Post by account_disabled on Mar 10, 2024 1:10:01 GMT -6
More than 50% of the team I have recruited in these two years is internal talent. But not only from Spain, but from 21 different nationalities that have gradually joined the company. And that's because we have the same foundation of corporate values, wherever you come from. My case is the best example: I come from Portugal, but I have lived in Paris and Barcelona. When I was in France I felt like a foreigner, but that was a learning experience. I adapted to their culture with humility, maintaining the same values. What are those values? We believe in the person, we are a single team, we take care of costs and we are entrepreneurial in spirit are some of the main values with which we have built our identity. I delegate a lot to people because we are a team. I always say that we can make mistakes, but those mistakes have to help us grow, become stronger and learn. My great goal is that my colleagues can be happy while they are at H&M. And the more opportunities to develop they have, the better. The cultural diversity of the human team is another element that is part of the company's DNA. How do they enhance it? There are 174 nationalities in the group.
And in leadership positions, 93 nationalities. In other words, diversity is an essential pillar in the company. But diversity is much more than nationality. One example is enough to make it clear: my department is made up of Bahamas Mobile Number List people of 21 nationalities, but we also have four different generations between 24 and 56 years old. And in stores we have people over 60 years old. Diversity goes beyond nationality or age, it is something cultural. How would we be customer centric if it weren't this way? Diversity is what makes us stronger and what makes us unique as a company. How is this diversity managed? We have applied an internal survey that allows us to know how our workers feel in terms of discrimination, trust, respect for equal opportunities, issues that are related to inclusion and equality. In addition, we have the Erling Persson Awards, awards in honor of the company's founder, awarded by the H&M workers themselves to their colleagues and which recognize those who contribute the most to the company's corporate culture and become an example to follow. continue for the rest. And the work-life balance policy? In the company as a whole, 75% of us are women.
This has led us to very defined work-life balance policies. We try to provide all the facilities. We have even hired women who have come pregnant to the interview. And that, of course, understanding what the corporate needs are and valuing its inclusion as a professional project that goes beyond pregnancy. What do you prioritize in a job interview? The first thing, logically, is the skills for the position. But then I look for love for the client. You can't work in a retail company if you don't have a passion for the customer. And this has to be for everyone, from the manager to the warehouse worker. And then, aspects of his life. It is essential that you have the ability to be resilient and that you can adapt to the change in the world and the change in the company. Attitude or aptitude? I would say attitude. I measure it by the company's values, because it is in our DNA. Internal development is something that is within our way of working and that we can transmit.
And in leadership positions, 93 nationalities. In other words, diversity is an essential pillar in the company. But diversity is much more than nationality. One example is enough to make it clear: my department is made up of Bahamas Mobile Number List people of 21 nationalities, but we also have four different generations between 24 and 56 years old. And in stores we have people over 60 years old. Diversity goes beyond nationality or age, it is something cultural. How would we be customer centric if it weren't this way? Diversity is what makes us stronger and what makes us unique as a company. How is this diversity managed? We have applied an internal survey that allows us to know how our workers feel in terms of discrimination, trust, respect for equal opportunities, issues that are related to inclusion and equality. In addition, we have the Erling Persson Awards, awards in honor of the company's founder, awarded by the H&M workers themselves to their colleagues and which recognize those who contribute the most to the company's corporate culture and become an example to follow. continue for the rest. And the work-life balance policy? In the company as a whole, 75% of us are women.
This has led us to very defined work-life balance policies. We try to provide all the facilities. We have even hired women who have come pregnant to the interview. And that, of course, understanding what the corporate needs are and valuing its inclusion as a professional project that goes beyond pregnancy. What do you prioritize in a job interview? The first thing, logically, is the skills for the position. But then I look for love for the client. You can't work in a retail company if you don't have a passion for the customer. And this has to be for everyone, from the manager to the warehouse worker. And then, aspects of his life. It is essential that you have the ability to be resilient and that you can adapt to the change in the world and the change in the company. Attitude or aptitude? I would say attitude. I measure it by the company's values, because it is in our DNA. Internal development is something that is within our way of working and that we can transmit.