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Atos

Information Technology

About

We’re the digital and business expertise behind some of the world’s most influential businesses. We employ 120,000 Business Technologists in 73 countries, each with a deep understanding of the challenges and opportunities facing our clients. We have opportunities in a wide range of disciplines.

Diversity Information

Our ambition is to be an inclusive, diverse and ethical employer of choice and for our employee experience to be truly best in class. We strive to create an environment in which difference and individuality is valued and celebrated, in order to realise our full potential.

We are aiming to achieve this by:

Ensuring equal opportunities for all

Increasing the number of women, improving gender diversity across Atos

Offering world class accessibility as a service to our customers; providing tailored capabilities for our employees with differing abilities

Growing diversity of thought

The Atos Diversity Networks support our goals by recognising, developing and raising awareness around diversity and inclusion in the workplace. Click on the images below for further information on each diversity network.

We are a science-led global healthcare company with a special purpose to improve the quality of human life by helping people do more, feel better, live longer.

Every day, we help improve the health of millions of people around the world by discovering, developing and manufacturing innovative medicines, vaccines and consumer healthcare products.

We are building a stronger purpose and performance culture underpinned by our values and expectations - so that together we can deliver extraordinary impact for patients and consumers and make GSK a brilliant place to work.

Our values are Patient focus, Transparency, Respect, Integrity.
Our expectations are Courage, Accountability, Development, Teamwork.

Key Diversity Information:

“We take pride in being a company where everyone can be themselves, and where diversity is embraced and celebrated. At GSK, we all hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company.

Emma Walmsley, CEO, GSK

As a company which improves the lives of hundreds of millions of people globally with our medicines, vaccines and consumer products, we take pride in providing access to all – but we have an opportunity and obligation to do more to improve inclusion and diversity: for our people inside GSK; in the way we do business; and in the communities where we operate. 

We want our company to be a place where diversity of people and thought is valued everywhere and where we’re all able to be ourselves and feel a sense of belonging. Getting this right will strengthen our performance, by bringing us even closer to the needs of our customers and of each other. 

GSK has announced aspirational targets to make further progress on its gender and ethnic diversity representation in senior leadership…

As a result of work to increase female representation in senior roles, GSK has already exceeded its target of 37% of VP-level and above roles being filled by women. The company will now extend this to increase female representation in VP level and above roles to at least 45% by 2025.

In the US, a new target of at least 30% ethnically diverse leaders by the end of 2025 is now in place to increase representation from the current level of 23%. In the UK, the new target is at least 18% ethnically diverse leaders by the end of 2025, from a current level of 11%.

Avanade is the leading provider of innovative digital and cloud services, business solutions and design-led experiences on the Microsoft ecosystem. Avanade came to life in 2000 in the middle of the dot.com boom. Many companies started with high hopes and fizzled, but we’re still here. Perhaps it’s the strong support of our parent companies, Accenture and Microsoft, or maybe it’s because we have grown and learned as a team, looking out for each other, celebrating our differences and challenging each other to see where our passion and skills around digital innovation can take us.

Avanade is made up of 50,000 individuals. People who share a passion for technology, who push beyond their comfort zone and always bring an open mind and who really care about making a genuine human impact at work. We put them together to solve some complex challenges and bring to life possibilities for our clients around the world.

Our purpose is to make a genuine human impact and doing so starts with creating a company that welcomes every individual and harnesses the unique perspectives they bring with them every day. We celebrate the diversity of our teams and Avanade is a place where everyone can be themselves and are empowered to do their best work.

Diversity information:

At Avanade, Inclusion & Diversity is part of everything we do, from the way we treat people to how we make decisions, to the solutions we take to market. We believe it’s a discipline that must be practiced with vigilance every day.

Avanade has pursued a deliberate and purpose-driven strategy around Inclusion & Diversity (I&D) since our founding in 2000. It started with our focus on a challenge that we face: the lack of women in the technology industry. To address that, we had to go to the root of the problem, which was attracting girls and young women to STEM, offering scholarships and creating programs. But Inclusion & Diversity is not limited to one group of people or one challenge. Inclusion is everyone, everything, every day. It’s the rising tide that lifts all boats. If our inclusive culture doesn’t consider all races, gender identities, ethnicities, sexual orientations, disabilities, ages, religions – all people and all phases of life – it falls short.

