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Diversity & Inclusion
Our corporate culture is shaped by diversity, openness, and mutual respect. Equal opportunity and appreciation are core values that guide our daily actions and create an inclusive working environment. At thyssenkrupp, around 93,000 people from more than 140 nations work together – this diversity is firmly anchored in our DNA and actively drives innovation, collaboration, and sustainable success.
Shaping and promoting diversity together
We put diversity and inclusion into practice throughout the entire HR lifecycle. This starts with the recruiting process itself, which we design so that all applicants feel addressed by our job postings and have fair opportunities through the way the application process is structured. We also ensure this through the corresponding design of the placement process along the further career path.
Our company and employee networks (e.g., the women's network wow!, the LGBTQIA+ network, the tk Turkish Community, the women's network women@MX) are represented in our cross-segment Diversity Tribe, through which regular exchange and collaboration on diversity topics takes place. In addition, our diversity guidelines are set out in our Code of Conduct and, going forward, in a dedicated Diversity Policy.
Diversity is a success factor. The more diverse the teams, the more successful we can be. We learn from each other and benefit from the creativity and productivity that diversity brings. Every day.
Encouraging merit-based opportunities for management positions regardless of sex
With a view to equal representation of qualified employees in management, in 2011, thyssenkrupp set itself an aspirational goal to attract and retain qualified women to leadership positions.
The increase of qualified women in management from just 8% in 2011 to 16.1% as of September 30, 2024 shows that thyssenkrupp has made progress. Indeed, it already exceeds the aspirational goal of 16% by the end of the next fiscal year 2024 / 2025. At the time the initiative was created, the figure of 16% was the share of women in thyssenkrupp’s total workforce.
To take account of the importance of attracting and retaining the most qualified candidates in management, the aspirational goal for the increase of the proportion of women in management positions rose to 17% by fiscal year 2025 / 2026.
The Long Term Incentive Plan issued for FY 2022/2023 for the Executive Board of thyssenkrupp AG located in Essen reflects a target in alignment with these aspirational goals. Various measures have been introduced, mainly in Germany, to support our goal to attract and retain qualified women to leadership positions. In particular, we want to improve the compatibility of working and family life, for example, by providing support in childcare through company-owned childcare facilities at two sites, access to family-related services and an app-based tutoring service.
Additionally, thyssenkrupp is committed to compliance with Germany’s Act on the Equal Participation of Women and Men in Executive Positions. In that regard, details about the targets to be defined in accordance with Germany’s Act on the Equal Participation of Women and Men in Executive Positions are contained in the corporate governance statement.
Current key figures
Further topics in this area:
Work is a big part of our lives. At the same time, we must not forget the other part. A healthy balance between work and private life is important to us. That's why work-life balance is an integral part of our diversity management.Flexible working time models and hybrid working in particular are playing an increasingly important role here. Currently, we are increasingly switching to hybrid working wherever this is possible from an operational perspective: Working at home, on the move or in the office is becoming an integral part of flexible employment and working time models at thyssenkrupp (as part-time training, for example also). In 2021, thyssenkrupp already defined mobile and flexible working in the "Agenda for Hybrid Working". The guidelines described there are being developed and implemented locally.When it comes to childcare, we support our employees with a wide range of services, e.g. professional support free of charge to help them find suitable daycare places or arrange childminders, "surrogate grandparents" or babysitters and au pairs/spare tutors. Vacation care programs are also included. In addition, the thyssenkrupp company childcare centers "Miniapolis" in Essen & "Stahlsternchen" in Duisburg offer year-round care for children from the age of four months until they start school.In the Corona pandemic, our free homework and tutoring services have been and continue to be increasingly used, which can be an important help, especially in times of simultaneous home office and home schooling.In addition to childcare, we also offer our colleagues help in other challenging life situations, such as caring for family members or in times of psychosocial crisis.
In 2015 thyssenkrupp made an explicit commitment to the inclusion of people with disabilities in a declaration and sees this as a special corporate obligation. The aim is to make it easier for people with disabilities to join thyssenkrupp and to support them so that all people can participate and belong in society on an equal footing. Around 3,250 people with disabilities currently work at the thyssenkrupp in Germany (as of 12/2024). Throughout the company, severely disabled employees are supported by an elected representative who – together with the works council and the employer's inclusion officer – ensures that full use is made of employment opportunities for severely disabled colleagues in line with their abilities and disabilities, as well as providing assistance in contact with the authorities, for example.For the third time the thyssenkrupp internal "WIR für Inklusion (WE for inclusion)" award was also presented to recognize outstanding project work. This is not just about major workplace conversions (such as special lifting aids, work aids or a special glare shield). Small and special solutions for individual employees are also in demand.The award-winning projects often address current social challenges, such as the additional provision of training places for young refugees or measures in the context of the Corona pandemic.
thyssenkrupp's claim is clear: We want to create a working environment in which all employees are treated equally – regardless of gender identity or sexual orientation. No one should have to hide these for fear of reactions in the workplace. Because only those who are not busy hiding them feel comfortable and can develop their full potential.Since 2016, a network of now around 100 employees has been campaigning for the interests of lesbian, gay, bisexual, transsexual, transgender, queer, intersexual and asexual people at thyssenkrupp. The members provide education, raise awareness of LGBTQIA+, reduce prejudice and create tolerance. But they are not alone in these efforts. Oliver Burkhard, CHRO at thyssenkrupp, is involved as patron of the network. The network actively supports the Human Resources Management and especially Diversity & Inclusion department with its expertise and resources, e.g. in adapting HR processes, preparation of a "Gender Transition Guide” or training courses, but also in organizing events such as thyssenkrupp's participation in Christopher Street Day.In the meantime, an Pride network has also been established at thyssenkrupp Steel, which focuses in particular on industrial employees and plans and carries out joint activities in cooperation with the existing thyssenkrupp Pride network.In addition to our internal efforts, we also clearly position ourselves externally. For example, thyssenkrupp joined the PROUT AT WORK foundation in 2016 and has been PROUT EMPLOYER ever since.
At thyssenkrupp, the experience and expertise of our retired employees is not only valued but also built upon. That's why retired employees can return to work at thyssenkrupp on a temporary basis at Senior Experts GmbH, supporting our businesses with their valuable know-how. Age and experience are a clear added value! As a small element of our HR work, we also want to successfully counter the shortage of skilled labor with older experts. That's why thyssenkrupp is also a member ofDas Demographie Netzwerk e.V. (ddn).
FAQ
What does diversity and inclusion mean at thyssenkrupp specifically?
At thyssenkrupp, diversity and inclusion describe a working environment in which different backgrounds, perspectives, and experiences are deliberately included and valued. The goal is to provide equal opportunities for all employees and to foster a respectful working relationship, regardless of origin, gender, age, or other individual characteristics.
How does thyssenkrupp promote diversity throughout the entire employee lifecycle?
Diversity is taken into account throughout the entire employee lifecycle, starting with recruiting through to career development. This includes non-discriminatory job postings, structured selection processes, and measures to avoid unconscious bias. Development opportunities are also designed to be accessible to all employees.
Why does diversity drive innovation at thyssenkrupp?
Diversity brings together different ways of thinking and experiences at thyssenkrupp. This gives rise to new ideas and approaches to solutions that often don't emerge in homogeneous teams. Innovation thus becomes a direct result of a diverse working environment.
What measures does thyssenkrupp take to promote inclusion?
Inclusion is promoted through accessible working environments, targeted programs, and awareness-raising within the organization. The goal is to enable equal participation in working life for all employees.