Sustainability
Aiming for a More Inclusive and Diverse Workforce
"At Ventus3, inclusiveness and diversity are crucial strategic priorities for us because they help create financial growth, improve employee wellbeing, and lead to innovative solutions. Indeed, we strive to build the most comprehensive company in the energy industry."
Executive Vice President of People & Culture at Ventus3
Statement of Purpose for Diversity and Inclusion
In order to fasten the global shift to green energy, we at Ventus3 feel that having a culture of diverse and inclusive workflow is essential. We realize that our diversity makes us stronger, more innovative, and better prepared for the challenges of the future. Because of this, we’ve made a commitment to ensure equitable opportunity for all Ventus3 employees, past, present, and future.
Everyone should be able to express themselves freely without fear of retaliation. In the future, we will continue to move forward and become more and more sustainable in all that we do. “The safest, most inclusive, and socially conscious workplace in the energy market” is our stated goal. There are many ways in which everyone at Ventus3 can contribute to making the company a more diverse and inclusive environment.
How well are we currently doing, and how can we improve?
Nationalities
It gives us great pleasure to be recognized as a company with a truly global reach. Toward the end of 2020, we had more than 100 nationalities working for us.
Age
To us, being an intergenerational business is a source of pride. As a company, we rely on new ideas to keep us moving forward, but we also value those who have been in the industry for a long time.
Gender
Our workforce is currently skewed toward men. The Ventus3 Strategy and the Global Talent Management Strategy are working to change this, despite the fact that these numbers are not uncommon in the STEM industries. For the first step, we’re working toward achieving a goal of 25% female leadership positions by 2030 and 30% by 2035.
Our Diverse & Inclusive Programs
For the first time, we have re-evaluated our recruitment process in an effort to attract more diverse candidates. Mercer, our external partner on diversity, and our internal operational owners and specialists have been involved in the evaluation to ensure that all aspects of the process are covered. We're using the information we obtained from this study to revise our internal recruitment methods and practices right now.
In 2020, we invested in technologies from Develop Diverse that can scan text for prejudiced terms in 2020. Recruiters at VentusCube Energy are being tested regularly to ensure that all job adverts are scanned prior to publishing using the new tool. It is important that the tool be implemented across VentusCube Energy so that all of our communications are inclusive and don't reinforce biases about various social identities. More diverse candidates and, thus, a more diverse skill pool are two goals we're trying to achieve with this initiative.
A comprehensive external audit of our pay equity in seven of our key markets, focusing on the pay equity between genders, nationalities, and generations, has also been conducted in partnership with the external diversity and inclusion experts at Mercer. Local involvement by Mercer's People and Culture (HR) Department is now following up on the audit's findings and recommendations.
External collaboration
Women in the Wind
Women currently make up less than one-fifth of the world’s wind energy workforce, and two-thirds of them say that they face difficulties because of their gender. We have multiple initiatives to be more inclusive and drastic in hiring and integration women in our work force, especially in our R&D and technical services teams.
Going Beyond the Limits
We work with local universities and Non Profit Organizations to include all members of the community in our organizations and initiatives. Our goal is to remove the roadblocks that prevent more women, under privileged from reaching their highest levels of potential.
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