Belief@AVEVA
The Belief group comprises employees of various faiths and spiritual outlooks. It exists to support the recognition and respect of the many denominations, beliefs, traditions, and religious practices within AVEVA.
The group works to increase awareness and acceptance of diverse beliefs through educational content and activities. It also provides support for the issues that arise around varying beliefs.
BLACK Voices
BLACK = “Building Leaders and Cultivating Knowledge.” The mission of BLACK Voices is to enhance, support, and strengthen the global relationship of Black employees within AVEVA while bringing awareness to allies.
By increasing Black representation within the company, BLACK Voices amplifies career opportunities in the technology industry for underrepresented groups and encourages the development of future leaders.
The group meets monthly to advance inclusive and anti-racist practices across the company
Disability@AVEVA
Disability@AVEVA serves as a safe, empathetic space where disabled colleagues and their allies can come together for peer-to-peer learning and support.
The group also works to raise awareness of workplace issues that affect neurodiverse people and people with disabilities. It drives improvements in accessibility and inclusivity from software design and internal communications to social etiquette and physical office spaces.
Generations@AVEVA
At AVEVA, we have four generations working side by side. Generations@AVEVA aims to harness the power of this multigenerational workforce.
Its members are experienced professionals who have survived and thrived through decades of transitions, corporate growth, and the ups and downs of the global economy. They advocate for mature employee needs, continue to build their skills, and transfer invaluable knowledge and experience to younger team members.
Pride@AVEVA
Pride@AVEVA is committed to creating a safe, inclusive, and supportive space for everyone, regardless of sexuality and gender identity, so that all AVEVA employees can be their authentic selves at work.
- The group has three priorities:
- Celebrating the LGBTQ+ community
- Educating the wider AVEVA population
- Outreach beyond the organisation
This global group meets monthly and plans events throughout the year, including drawing focus to Pride Month every June.
Salute@AVEVA
Salute was founded in 2019 by employee Leticia Garcia shortly after her daughter joined the United States Marine Corps. “Military families deal with unique circumstances,” says Leticia. “And as a MoM (Mom of Marine), I know firsthand the importance of having a community with which to share common experiences, thoughts, and feelings.”
Salute initially worked to develop a military-friendly culture that supports both veterans and family members of military personnel. Since 2020, its remit has expanded to include frontline workers and first responders.
Wellbeing@AVEVA
Formed in 2020 during the COVID-19 pandemic, Wellbeing@AVEVA is dedicated to helping employees lead healthier, happier lives. It meets twice monthly to discuss and plan global wellbeing initiatives and events while providing peer-to-peer support and social connections.
The network has hosted World Mental Health Weeks, stress management webinars, and mindfulness education. Thanks to members’ candid blogs, it has also prompted important internal conversations around grief, stress, addiction, and illness.
Women@AVEVA
Women@AVEVA is our most established employee group. It’s focused on creating an increasingly supportive environment for women within the company. The group continues to expand its community of professional women with AVEVA who feel empowered to actively manage and grow their careers.
The group is also focused on local outreach and opportunities for women in the science, technology, engineering and mathematics sectors, and plays a particularly important role within our Research and Development function.
Regional networks
Cultural differences across the world mean there is no one- size-fits-all approach to diversity, equity, inclusion and wellbeing. That’s why we have regional networks in all three of our regions – the Americas; Europe, Middle East, and Africa; and Asia Pacific.
Each regional group has access to an impact fund, which they can draw on for activities, events, and training that will appeal to local employees.
The groups also share stories from local employees about what diversity and inclusion actually looks like within the organization, bringing local flavor to our global focus on DEIW.