In 2019, Pam Maynard became not only Avanade’s first woman CEO, but the first CEO who is a woman of colour. She is passionate about building on the I&D foundation Avanade had already established with a comprehensive strategy that involves every person at Avanade. In 2020, Hallam Sargeant joined Avanade as our first Chief Inclusion & Diversity Officer to help accelerate this vision.

Inclusion: ensuring all individuals feel respected, heard, and that they can do their best work

Diversity: ensuring our workforce demographics reflect our clients and communities

Belonging: ensuring that everyone can be their authentic selves at work and that they feel welcomed and valued

To prioritise these concepts, we must invest in tangible, positive actions: create an inclusive culture, activate allyship, increase representation, accelerate development, communicate with transparency and amplify employee networks.

Arup is the creative force at the heart of many of the world’s most prominent projects in the built environment and across industry. We offer a broad range of professional services that combine to make a real difference to our clients and the communities in which we work. We are truly global. We have worked in more than 145 countries serving more than 7,000 clients. Our 16,000+ planners, designers, engineers and consultants deliver innovative projects across the world with creativity and passion. Founded in 1946 with an enduring set of values, our unique trust ownership fosters a distinctive culture and an intellectual independence that encourages collaborative working. This is reflected in everything we do, allowing us to develop meaningful ideas, help shape agendas and deliver results that frequently surpass the expectations of our clients. The people at Arup are driven to find a better way and to deliver better solutions.

Diversity information:

Equality, Diversity and Inclusion (EDI) is part of our DNA and we continually review our strategies and evolve our practices to redefine what diversity and inclusion means to our people and how we embed it as ‘business as usual’ across our firm.

We aspire to be – and work hard to be – an organisation which recruits, retains and develops a truly diverse workforce reflective of the communities we serve and the kind of place where people are proud to work.

Total Inclusion is UKIMEA's over arching plan for 2019-2021. It sets out what we want to achieve in EDI. We’ve been working on a number of activities with many more to come:

We launched the Women in Leadership programme designed to support high-potential women in developing their leadership skills and to assist with reaching our commitment to employ 40%-60% of each gender at all levels of the firm as soon as we can reasonably do so.

We provided workshops on challenging inappropriate behaviour to equip people with the tools and confidence to address some of the issues highlighted in the Inclusion Diary Room. Look for upcoming sessions in Moodle or speak to your Office Leader.

We celebrated National Inclusion week by showcasing excellence in EDI on our project work.

We achieved Bronze status in the National Inclusion Standard.

We celebrated Black History Month with a programme of events including.

We developed and launched the Inclusive Design e-learning on Moodle in collaboration with the Inclusive Envionrments team.

About:

Cummins Inc. is a global power leader with complementary business segments that design, manufacture, distribute and service a broad portfolio of power solutions. Our culture is one that believes in POWERING YOUR POTENTIAL. We provide global opportunities to develop your career, make your community a better place and work alongside today’s most innovative thinkers to solve the world’s toughest problems. We believe in flexibility for you to explore your passions and make an impact through meaningful work within our diverse workforce

Diversity information:

Cummins Diversity Statement:

Cummins employees come from different backgrounds and experiences and aspire to a workforce that is representative at every level of the communities in which Cummins operate around the world. They are each unique in their perspectives and passions. Employees have varied experiences and personal motivations that drive them. They are united in their relentless desire to see a world, a workplace, a team where all people are embraced for who they are and what they aspire to do.
At Cummins, diversity, equity and inclusion is a business imperative. Having diverse, equitable and inclusive workplaces allows Cummins to attract and retain a truly global workforce. Diversity, equity and inclusion enable Cummins’ ability to bring the right combination of perspectives, insights and skills to solve the challenges of today and tomorrow. As part of Cummins’ global commitment to diversity, equity and inclusion, it is taking proactive measures to review talent management and accountability systems and processes to mitigate bias and ensure the equitable acquisition and advancement of all talent.
Discover a company founded on unwavering values and willing to solve problems for our customers, communities and environment to make the world a better place.

