‘We act for a climate-positive world, are efficient with resources, live up to our principles of trust, create equal opportunities’

US multinationals in Ireland have built strong links in the communities in which they are based, giving back by running initiatives such as community clean-ups or operating food banks. Diversity and inclusion in the workplace also form a crucial part of many companies’ corporate and social responsibility (CSR) strategies. Here we focus on the various CSR initiatives of one such business – Schneider Electric – and the benefits for both business, local communities and society.

According to Rhonda Doyle, senior director of field services operations UK and Ireland with Schneider Electric, CSR is a core part of the company’s mission and purpose.

“From helping our customers work towards their energy efficiency and sustainability targets to our own internal ESG programme and diversity, equality and inclusion (DE&I) initiatives, it is at the heart of what we do,” she says.

The Schneider Electric Sustainability Impact Programme incorporates the UN’s 17 Sustainable Development Goals and is fully integrated into the governance processes and bodies that design and execute the group strategy internally and externally at every level, she notes.

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“Covering all aspects of CSR, we act for a climate-positive world, are efficient with resources, live up to our principles of trust, create equal opportunities, harness the power of all generations, and empower our local communities,” Doyle says, noting that the organisation has been ranked in Corporate Knights’ Global 100 sustainable corporations every year since 2012, winning the top spot as the world’s most sustainable company in 2021.

We empower local communities by promoting local initiatives and enabling individuals and partners to make sustainability a reality for all

—  Rhonda Doyle, Schneider Electric

A key aspect of the Sustainability Impact Programme includes boosting the organisation’s efforts toward fighting climate change and social inequality, and fulfilling local commitments. Doyle explains that one of its key projects, in partnership with Host in Ireland, is the DCs for Bees Orchards in the Community Project. “The aim of DCs for Bees is to make Ireland more pollinator-friendly and support the survival of our pollinators for future generations. The programme, backed by 48 partners from the data centre industry, will plant 3,000 orchards in Ireland to encourage biodiversity and create priority habitats for bees. Schneider Electric Ireland has pledged a total of 200 orchards, cementing the company’s commitment to sustainability and preserving biodiversity.”

Local initiatives also extend to volunteering days and community outreach, Doyle says. “We empower local communities by promoting local initiatives and enabling individuals and partners to make sustainability a reality for all,” she says. The company will launch its first annual UK&I Volunteering Day on July 14th, providing an opportunity for employees to join a volunteering initiative in their local communities or work for a cause close to their hearts.

“Also giving back to the local area, our Galway office is carrying out a litter collection in Merlin Woods, and our other Irish offices are undertaking similar activities for their communities.”

A big focus for me is building our female employees’ sense of belonging, expanding their horizons

—  Rhonda Doyle, Schneider Electric

Diversity, equity, and inclusion are also core to the company’s Sustainability Impact Programme – Doyle says the creation of equal opportunities and “harnessing the power of all generations” are key priorities for the organisation. “We recently added two brilliant women to our leadership team – Monica Madan as chief financial officer and Juliana Moraes as tender director – and we are providing more opportunities for people to diversify and expand their profile in zone roles across the UK and Ireland. As well as greater diversity in leadership, we continue to drive female recruitment at every level, giving women moving into the sector the tools they need to succeed.”

At Schneider Electric there are “golden rules” for hiring, where the process must include a diverse panel from the start and have HR sign-off on roles to ensure that DE&I is taken into account. This approach has led to an 8 per cent increase in female frontline manager representation, while in April, 75 per cent of new hires were women. “We now have higher female representation across the board, including 41 per cent in the executive committee, 45 per cent in the board of directors and 27 per cent in frontline managers, and have achieved over 90 per cent female retention,” notes Doyle.

The organisation held its inaugural UK & Ireland Women’s Networking Conference last year, exploring themes such as women supporting women, career conversations and choices, empowerment, and life balance. “A big focus for me is building our female employees’ sense of belonging, expanding their horizons, and upskilling them to excel in their roles at Schneider Electric,” Doyle adds.