Diversity & Inclusion
Openness, equal opportunities and mutual respect are core values of our corporate culture.
Because the working environment in the individual countries, plants and teams at thyssenkrupp is just as diverse as our 96,000 employees worldwide. And that's a good thing.
Innovation requires openness and curiosity for diverse approaches to solutions. The more perspectives, the better. That's why we see diversity in our workforce as an enrichment that we encourage and support at every level - it is a lever for better performance.
All employees should be able to develop freely and to their full potential at our company - regardless of origin, gender, skin color, religious beliefs, disability, age, sexual orientation and identity or other characteristics. When all employees are able to be their authentic selves, they are happier, healthier and more productive.
We manage our efforts within a dedicated Diversity & Inclusiveness department, whose head reports directly to the Chief Human Resources Officer Oliver Burkhard.
We live diversity and inclusion throughout the HR lifecycle. This starts with recruiting, which we design in such a way that all applicants feel addressed in our job advertisements, but also that all have fair opportunities due to the design of the application process. We also ensure this by designing the placement process accordingly during the rest of the career.
The Group companies and our employee networks (e.g. the women's network wow!, the LGBTI network, the tk Turkish Community, the women's network women@MX) are represented in our cross-segment Diversity Tribe, in which and with which there is regular exchange and cooperation on diversity issues. In addition, our guidelines on diversity are set out in our Code of Conduct and, in the future, in a Diversity Policy.
And because diversity can be stressful at first and we all have prejudices, we offer awareness training for our managers and employees that addresses topics such as "unconscious bias" or microagressions.
We at thyssenkrupp are fully committed to the United Nations International Bill of Human Rights and the UN Standards of Conduct for Business, are signatories to the Diversity Charter, the statement "TOGETHER AGAINST SEXISM AND SEXUAL HARASSMENT!", and we engage ourselves as PROUT EMPLOYER as a member of the PROUT AT WORK-foundation.
Increase in the proportion of women in management positions
With view to equal participation of women and men in management positions, thyssenkrupp voluntarily set itself a target to increase the share of women in management positions back in 2011.
Starting with a share of 8% in 2011, thyssenkrupp achieved steady improvement so that at the end of fiscal 2021/2022 the share was 13.1%. Despite continuing major challenges, thyssenkrupp aims to achieve a 17% share of women in management positions by the end of fiscal 2025/26. This share reflects the proportion of women in the overall workforce, which we call our "fair share" target.
We have implemented various measures to achieve this target. Among other things, we are increasing the proportion of women in our talent programs, which currently stands at 24.6 percent. As part of our talent and potential programs, we offer reverse mentoring and also cross-company mentoring.
At the initiative of the LeadHerShip network, female potentials in particular are given the opportunity to have a mentor from top management at their side in order to receive support in their career development. We have also established a mandatory shortlisting process for filling management positions. The shortlisting process stipulates that at least one diverse (female) candidate must always be nominated. Last but not least, the fair share target is a criterion in determining the compensation of the Management Board and is one of the targets in the Long Term Incentive Plan.
In our klar:text female edition and other formats we offer women the opportunity to exchange views on various topics, such as the different career paths for women at thyssenkrupp, but also on very personal issues.
With the Groupwide Web of Women (wow!) we offer women in all occupational groups and at all hierarchical levels at thyssenkrupp the opportunity to network and exchange ideas and also jointly address concerns with the thyssenkrupp Executive Board. And there are also various such women's networks in our subsidiaries (e.g. women@MX).
In addition, women from top management at thyssenkrupp have established the LeadHERShip network to create impulses for formats to promote women in leadership positions.