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 2016, the Lufthansa Group set targets in this regard with a deadline for achievement of December 31, 2021. For Deutsche Lufthansa AG, the target value for the Executive Board was set at 30 % and for the management levels below the Executive Board at 20 % for management level 1 and 30 % for management level 2.
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.
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.