Due to our dual mandate, we also have a great responsibility towards diversity within the Volkswagen Group. After all, we are recruiting and developing the future management team of the company. We regard diversity as a central factor of success and know from experience that diverse teams develop greater creativity and innovative strength. Clearly, we want to take a pioneering role in the corporate principle of “We embrace diversity”.
Is diversity already sufficiently practised?
Diversity is multifaceted at Volkswagen Group Consulting and goes beyond pure gender diversity and sexual orientation. We also want to become more diverse in terms of social origin, ethnic origin and nationality, and educational and study backgrounds. There is still room for improvement here, too, and we are working on that. Our challenge is that under-represented talents often have quite different expectations, needs, and ideas.
What does it mean in relation to day-to-day work?
These people do not always feel addressed by the usual work ethic in a management consultancy. It is up to us to develop an inclusive culture in which every individual talent feels that they belong equally, are encouraged, and are an integral part of the team. Inclusion is the key to success – an environment in which all perspectives are heard, not just the opinions of the majority. For instance, unconscious bias and inclusive leadership training courses are firmly anchored in our training portfolio.
What profiles are you looking for to join the team?
We are looking for a wide range of profiles, as different perspectives and experiences enrich our team. Junior lateral entries with up to 1 or 2 years of professional experience or profiles with non-typical degree backgrounds for consulting are particularly welcome, not just Business Administration or (Economic) Engineering. We value the fresh ideas and new approaches that they bring to the table. We want to create an environment in which different models of life can be accommodated and promoted.
