December 23, 2021
December 23, 2021
After a diverse set of experiences in HR in different industries and organizations, I've joined Signify as Country HRBP of Turkey as part of METAP organization in 2016. I've worked on various topics like competency building, succession development, developing stronger employer brand through campus engagement, and designing programs to build an early career talent pipeline.
Next to my local responsibilities, I have participated in many regional initiatives to support the Market people agenda, facilitating sessions on managing change and transitions to driving operational excellence programs. After two years in my role, I have shared my interest in developing my understanding and skillset in the talent and organizational development domain.
A few months later, I've received a call from our Global Head of Talent about a stretch assignment opportunity in her team where I was able to work on a global scale project with a totally new scope and new stakeholders. It was a good challenge, and I felt the support from my manager and assignment sponsor, and it was energizing to experience new horizons. This assignment allowed me to expand my professional network in the company and built a better understanding of what other roles and responsibilities that I could take as a next in my career. After it, I have been selected as a new Talent Partner for the Businesses and relocated to Amsterdam, the Netherlands with my family.
To meaningfully prioritize diversity, equity, and Inclusion in the workplace is not only the right thing to do — it is a business imperative. Substantial research shows that diversity brings many advantages to an organization: increased profitability and creativity, stronger governance, and better problem-solving abilities.
Today's business case is stronger than ever, and DE&I is getting more attention and prioritizing the governments, investors, and leaders' agendas. While we recognize the core benefits of diversity, diversity itself will not automatically lead to more profitability, innovation, and effectiveness without Inclusion.
Do our colleagues feel valued and respected – regardless of who they are? Do our colleagues have meaningful relationships and interactions with their peers and managers? Do our colleagues feel empowered to speak up and share their views? Do our colleagues have the power to influence their work and practices? Do we commit to learning from cultural differences and de-bias ourselves? These should be the questions that we ask ourselves and our leaders to reap the real and full benefits of DE&I in our organization.
First of all, I'm proud of our commitment to DE&I. We recognize that our workplaces, marketplaces, and communities are made up of individuals from different genders, nations, cultures, ethnic groups, generations, backgrounds, skills, abilities and all the other unique characteristics that make each of us who we are – and we want to make sure that we provide equal access to opportunities and resources, regardless of these factors.
Recently we have signed the UN Women Empowerment Principles, which underlines our commitment and signals to our stakeholders that we will continue to educate ourselves, work more on our processes to provide more inclusive and equitable experiences first to our colleagues then to our ecosystem.
Next to that, we have launched a new Diversity, Equity and Inclusion awareness course in which we have worked together with a diverse group of colleagues and consultants. This course will provide a meaningful foundation for our colleagues to become more aware of what DE&I is, how we act upon it as an organization, and what they can do individually to support it. In this way, we can create a feeling of belonging and pride in the great company we are building together.
We have planned a five-year roadmap to build a sustainable DE&I strategy in our organization, which starts with a focus on creating a shared understanding. DE&I Awareness course was one of the first initiatives that will follow follow-through many other global and local initiatives to become better Allies of Inclusion.
Next to this, I am working closely with our D&I Board, Leaders, HR Team, Global D&I Champions Network, and Connection Point Groups to build more inclusive and equitable people & business processes. I consider DE&I a long-term journey and commitment; Rome was not built in a day, but they were laying bricks every hour, so we will continue to learn and advance in this journey.
Signify (Euronext: LIGHT) is the world leader in lighting for professionals and consumers and lighting for the Internet of Things. Our Philips products, Interact connected lighting systems and data-enabled services, deliver business value and transform life in homes, buildings and public spaces. In 2022, we had sales of EUR 7.5 billion, approximately 35,000 employees and a presence in over 70 countries. We unlock the extraordinary potential of light for brighter lives and a better world. We achieved carbon neutrality in 2020, have been in the Dow Jones Sustainability World Index since our IPO for six consecutive years and were named Industry Leader in 2017, 2018 and 2019. News from Signify is located at the Newsroom, Twitter, LinkedIn and Instagram. Information for investors can be found on the Investor Relations page.