Skip Navigation
Diversity & Inclusion

Diversity & Inclusion

Diversity breed success

We believe that different cultures enrich us and make working together more enjoyable and more successful. We are committed to a corporate policy that values, supports, and utilizes diversity.

This is demonstrated, for example, in our mission statement, in our management principles, and by our signing of the “Diversity Charter”. Diversity & inclusion management is therefore a fixed component of our HR policy. In 2011 thyssenkrupp also signed the joint declaration by the 30 DAX companies on “Women in leadership positions”. We are firmly behind the goals set out in the declaration – such as for example promoting STEM subjects. Together with technical universities thyssenkrupp is involved in the career network Femtec, which supports female students in technical subjects. In this way we make it easier for female talent to enter engineering occupations.

Support for people with disabilities

Support for people with disabilities

In 2015 thyssenkrupp also issued a statement expressing its commitment to inclusion. In the joint statement by the Group Executive Board and employee representatives, we commit to recruiting and supporting people with disabilities and to reporting regularly on progress with inclusion. Inclusion is aimed at equal participation and involvement by all people in public life. Nobody should be excluded from leading a self-determined life because of a disability, and this includes the right to an education and the right to work. thyssenkrupp regards workplace inclusion, i.e. self-determined and equal participation by people with disabilities in working life, as a special corporate responsibility. Currently around 3,300 people with disabilities work in the Group’s German companies.

We at thyssenkrupp value each other. All employees should have equal opportunities. That is part of our corporate culture. The inclusion agreement underlines these values and provides a framework for implementing them.

Oliver Burkhard, CHRO of thyssenkrupp AG

  • 14.9 percent

    proportion of women in total workforce (2014/2015)

  • 10.2 percent

    proportion of women in leadership positions (2014/2015)

  • 140

    number of nationalities in the Group

  • 34

    number of languages in the Group

Support for women in the Group

Target in our sights: By 2020 we want to have 15 percent women in leadership positions

Support for women in the Group

Our measures are taking effect: In the past fiscal year the proportion of women in leadership positions rose by 1.4 percentage points to 10.2 percent (prior year: 8.8 percent). In 2011 thyssenkrupp also signed the joint declaration by the 30 DAX companies on “Women in leadership positions.” We are firmly behind the goals set out in the declaration – such as, for example, promoting STEM subjects. Together with technical universities, thyssenkrupp is involved in the career network Femtec, which supports female students in technical subjects. In this way we make it easier for female talent to enter engineering occupations.

thyssenkrupp’s 20-member Supervisory Board already includes five female members today, two on the shareholder representative side and three on the employee representative side. More information on implementation of the law on the equal participation of women and men in leadership positions in the private and public sectors can be found here.

Companies in which diversity is firmly established achieve better results: They are 69 percent more profitable.

Oliver Burkhard, CHRO of thyssenkrupp AG

Law to increasing the proportion of women in leadership positions

Commitments to increasing the proportion of women in leadership positions in accordance with paragraph 76 (4) and paragraph 111 (5) of the German Stock Corporation Act

Under the May 2015 law on the equal participation of women and men in leadership positions in the private and public sector, certain companies in Germany are required to set targets for the proportion of women on the supervisory board, executive board, and the two management levels below, and to specify a deadline for meeting these targets. On September 9, 2015, the Supervisory Board of thyssenkrupp AG set a target of zero percent women on the Executive Board of thyssenkrupp AG, to be implemented by June 30, 2017. This reflects the current status. For the Supervisory Board of thyssenkrupp AG a statutory minimum quota of 30% women and 30% men must be observed from January 1, 2016 when appointing new Supervisory Board members.

For the first management level below the Executive Board, the Executive Board of thyssenkrupp AG has adopted a target of eight percent, to be implemented by June 30, 2017. For the second management level below the Executive Board, the Executive Board of thyssenkrupp AG has adopted a target of 23 percent, to be met by June 30, 2017. The target for the first management level represents an increase from the current level of five percent. The target for the second management level reflects the current status. This does not, of course, rule out an increase in the proportion of women at this management level. The implementation period adopted is the maximum period permitted for the first implementation deadline.

Work/life balance

Work/life balance

Work is a big part of our lives. But it’s not the only part. We believe a healthy work/life balance is important, which is why it’s an integral part of diversity management at thyssenkrupp. We support our employees worldwide with offers such as parent-and-child offices, childcare providers and care advice, and employee assistance hotlines.

LGBTI

LGBTI

Formed in 2016, our thyssenkrupp employee network LGBTI@thyssenkrupp raises awareness in the company for LGBTI issues and the concerns of lesbian, gay, bisexual, transgender, and intersex employees.

To the top