Diversity & Inclusion
Openness, equal opportunities and mutual respect are core values of our corporate culture.
Because the working environment at thyssenkrupp is just as diverse as our employees. 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. 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.
We at thyssenkrupp are therefore 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 and are involved in the Prout Employer network.
Increase in the proportion of women in management positions
With a 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 as part of a Europe-wide initiative.
Starting with a share of 8% in 2011, thyssenkrupp achieved steady improvement so that at the end of fiscal 2020/2021 the share was 12.2%. Despite continuing major challenges, thyssenkrupp aims to achieve a 16% share of women in management positions by the end of fiscal 2024/25. 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 23 percent. As part of the talent development program and also of the initiative of the LeadHerShip network, targeted mentoring programs are offered to support the career development of young female employees. We have also established a mandatory shortlisting process for filling management positions. The shortlisting procedure stipulates that at least one 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 one of the targets in the Long Term Incentive Plan.
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. In addition, women from top management at thyssenkrupp have established the LeadHERShip network to create impulses for formats to promote women in leadership positions