Valtech Mobility thrives on the diversity of talents, perspectives and individuals – but if we take a closer look, we can still improve in many ways.
The term “diversity and inclusion” encompasses gender, ethnicity, age, sexual orientation, religion, physical/mental disability or socio-economic background.
Inclusive culture respects each of these facets and provides a safe space for all to be heard. That’s where we want to go. Even if it means leaving our comfort zone from time to time.
Fear, insecurity and pressure are some of the worst consultants in the world. Smart consultants, on the other hand, must take risks, make mistakes and be able to speak their mind without fear.
Appreciation, patience, and a willingness to understand each other are helpful. And knowing who we can turn to if we need help. You’ll never code alone.
Ought to be a no-brainer. We respect each other – ourselves as individuals, our work, and the opinions of all our colleagues, even if we don’t share them.
Our work harbors potential for conflict. If something goes wrong, whether on a personal or professional level, please do not sit it out, but act. In your team, with your personal lead or with our confidants.
Discrimination convoluted issue, from patronizing remarks, to everyday racism to patriarchal jokes. None of this is accepted by us. Please act in the event of an offence, whether you are affected or not. This is where our tolerance comes to an end.
If a personal crisis arises that we don’t want to discuss with colleagues: We have a partnership with an institute that provides advice and support in all crisis situations – whether financial misery, relationship crisis or creeping burnout. Anonymously and for free, of course.
The regular surveys help us enormously to gain insight and understand ourselves further, recognize problems before they boil to the surface and react accordingly.
Equality means the elimination of inequalities and discrimination based on gender, ethnicity, sexual orientation, physical or mental disability, or socio-economic background.
We want to ensure equal rights, opportunities, and access to resources for all. Why? Because this is a fundamental human right, because we believe in the power of diversity and because it is the decent thing to do.
Inclusive job postings, networking events, mentoring programs – we want a diverse workforce and value collaboration and inclusion in our teams.
We offer flexible time models that can be adjusted as needed to make the work-life balance as smooth as possible.
We are delighted that our women’s network has become so well established and continues to grow. Let’s go girls!
Tech Girl is an initiative to introduce girls between the ages of 12 and 15 to programming in a safe environment. It’s great fun, and not just for the girls – if you’re interested in joining in next time: you’re very welcome.
The internal surveys have shown that we don’t have a singular opinion on how we use gendered language. We do however remind people of the subtext that arises with our personal choice of communicating.
Our stance as a company is in favour of equality. At the same time, however, we do not want to dictate how anyone should express themselves as individuals. That is why, after many discussions and feedback loops, we differentiate between two levels of communication.
As soon as we appear as a company and a text is addressed to the public (website, press release, social media), we use gender-neutral wording.
It is not trivial to define where individual communication becomes corporate communication. Here, too, after numerous, sometimes volatile disputes: In emails, newsletters, Townhall, LinkedIn or Xing, you represent your individual action and can formulate it however you like.
Nevertheless, we would like to remind you that even when it comes to personal impressions of a visit to a Christmas market (e.g. in the newsletter), text reveals mindsets.
After expanding the boarders of our familiar Germanic village, we are now increasingly faced with the challenge of uniting different cultures – with colleagues from India, China, the USA or the Global Service Line – and taking the opportunity to learn from each other.
The good news first: all texts in Confluence can now be translated with a single click (German / English / Mandarin). It’s a bit trickier with townhalls, jour fixe or project meetings. It’s up to you to decide whether to speak in English or German depending on the situation, audience, and usefulness. Slides, on the other hand: always in English.
The better our understanding of the respective cultural differences, the fewer misunderstandings. To get to know each other better, we offer training courses and constantly seek feedback from our multinational colleagues.
Cultural customs can vary from culture to culture, country to country, region to region and person to person. Our aim is to create “safe places” at our locations – whether for meditation, prayer or simply for a nap during the lunch break.
It goes without saying that we feel most comfortable in our native language. However, decency and respect dictate that our foreign-language colleagues also feel comfortable and welcome. That’s why it’s our responsibility to ensure that everyone understands everything – not only in projects or face-to-face conversations, but also in groups, at the dining table, at barbecues or when playing table football. Even if it some things should get lost in translation.
First things first: this topic affects us all without exception. Leadership should not be expressed through power, but through the responsibility we bear – for our self-development, the success of the project and our colleagues.
To utilize the huge potential of diversity, we must think over our generalized view of leadership, in which traditional (mostly masculine-connoted) skills such as “assertiveness” and “dominance” are replaced by empathy, diplomacy, self-reflection and prudence.
If you want to achieve something special, you need special skills. Strengths-based leadership is a leadership approach that focuses on recognizing, supporting, and utilizing the individual strengths and talents of employees.
This is another chicken-and-egg problem: traditionally, individual circles/groups, often management bodies – whether socially, economically, ethnically, or otherwise privileged – prefer to keep to themselves. Birds of a feather flock together. The fact that this is the opposite of inclusion needs no further explanation.
To support the path to inclusive leadership, we will be offering mentoring programs and workshops in future that prepare people to demand what they need from – and live – leadership.
The dynamic nature of our job, in which new tools, technologies, social media and cultural changes are rapidly changing, requires frequent changes of perspective. One method for this is reverse mentoring – a mentoring relationship in which the traditional division of roles between mentor and mentee is reversed. In other words, reciprocal coaching – young and old, experienced and inexperienced, trainee and manager.
Our leaders don’t demand inclusion, they portray it.
Our culture postulates the courage to make and admit mistakes. This applies in particular to those who bear responsibility for other colleagues.
Sounds trivial, but it’s not: active listening is a communication technique that involves actively showing that you are trying to understand the other person’s feelings, needs and thoughts. This also includes non-verbal signals such as eye contact, nodding or an open posture.
Equality means that all people are treated equally and receive the same resources and opportunities. Equity, on the other hand, refers to fair distribution based on individual needs and circumstances. In other words, treating everyone equally is rarely fair – it often requires individualized care and support to ensure true equality of opportunity.
Our corporate fitness sponsorship gives you access to a nationwide network of thousands of sports, fitness and wellness facilities.
Do you need a longer break? We will find a way.
Our partnership with the Fürstenberg Institute gives you the opportunity to get help beyond the company at any time and free of charge – whether the problems are of a private or professional nature.
Sure, everyone talks about flat hierarchies. We really trust our people.
We want to be fair with your time, which is why we rely on the working time account model. In coordination with the project and team, you can unbureaucratically take time off in lieu of overtime.
Whether owl or early bird – when you catch the worm, we leave up to you. But you have to catch it.
Yup, read that right. If we’re successful, so are you. A little tip: it’s worth it.
You decide where you work. As long as it’s not project-related, there’s no need to justify why you want to work from home. Compulsory presence was yesterday.
Extremely important topic for us. You are contractually entitled to soft skills training, rhetoric courses, agile methodology and a myriad of other offers. In picturesque surroundings, of course.
The mindset of a start-up, the impact of a global corporation – we are developing the mobility services of the future with the spearhead of the automotive industry.
We want you to get what you need to stay ahead – ergo: state-of-the-art in terms of software and hardware, company cell phones and generally.
Especially in big cities, there is hardly a more pleasant way to get around. Whether road bike, e-bike or S-pedelec:
We lease for you.
