Achieve gender equality and empower
all women and girls
DIVERSITY AND EQUAL OPPORTUNITY
With a diverse workforce, strong teamwork and broad experience in the global market, Hitachi Rail is much better positioned to meet its customers’ needs. Hitachi Rail regards personal differences such as gender, nationality, race, religion, background, age, and sexual orientation – as well as other differences – as facets of people’s individuality. By respecting employee individuality and understanding them as an advantage, Hitachi Rail frames its diversity and inclusion as conducive to both the individual’s and the company’s sustainable growth.
Hitachi Rail continues its commitment to maintaining a high level of globalisation and a multicultural approach towards its employees in line with the interests of its stakeholders, customers and staff. As in previous years, this was enabled by consolidating the management process of international mobility of personnel.
Quantitative data continues to give a clear indication of the high percentage of “non-local personnel” (foreign employees hired in different countries to their native land) operating in the company and highlights the importance of international assignments which, although temporary in nature, nonetheless require spending a long period abroad (2-3 years on average).
In this respect, some of the steps taken in recent years are reported below:
▪ Preliminary ad hoc meetings, which not only provide basic technical and logistic information for staying abroad, but also strengthen staff engagement;
▪ Special training, including the new language;
▪ Constant monitoring of immigration issues, which are increasingly common around the world and differ widely from one country to the other, bearing in mind the global trend that on the one hand seeks to promote international mobility, while on the other seeks to protect the local population, for both political and economic reasons, especially in certain countries;
▪ Training to help encourage greater awareness of multi-culturalism and assist the overcoming cultural / conduct barriers, while respecting each person’s values (home and host
▪ Supervision of the integration process in the various countries, beginning with the management of job opportunities on a global scale;
▪ Implementation of a system that monitors connections activities between development of personnel and international experiences;
▪ Commitment to governing the structured connection between the performance provided during an international experience and remuneration policies, especially with the use of performance based bonuses connected to the results achieved during the work abroad;
▪ Focus on repatriation and retention, which are always particularly critical aspects of personnel management;
▪ Continuation of a network of relationships and information between HR specialists to support the internationalisation process with an integrated approach and also through a cross-cutting HR International Mobility Team;
▪ Ongoing attention to internal communication, using all of the channels provided by the company, especially technologically advanced and user-friendly solutions;
▪ Ongoing integrated activities with Health & Safety and Security to ensure safe working conditions abroad;
▪ Ongoing cooperation with the Administration department with respect to taxes and accounting, in order to comply with all relevant legislation and corporate procedures.
Finally, the company has successfully implemented, including at procedural level, a global corporate commitment to extend a special welcome to new “non-local” personnel joining the company, providing information on immigration, tax and social security issues to encourage integration in the new country.
REMUNERATION SYSTEMS: A GENDER PERSPECTIVE
Hitachi Rail manages employment relationships with its employees in accordance with the laws in place in the various countries in which it operates. The employment terms set forth in individual contracts are usually more rather than less favourable to employees than those defined under general labour legislation or collective agreements. Furthermore, Hitachi Rail periodically evaluates organisational positions (including the lowest levels of the Organisation using the results of the Global Job System project) through the contribution of specialist companies in the field, and compares its own remuneration policies with those of the reference market, considering the weighting of the position. This has enabled the creation of a tool which can be used to globally assess the consistency between the responsibilities and compensation, without distinguishing, gender, culture, in accordance with company’s values which protect and promote the equal treatment of people.
PERCENTAGE OF WOMEN’S GROSS AVERAGE REMUNERATION COMPARED TO MEN’S
80% to 112%
Women's renumeration compared to men's
GENDER PAY GAP REPORT
Gender pay gap reporting in the UK reflects the importance of diversity and inclusion to Hitachi Rail’s plans for business growth. Rail sector is characterised by a predominance of male employees and, if Hitachi Rail has to meet the demands of a modern railway, it has to introduce people new to the industry from a multitude of backgrounds and possessing different skills. Equally importantly, greater diversity enables to create the best, most innovative products and services for customers and the wide cross-section of passengers they serve. Having calculated company gender pay gap using the reporting regulations, Hitachi Rail in the UK is providing fair and equal pay for its people. Hitachi Rail will continue to strive for goals for a more diverse workforce and to ensure that rail business and all stakeholders share in the many benefits this will deliver.