Diversity and inclusion

Based on the deployment of our comprehensive strategy, in 2014 Philips continued making progress on its diversity and inclusion (D&I) agenda. We believe a diverse workforce and an inclusive work environment are essential to a thriving innovative business and we strive to attract employees from a wide range of backgrounds.

Philips Group
Gender diversity in %
2012 - 2014
5743‘125842‘135842‘14Staff7129‘127129‘137129‘14Professionals8218‘128119‘138020‘14Management8614‘128515‘1382Male18Female‘14Executives

Regarding gender diversity, we recorded an increase in the share of female executives to 18% at year-end 2014 – up from 15% in 2013. We are well on track to achieve the aspiration of 20% female executives by year-end 2016 – having embedded D&I objectives in HR processes and culture-building activities, combined with the active engagement of senior female leaders globally.

One of the key drivers of progress is the redesigned talent management approach, which includes a comprehensive approach to succession planning for all executives and other key positions in order to also drive development and career planning for individuals. In 2014, 28% of new executives internally promoted were women, and women represented 31% of all external executive hires. Demonstrating the Group’s commitment to D&I, development of gender diversity has been made a key performance indicator for Philips.  

Philips Group
New hire diversity in %
2012 - 2014
5545‘125842‘135347‘14Staff6733‘126634‘136436‘14Professionals7624‘127129‘137129‘14Management8812‘127327‘1369Male31Female‘14Executives

Philips has one woman on its Executive Committee and three female members of its Supervisory Board. Our executives originate from more than 30 countries.

In 2014, Philips employed 35% females, the same percentage as in 2013.

Philips Group
Employees per age category in %
2012 - 2014
47‘1246‘1347‘14under 252833‘122732‘132631‘1425-353131‘123132‘133132‘1435-452420‘122521‘132521‘1445-55139‘12139‘1314Male9Female‘14over 55

In 2014, employee turnover amounted to 15.7% (of which 8.7% was voluntary), slightly below 2013 and mainly caused by the changing industrial footprint, the company’s overhead reduction program and the high turnover of manufacturing staff in our factories, mainly in the growth markets.

Philips Group
Employee turnover in %
2014
 
Staff
Profes­sionals
Manage­ment
Execu­tives
Total
Female
22.4
12.0
9.8
9.9
18.2
Male
19.1
10.2
8.8
14.0
14.1
Philips Group
20.5
10.7
9.0
13.3
15.7

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Philips Group
Voluntary turnover in %
2014
 
Staff
Profes­sionals
Manage­ment
Execu­tives
Total
Female
13.5
7.0
5.2
5.9
10.8
Male
10.3
5.5
3.9
7.4
7.5
Philips Group
11.6
5.9
4.2
7.2
8.7

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Compared to the percentage of women employed by Philips in 2014, we see a relatively higher outflow of women in the Staff and Professionals categories and a lower outflow of female Executives.

Philips Group
Exit diversity in %
2013 - 2014
5743‘135446‘14Staff7030‘136733‘14Professionals8218‘137822‘14Management919‘1387Male13Female‘14Executives
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CO2-equivalent or carbon dioxide equivalent is a quantity that describes, for a given mixture and amount of greenhouse gas, the amount of CO2 that would have the same global warming potential (GWP), when measured over a specified timescale (generally 100 years).

SF6 (Sulfur hexafluoride) is used in the electrical industry as a gaseous dielectric medium.