At Schneider Electric, there is a big focus on inclusion and diversity across the company. This is shown in several aspects of our work across the organization, everything from the initial hiring decision to making sure we continuously exhibit inclusion and teamwork towards our coworkers in our everyday workday. This is not just a business strategy or some quota we need to fill because society demands it – it is an ingrained part of our business values also known as our IMPACT values.

With this in mind, I decided to talk with some of our Nordic communities that focus on diversity and inclusion to get a better understanding of what specifically is being done in this area. When I started conversations with representatives from the communities, I expected to hear about calendars filled with events, initiatives and success stories, but what stayed with me was something quieter and, in many ways, more meaningful.

Across the Nordics, these communities take different shapes. They have different names, different focus areas and different ways of working. Some focus more specifically on gender representation; others take a broader approach to diversity and inclusion. But they are united by a shared intention: to create spaces where people feel included, represented and supported.

Different names, shared intentions

In Schneider Electric, there is no single blueprint for how inclusion communities operate across the Nordic countries, and that is likely a strength rather than a weakness. Local context, culture and priorities shape how each community evolves, what it focuses on and how visible it is at any given time. Some examples of events done during the last year are celebrating International Women’s Day, dinner parties or breakfast events for community members, and participating in events held by external partners.

Some initiatives are more active; others are currently in quieter phases. All of them, however, are driven by colleagues who engage voluntarily alongside their daily roles, motivated by a desire to make a difference rather than by formal mandates. What stood out in my conversations was the openness about this reality – there was no attempt to present activity for activity’s sake, just honest reflections on where each community is today.

When inclusion work isn’t loud

We often associate strong communities with visibility in the form of events, campaigns, communications and so on. But the conversations reminded me that inclusion work does not always need to be highly visible to be impactful. Sometimes, the value lies in knowing that a space exists. Whether it’s a network, a forum or simply a group of people who are open to dialogue. A place you can engage with when you need it, and step back from when you don’t.

Not everyone has the same needs, capacity or energy at the same time. And inclusion communities should be able to accommodate that. Belonging is not always expressed through participation, sometimes it’s felt quietly.

My personal experience

As a woman in Schneider, being a part of an organization where these kinds of communities exist matters to me. Even when activity levels vary, their presence signals that diversity and inclusion are not abstract concepts, but ongoing conversations we are willing to have.

Some of the Nordic communities focus explicitly on women, others approach inclusion more broadly. For me, both perspectives are important. Creating inclusive environments is rarely about a single dimension. It’s about understanding intersections, listening to different experiences and leaving room for multiple ways of belonging.

These conversations made me reflect on how inclusion work often moves in waves. There are moments of high energy and visibility, and there are slower phases focused on reflection, learning and alignment. Both are necessary.

In the case of the Danish community, Women in Growth, the community’s focus on women was highly relevant when the community was first started. The Women in Growth community offered a place for the women of the organization to meet, to talk about each person’s experiences and inspire each other. Now, three-four years later, the community title remains the same, but the focus of the community is broader. The community isn’t just for women – it’s for everyone that wishes to participate.

As someone, who has only recently joined the Women in Growth community, it’s comforting to see that so few years can make such an impact. That we as both an organization and a community can continue to grow and further develop in a positive direction. Where inclusion and diversity is something that actually matters and is continuously being worked on and improved.

Holding space for what comes next

The Nordic communities may not always be loud or highly visible, especially outside the organization, but they are present. They represent shared values, local commitment and the understanding that meaningful change takes time and effort.

Perhaps their quiet strength lies in exactly that: holding space. Space for conversations, for growth, and for future engagement, in whatever form it may take. As our organization continues to evolve, that steady presence remains an important foundation for building a truly inclusive workplace.

If this reflection resonated with you, we invite you to join the conversation. What does inclusion look like in your organization? And what role does communities – quiet or visible – play in making people feel they belong?

About the author

Pernilla Sørensen

Student Assistant – Talent Acquisition