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 (FüPoG I), ambitious goals have been set throughout the Lufthansa Group, which the companies of the Lufthansa Group strive to achieve, taking into account the respective framework conditions.
Management levels below the Executive Board
At the beginning of the 2022 financial year, the Executive Board set targets for the percentage of women working at the first and second management levels below the Executive Board of Deutsche Lufthansa AG. At the end of the target period on 31 December 2025, the percentage of women at the first management level was 21.6 percent (target: 25.7 percent) and at the second management level 26.6 per cent (target: 30.6 per cent).
On the one hand, the resumption of air traffic after the coronavirus pandemic led to corresponding reorganisations throughout the Lufthansa Group, resulting in shifts between management levels, with an increase in the number of managers at the second management level. Women were actively targeted and considered in the selection process for appointments made during the target achievement period. Even though the targets set for the end of 2026 could not be achieved, the focus remains on increasing the percentage of women at all management levels. For this purpose, Lufthansa Group has firmly established gender diversity as part of its management culture. As such, there is a minimum percentage of women and men for shortlists of management positions, awareness training for all managers in the Lufthansa Group, as well as a broad portfolio of individual development measures for female talents.
With the end of the target achievement period, the Executive Board has once again set targets for the percentage of women on the top two management levels below the Executive Board of Deutsche Lufthansa AG. These are 29.7 percent for the first management level and 31.7 percent for the second management level. The deadline for achieving the new targets has been set for 31 December 2030. In order to achieve the above-mentioned targets, the Group-wide talent development programme has been supplemented by further measures and programmes.
The Lufthansa Group will continue to intensify its efforts to remain an attractive employer in the future, with a particular focus on modern and flexible working conditions, work-life balance and systematic talent management. Anchoring diversity targets in management responsibility is part of the Lufthansa Group's self-image. See also the statements in the non-financial declaration in the 2025 Annual Report, p. 201 ff.
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 member of the Executive Board of Deutsche Lufthansa AG (minimum participation requirement). In the financial year 2025, 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, 2025, 40 % of the Supervisory Board members on both the shareholder and employee side were women.