Employee Resource Groups within Cummins

With more than 150 employee resource groups (ERGs) worldwide, Cummins constantly seeks new ways to provide ample opportunities for leadership training, cross-cultural learning and professional development. Established around the world, ERGs are open to all employees and organized by different facets of diversity like gender, age, disability, sexual orientation/gender identity, multicultural and military status.
ERGs at Cummins are voluntary, employee-led groups that serve as a resource for members and the company by helping to foster a diverse and inclusive workplace aligned with Cummins’ mission, vision and values.
The Cummins Global Inclusion Leadership Council (GILC) was created to more closely knit together the array of global ERGs to amplify the voices they represent and harness their collective power to effect positive change within the company. Through this global council, each dimension of diversity has a global executive sponsor and chair to help ERGs work across regions creating unprecedented, positive impact within Cummins.
The following dimensions of diversity have representative ERGs and GILC chairs:

Age
Disability Inclusion
Gender
Military Status
Multi-Cultural (Race/Ethnicity)
Sexual Orientation/Gender Identity

Learning and Development:

Cummins leaders understand the importance of diversity, equity and inclusion to our global company. Cummins continually seeks to increase awareness and grows DE&I skill by educating all employees on cultural competence, valuing difference, and fostering an inclusive environment. We encourage every employee to take personal ownership and accountability for DE&I. We offer a wide range of learning and development opportunities. Here are some of our development programs focused on aspiring leaders:
Global Leadership Development Program was first launched in 2010 with a goal to better leverage our key talent globally. The program focuses on individual and team development.
Global Leadership Representation was first launched in 2010 with a goal of providing focused mentoring and visibility to our up-and-coming leadership talent across the globe. The program also supports our global diversity and inclusion goals of developing women and minority employees.
Here are some of our training opportunities for all employees:
Communicating Across Cultures
Culture and Its Effect on Communication
LGBTQ+ Safe Leader Training
Preventing Sexual Harassment
The Spectrum of Diversity and Inclusion

I Belong at Cummins – Cummins Careers YouTube
https://www.youtube.com/watch?v=s3dZL6rs0fk

What’s Optiver, you ask? Great question!

Optiver is a proprietary trading firm and leading global market maker. This means we trade our own money, at our own risk – but not solely for our own benefit. As one of the oldest market making institutions, Optiver is a trusted partner of 50+ exchanges across the globe. Our mission is to constantly improve the market by injecting liquidity, providing accurate pricing, increasing transparency, and acting as a stabilising force no matter the market conditions. With a focus on continuous improvement, we participate in the safeguarding of healthy and efficient markets for everyone who participates. Pretty cool, right?

To remain at the forefront of market making (one of the most competitive segments of finance), we need the world’s top interns and graduates, and their fresh ideas. With nine global offices from Shanghai to Sydney, and Amsterdam to Chicago, we’re passionate about attracting and developing the next generation of tech and trading talent globally. Get excited, because this is where you come in.

Diversity and Inclusion

Over the decades, we have witnessed the tremendous value of diversity as people from a variety of backgrounds bring different perspectives to business questions and problems, leading to better solutions. We firmly believe that our business should reflect society, which is why diversity is a top priority. By getting involved at a grass roots level, we hope to encourage more girls to choose mathematics as a study path at school and to pursue careers in science, technology, engineering and mathematics-related fields. We have expanded our partnership with Girls Mathematics Olympiads around the world by supporting the Dutch and Australian teams as well as the European Girls Maths Olympiad that attracts candidates from across the globe. Besides supporting girls at a school level, Optiver’s various offices support organisations and student societies that seek to inspire women to choose technology and trading careers. We also provide support and empowerment to every individual we hire and we believe that great ideas and impact can come from everyone.

Content:

Video:

https://www.youtube.com/watch?v=_Ix8FbmxeEc

https://www.youtube.com/watch?v=UJjBa8rXWCc

https://www.youtube.com/watch?v=pe6Gh_fi3Wc

https://youtu.be/7hrW0RaMcXo

https://www.youtube.com/watch?v=TvkjVsFmYGs&t=3s

Blogs:

https://www.optiver.com/insights/blog/women-in-tech-trading/

https://www.optiver.com/insights/blog/engineering-spotlight/

https://www.optiver.com/insights/blog/software-engineer-at-optiver/