NEWTOWN SQUARE, Pa. — SAP SE (NYSE: SAP) today announced that SAP America has been named to Fortune’s 50 Best Workplaces for Diversity list, and designated by the Human Rights Campaign as a top workplace for lesbian, gay, bisexual and transgender (LGBT) equality for the fourth straight year.
The company ranked 41 on the list of the 50 best workplaces for diversity by global research and consulting firm Great Place to Work® and Fortune. Inclusion in the prestigious list is based on employee assessments of workplace fairness, opportunities for training and access to senior leadership, among other factors.
SAP America also received, for the fourth consecutive year, a perfect score of 100 percent on the Human Rights Campaign Foundation’s 2017 Corporate Equality Index (CEI), a national benchmarking survey and report on corporate policies and practices related to LGBT workplace equality.
“Fostering a culture of inclusion has been critical to SAP’s success as a business,” said Jennifer Morgan, president, SAP North America. “It is the cornerstone of our work to build and retain an engaged, talented workforce that is fueling continuous innovation across the company. And while there remains a lot more to do, we look forward to continuing to deliver upon our commitment to embrace people’s differences, not just because it’s the right thing to do, but because it makes all of us better leaders and SAP a better business.”
Diversity and inclusion have become topics of increasing importance and priority for SAP. In the past year, SAP hit a number of milestones that highlight the emphasis it has placed on creating a more diverse and inclusive culture. These include:
- Becoming the first technology company in the United States to be awarded the Economic Dividends for Gender Equality (EDGE) certificate, a leading global standard for gender equality in the workplace recognized across all industries. SAP America was EDGE certified in January. Additionally, in September of this year, SAP SE became the first multinational technology company to achieve EDGE certification.
- Taking steps to close the gender pay gap. SAP America conducted an internal pay equity study of its U.S.-based employees. The study found that 99 percent of employees were paid equally, and SAP made upward pay adjustments to the 1 percent who were not.
- Progressing toward its board-level commitment to reach 25 percent women in leadership by year-end 2017. Women currently make up more than 32 percent of SAP’s global workforce and 24.3 percent of all management positions globally, up from 19.6 percent in 2013. In North America, women currently make up 33.6 percent of the workforce and 30 percent of all leadership positions.
- Working toward a goal of having 1 percent of its global workforce be comprised of people who are on the Autism spectrum. The goal is part of SAP’s Autism at Work To date, more than 100 employees from nine countries have joined SAP as part of the program.
- Introducing the expansion of medical benefits offered to transgender employees and their dependents for 2017.
- Strengthening its partnership with the Americas’ SAP User Group and Delaware State University through Project Propel, through which Historically Black Colleges and Universities (HBCU) provide their students with valuable knowledge of the latest SAP technologies.
- Being home to more than 80 employee network groups, such as the Business Women’s Network, Black Employee Network, Latinos at SAP, and Pride@SAP, which support or implement initiatives that help attract, retain, train and promote people of diverse backgrounds.
- Being an inaugural signatory of the White House Tech Inclusion Pledge, not just to showcase SAP’s commitment to diversity but to bring awareness to the fact that diversity positively influences innovation and the bottom line.
- Rolling out Business Beyond Bias, a comprehensive, highly integrated company-wide initiative focused on SAP’s leadership and commitment to eliminate bias and drive inclusive cultures for better business results, starting with our own company.
“We are incredibly proud of the progress we have made over the last several years in the area of diversity and inclusion,” said Anka Wittenberg, SAP’s chief diversity and inclusion officer. “We are committed to continuing our efforts to make SAP more inclusive, and are using our own technology to identify and eliminate bias — for our organization, as well as for our customers.”
Steve Collins, +1 (617) 335-5456, firstname.lastname@example.org, ET
Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.