Diversity & Inclusion

Diversity & Inclusion

Diversity breeds success!

Diversity & Inclusion Management is a fixed part of our HR policy. This is also demonstrated in our mission statement, our management principles, with our signing of the “Diversity Charter” as well as with our commitment to the “UN Standards of Conduct for Business” tackling discrimination against LGBTI people. Furthermore, Diversity is a business case: several studies confirm that diverse teams are more successful, innovative, creative and productive.

  • 15.4 percent

    proportion of women in total workforce (09/2019)

  • 12.6 percent

    proportion of women in leadership positions (09/2019)

  • 23 percent

    proportion of women in talent pools (09/2019)

  • 149

    number of nationalities in the Group (09/2019)

15.4 percent

proportion of women in total workforce (09/2019)

12.6 percent

proportion of women in leadership positions (09/2019)

23 percent

proportion of women in talent pools (09/2019)

149

number of nationalities in the Group (09/2019)

Commitments to promote the participation of women in leadership positions in accordance with §76 (4) and §111 (5) of the German Stock Corporation Act and information on minimum representation on the Supervisory Board

thyssenkrupp has been pursuing a Groupwide strategy to promote diversity since 2013. Among other things we aim to achieve a 15% proportion of women in all the Group’s leadership positions by 2020. We report on this strategy and progress made in the “Employees” section of the annual report.

Currently 24 German companies of the thyssenkrupp Group are additionally subject to a statutory obligation to set targets for the proportion of women on supervisory boards, management boards, and two management levels below, in each case specifying a deadline for meeting these targets. All companies concerned have fulfilled this obligation. All the initial implementation deadlines expired on June 30, 2017. In the implementation period the share of women on supervisory boards was increased from 13% to 20%. There is no supervisory board without a female member. The number of Group companies without women on the management board was also reduced. For the period after June 30, 2017 the companies have set new targets for the proportion of women on supervisory boards, management boards, and the two management levels below. The implementation deadlines run until June 30, 2022.

For the Supervisory Board of thyssenkrupp AG, the rule is that the board must be composed of at least 30% women and at least 30% men. The overall proportion of women on the Supervisory Board is 25%. In the past fiscal year an employee representative stood down from the Supervisory Board and was replaced by a court-appointed male employee representative after the employee side objected to joint fulfilment of the minimum quota by the Supervisory Board as a whole. As the employee representative side already had a 30% proportion of women members, the legal requirements for the appointment were met.

The Supervisory Board of thyssenkrupp AG initially set a target of 0% women on the Executive Board of thyssenkrupp AG, to be implemented by June 30, 2017. For the period after June 30, 2017 the Supervisory Board has now set a target of 20%, to be implemented by June 30, 2022. The composition of the Executive Board has since remained unchanged.

The Executive Board of thyssenkrupp AG had adopted targets of 8% for the first management level and 23% for the second management level, also to be implemented by June 30, 2017. 5% female representation was achieved at the first management level and 23% at the second. This means that the proportion of women at the first management level did not reach the 8% target in the first implementation period. It was not possible to fill a first management level position with a female candidate within the short initial implementation period. thyssenkrupp AG is working to increase the number of women in the talent pool with the skills required for these positions. For the period after June 30, 2017 targets of 11% for the first management level below the Executive Board and 25% for the second now apply, to be implemented in each case by June 30, 2022. At the same time the Executive Board of thyssenkrupp AG continues to pursue the aforementioned Groupwide strategy targeting a global 15% proportion of women in all leadership positions by 2020.

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 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 3.744 people with disabilities work in the Group’s German companies.

Additionally in 2019, the thyssenkrupp internal award “WIR für Inklusion“ was assigned for the second time – herewith outstanding projects and engagements of thyssenkrupp companies are dignified.

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

Support for women in the Group

Our target: 15% women in leadership positions until 2020

Support for women in the Group

Important targets of our Diversity Management are bringing more women in leading positions and enabling compatability of family and work also for men. Since we started in 2012 to foster women systematically, their share in leading positions has increased constantly and has more than doubled until today: from 5.8% in 2012 to 12.6% in the fiscal year 2018/2019. Until 2020, we aim for staffing at least 15% of leading positions with females. Therefore we take care that lots of women are represented in our talent pools and are recognized reasonably and fairly in our staffing. In 2011, thyssenkrupp also signed the joint declaration by the 30 DAX companies “Women in leadership positions”. Today, we are listed in the MDax but we stick clearly to the aims mentioned in the declaration – e.g. the support of women in STEM subjects. In this way, we make it easier for female talents to enter engineering occupations.

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.

Since 2016, tk is Proutemployer (https://www.proutemployer.com) and committed to the UN-Standards of Conduct for Business in 2018 to tackle discrimination of LGBTI people in the Group.

Proutemployer