The Lufthansa Group is to pursue a more 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.
A challenging set of goals has been set against the background of the implementation of recent legislation requiring equal participation of men and women in management positions in both private and public sectors.
Beyond the statutory quota, the Lufthansa Group companies have set themselves common target levels, which each of the companies is to make their own contribution towards, given the respective framework conditions in each case.
In 2016 Lufthansa Group has set targets for the women’s quota with a deadline for their achievement of 31 December 2021. For the Executive Board of Deutsche Lufthansa AG a target quota of 30% and for management level 1 and 2 below the Executive Board a target quota of 20 percent (Lufthansa Group: 17,7 percent) and 30 percent (Lufthansa Group: 23,7 percent) has been set.
Lufthansa will further intensify its efforts in this area in order to remain an attractive employer in future – with particular emphasis on modern and flexible working arrangements and family-friendly conditions, as well as the systematic management of talent, and the anchoring of diversity goals as an integral part of the management responsibility and of the corporate image of the Lufthansa Group. For further information see the summarized non-financial report.
Deutsche Lufthansa AG currently fulfils the requirements for the composition of the supervisory board with a minimum percentage for men and women of 30 percent for shareholder and employee representatives.