An inclusive company
At Veolia we’re committed to inclusion each and every day. Back in 2021 we launched an ambitious two year strategy designed to raise awareness and focus on what it means to be truly inclusive at Veolia. We achieved a lot over the course of the strategy but there is still work to be done. Which is why we launched our new inclusion strategy, Five by 25, in 2023
Our new strategy has been built in partnership with our people, following the feedback and experiences shared during the initial two year strategy. Five by 25 is focused around five priorities that we will deliver collectively by the end of 2025:
- Diversity action planning
- Attract and retain
- Opportunity and accessibility
- Inclusive leadership
- Impact and accountability
Specific actions in Ireland include signing, having helped to create, Elevate: the Inclusive Employer Pledge, female focused recruitment campaigns to encourage more females to consider technical roles, family friendly polices and expanding our participation in careers fairs.
Committed to increasing diversity and inclusion
The gender pay gap is a measure of the overall average pay based on gender regardless of job role, grade, market forces or any other influences on pay.
Because of this, having a gender pay gap, does not mean that a company does not pay equal pay to men and women who do the same jobs or who carry out work of equal value.
We’re committed to developing, retaining and attracting more females into Veolia as part of our Inclusion strategy.
With over 70% of our headcount being technical in nature - technicians, engineers or technical managers - these traditionally male roles contribute to our gender pay gap. An under representation of females in technical and engineering roles generally in society is part of the challenge.