Europe (FAAN Europe)
Resource Group
Bronze:
Ford GLOBE, Germany and GB
Exemplary
Gold:
Diversity Council Material Planning & Logistics (MP&L), Germany and GB
Diversity Council
Silver:
Diversity Council Bordeaux, France
Bronze:
German Diversity Council
23
Diversity and Social Responsibility –
Promoting Diversity Strengthens the Community
Left: The Willow Rod Arena, which was constructed according to the plans of Swiss architect Marcel Kalberer, is a living
structure in which Ford employees invested two weeks of
their time to build it.
Right: Young people collecting the willow rods for the Arena
which is to serve as a meeting place and party area.
Social Responsibility
Companies are essentially shaped by the people who work in them. Their abilities and knowledge determine the development of a Company just as much as their attitudes and their social surroundings. Also, a Company’s actions do not
only have an impact on the economy, but also on society as a whole.
For Ford, taking over social responsibility begins within the Company itself. Ford’s Diversity culture is an expression of
this conviction – because the Company’s values like tolerance, respect and mutual appreciation, are passed on to society
by its employees. Diversity not only works within the Company, it also has an impact on life outside the Company and
the local communities in which Ford operates.
Global Companies like Ford are challenged to help shaping society. It is beyond question that this is only possible
with employee support. A high value is placed on the individual’s social commitment at Ford. Every employee at FordWerke AG who wants to do community work may be released from his or her responsibilities at the Company for two
days a year in order to participate in projects.
A Blossoming Future: The Willow Rod Arena Project
In the past many employees have already taken the opportunity to work in the community, in the area of training and
continuing education and to work for the environment. In spring 2002 a team from Ford took part in building The Willow
Rod Arena. Together with pupils from five Cologne schools (10th/11th grade) and other volunteers, Ford employees
processed approximately ten truck loads of willow and more than 500 meters of tubular steel on the premises of the
Cologne Youth Park in accordance with the design and under the guidance of the Swiss architect Marcel Kalberer.
“The sustainability of the project particularly impressed us”, said Norbert Krüger, Manager, Corporate Citizenship, FordWerke AG. After its completion, the arena will be used as a communication center and meeting place for young people.
24
Published by
Ford-Werke AG
Diversity Germany
Henry-Ford-Straße 1
D-50725 Cologne
Ford-Werke AG
Public Affairs
Erik Walner
(Head of Corporate
Communications)
Dr. Astrid Wagner
(Diversity/Education)
[email protected]
Telephone
+49 (0) 221 90-1 75 88
Fax
+49 (0) 221 90-1 29 84
Conception/Design
schmitz
Visuelle Kommunikation
Wuppertal
Text
Kock Lohmann
Public Relations, Cologne
Typesetting
Zerres, Leverkusen
Printing
Heggen-Druck, Leverkusen
Photo credits
Ulla Nerger
Page 7 top left,
Page 20
Lothar Stein:
Seite 24
Other pictures:
Friedrich Stark and
Ford Archives
First edition 2002
2001 – In January Wilma Borghoff begins her work as Ford of Germany’s first Diversity Manager – February: “Ford Pänz”, a
Company kindergarten providing emergency daycare opens its doors – March: The “Chairman’s Leadership Award for Diversity”
is presented for the first time for special Diversity commitment of Ford employees – April: Ford-Werke AG receives the Max
Spohr Award for exemplary Diversity management from “Völklinger Circle – Federal Association of Gay Managers”; Conclusion of
the works’ agreement on telecommuting – May: The FiT (“Women in technical trades” – “Frauen in technischen Berufen”) team
organizes an information day for pupils in English for an English achievement course – July: Ford sponsors Christopher Street Day
in Cologne – August: Ford is a partner at the opening event for the “Cologne Round Table against Discrimination”; the “Try Ing”
program for pupils starting from the eleventh grade arouses more interest for technical professions at Ford than ever before –
September: For the second time Ford organizes a “Diversity and Worklife Balance” week; Ford supports the annual meeting of the
“Federation of Lesbian and Gay Journalists” (Bund lesbisch-schwuler JournalistInnen – BLSJ) in Cologne – October: Ford
celebrates “40 Years of Migration from Turkey to Germany” at the Cologne Philharmonic Concert Hall – November: The Turkish
writer and actress Renan Demirkan is a “special guest” at Ford as part of the “German-Turkish Friendship Days”