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.
Management levels below the Executive Board
The Executive Board of Deutsche Lufthansa AG last set targets for the proportion of women in the LH Group at the beginning of the financial year 2022 with a deadline for achievement of December 31, 2025. For Deutsche Lufthansa AG, the target for the management levels below the Executive Board was set at 25.7 % for the first management level and 30.6 % for the second management level.
Executive Board and Supervisory Board
According to the Act to Supplement and Amend the Regulations for the Equal Participation of Women in Leadership Positions in the Private and Public Sector (FüPoG II), at least one man and one woman must be members of the Executive Board of Deutsche Lufthansa AG (minimum participation requirement). In the financial year 2022, Deutsche Lufthansa AG complied with this requirement throughout. Beyond the minimum participation requirement, the consideration of women is an essential aspect of the Supervisory Board's long-term succession planning for the Executive Board.
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, 2022, 40 percent of the Supervisory Board members on both the shareholder and employee side were women.
In order to achieve the targets above, 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 summarized non-financial statement.