The Lufthansa Group pursues a comprehensive approach to diversity, whereby diversity in terms of gender, demographic and ethnic background is seen as the bringing together of a range of different perspectives and a way of strengthening the competitive position of the company.

Against the background of the implementation of the Act on Equal Participation of Women and Men in Leadership Positions in the Private and Public Sectors, ambitious goals have been set throughout the Group, which the companies of the Lufthansa Group strive to achieve, taking into account the respective framework conditions. In order to achieve these targets, the Group-wide talent promotion program was supplemented by further gender-specific measures and programs.

The Lufthansa Group will continue to intensify its efforts to remain an attractive employer in the future, especially with a focus on modern and flexible working conditions and family compatibility as well as systematic talent management. Anchoring diversity goals in management responsibility is part of the Lufthansa Group's self-image. See also the comments in the condensed non-financial statement.

Management levels below the Executive Board

In 2016, the Executive Board set targets for the proportion of women at the two management levels below the Executive Board of Deutsche Lufthansa AG. At the end of the target achievement period on December 31, 2021, the proportion of women at the first management level was 20.5 percent (target quota: 20 percent) and at the second management level 26.9 percent (target quota: 30 percent). 
Extensive reorganization measures throughout the Lufthansa Group as a result of the Covid-19 pandemic have led to a shift in management positions between the two management levels. At the same time, a large proportion of management positions have been filled or eliminated, with a targeted approach to and consideration of women in the selection process. Even if the targets set for the second management level could not be achieved by the end of 2021, the goal of increasing the proportion of women at all management levels remains in focus. To this end, the Lufthansa Group has set itself the task of sustainably anchoring the topic of gender diversity in its management culture as part of the Executive Board project "Female Leadership Boost. In addition to a fixed percentage of women for shortlists for management positions, the project includes awareness training for all executives of the LH Group as well as a broad portfolio of individual development measures for female talents.

At the end of the target achievement period, the Executive Board again set targets for the proportion of women at the two management levels below the Executive Board of Deutsche Lufthansa AG. These are 25.7 percent for the first management level and 30.6 percent for the second management level. The deadline for achieving the new targets was set at December 31, 2025.

Executive Board and Supervisory Board  

In December 2016, the Supervisory Board set a target of 30 percent for the proportion of women on the Executive Board of Deutsche Lufthansa AG. Christina Foerster is currently one woman on the six-member Executive Board. This means that the minimum participation requirement now stipulated by law has been met. However, by the end of the target achievement period on December 31, 2021, the self-imposed target had not been met. When filling Executive Board positions, the Supervisory Board has always paid particular attention to female candidates. The shortlist of the most suitable candidates always included at least one woman. Overall, the best person for the company was always selected, taking into account the requirements profile drawn up and appreciating the personality as well as the professional experience, successes and competencies.

Deutsche Lufthansa AG meets the requirements for the composition of the Supervisory Board with a minimum proportion of women and men of 30 percent each for both the shareholder and the employee side. As of December 31, 2021, 40 percent of the Supervisory Board members on both the shareholder and employee side were women.