Working with Schneider Electric
SThree sources people for companies across many sectors who need to reduce their carbon footprint. We also partner with sustainable energy equipment manufacturing clients, helping them source hard-to-find STEM specialists.
Schneider Electric, the world’s most sustainable corporation*, designs and manufactures sustainable products that help households and businesses use energy more responsibly, resulting in less wastage. Schneider Electric sees a 25-billion-euro turnover annually and is home to over 137,000 employees.
The company is passionate about diversity, equality and inclusion because it attracts quality applicants, widens the talent pool, improves retention and lifts people’s performance.
“At Schneider Electric we recognise that it is the people and culture which makes our business successful. Diversity is important, and we recognise people by gender, experience and background impact our ability, performance and growth – and it is these people that build the best culture and place to work," said Ana Pinto, Senior Talent Acquisition Partner, Schneider Electric
“Diversity is important, and we recognise people by gender, experience and background impact our ability, performance and growth.”
The company is passionate about diversity, equality and inclusion and has set itself some tough diversity targets to meet by 2025: for women to form 50% of new hires and 30% of senior leaders, up from around 43% and about one-quarter respectively now. SThree was one of the agencies tasked to help make it happen.
A talent partner since early 2020, SThree has placed a number of people into roles in the firm’s engineering team. When Schneider wanted to recruit a new engineering team leader, they came to us.
Computer Futures, one of SThree’s recruitment brands, recommended Kathleen Dunham for the position of engineering team leader. She was appointed in October 2021, the first time a woman has held an engineering leadership role at the company.
“It was fantastic, from the first time I engaged with SThree, they were very helpful in conveying to me what the role would entail and I have to say, the role is aligned to what they explained to me,” said Kathleen.
Ana explained what it’s like to work with SThree: “We’ve established a good open relationship, discussing the challenges that we have. It’s a partnership. They’ve put in place a team that can support us in high volume vacancies in highly technical roles.”
“SThree has been great at questioning our hire-manager mindsets about skillsets and profiles so our managers are more open to candidates they might not have previously considered,” said Ana. “Everyone at Schneider Electric recognises a diverse team is a better team, these people help shape the culture, performance and growth of our business and it’s critical we create a workplace where we all want to be.”
“From the first time I engaged with SThree, they were very helpful in conveying to me what the role would entail.”
Once hired, candidates are put onto retention schemes that continue to promote diversity. Like SThree’s IdentifFy+ female leadership programme, Schneider has a process for identifying high performing females and fast tracking their career pathways. Managers are also appraised on the progress of team members from underrepresented gender and ethnic groups.
Schneider Electric increased its chances of recruiting diverse candidates by being quick to embrace hybrid working. It also doesn’t insist on a certain number of office days a week. That enabled SThree to find specialist talent across the UK for Schneider’s west of England manufacturing plant, greatly widening the pool of candidates.
Kathleen added: “It was fantastic, from the first time I engaged with SThree, they were very helpful in conveying to me what the role would entail and I have to say, the role is aligned to what they explained to me.”
* Schneider Electric ranked number 1, out of more than 8,000 corporations assessed for 2021 Global 100, in a prestigious annual list compiled by Corporate Knights, a media and research company focused on corporate sustainability performance.Find sought-after specialists
Read more insights
The brave new world of work
Globally, there’s been huge growth in remote working over the past two years. But opinions differ on what the future of work should look ...
Ground-breaking engineering projects
From historical ingenuity that broke boundaries to modern-day advancements, we look at some of the world's ground-breaking engineering pr...
In our global report we look at what influences early career talent into STEM, and how can employers attract the talent of the future
What influences early career European talent into STEM, and how can employers in Europe attract the talent of the future?
United States report
What influences early career American talent into STEM, and how can employers in America attract the talent of the future?
Asia Pacific report
What influences early career Asian talent in STEM, and how can employers in the Asia Pacific region attract the talent of the future?
What influences early career African talent in STEM, and how can employers in Africa attract the talent of the future?
Tech talent will transform the logistics sector
Specialist STEM skills will be crucial to enabling a successful transformation of the logistics industry in order to keep up with demand ...
Tackling the skills shortages within the life sciences industry
The burgeoning life sciences industry is facing a skills shortage, particularly in digital, data and engineering. How can it close the gap?
The rise of the contractor
With unemployment at a low and many companies open to new and unconventional working practices, contracting, and how it’s delivered, is o...
STEM professionals want planned-in career development
STEM professionals don’t just want a job they expect employers to offer them opportunities that help develop their careers
A brighter future beckons for women in STEM
How do we keep the momentum going to support more women in their pursuit of a career in STEM?
Money is talking
Salary and benefits are the top consideration for candidates when looking for a job and they can afford to play hardball
Now it’s time for employers in STEM to be flexible
To attract the best, most diverse talent, employers must embrace a flexible approach
Salary and benefits are still the top priority for STEM candidates
Companies who delay in recognising market value of sought-after specialists risk losing them to a better considered offer.
Flexible working options are no longer regarded as an added benefit
Flexible working options are no longer being regarded as an added benefit – they are now expected to be a standard given of employment.
Women are a powerful source of new talent
Women are a powerful source of new talent to help address the STEM gender gap and shortages of STEM skills. But there is still work to do.
Employers need to recognise the value of career development
Employers need to recognise the value of having clear career pathways to attract and retain sought-after specialists.