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 the Lufthansa Group has set targets for the women’s quota with a deadline for their achievement by December 31, 2021. For Deutsche Lufthansa AG a target quota of 30% has been set for the Executive Board and for the management levels below the Executive Board a target quota of 20 percent for management level 1 and 30 percent for management level 2. For the Lufthansa Group the target quota for management level 1 has been set at 18 percent and for management level 2 at 24 percent.
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 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.