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Diversity and Inclusion
Openness, equal opportunities and mutual respect are core values of our corporate culture.
Because the working environment in the individual countries, plants and teams at thyssenkrupp is just as diverse as our roughly 98,000 employees worldwide. And that's a good thing.
Innovation requires openness and curiosity for diverse approaches to solutions. The more perspectives, the better. That's why we see diversity in our workforce as an enrichment that we encourage and support at every level – it is a lever for better performance.
All employees should be able to develop freely and to their full potential at our company – regardless of origin, gender, skin color, religious beliefs, disability, age, sexual orientation and identity or other characteristics. When all employees are able to be their authentic selves, they are happier, healthier and more productive.
We manage our efforts within a dedicated Diversity and Inclusivenes department, whose head reports directly to the Chief Human Resources Officer Oliver Burkhard.
We live diversity and inclusion throughout the HR lifecycle. This starts with recruiting, which we design in such a way that all applicants feel addressed in our job advertisements, but also that all have fair opportunities due to the design of the application process. We also ensure this by designing the placement process accordingly during the rest of the career.
The segments and our employee networks (e.g. the women's network wow!, the LGBTQIA+ network, the tk Turkish Community, the women's network women@MX) are represented in our cross-segment Diversity Tribe, in which and with which there is regular exchange and cooperation on diversity issues. In addition, our guidelines on diversity are set out in our Code of Conduct and, in the future, in a Diversity Policy.
And because diversity can be stressful at first and we all have prejudices, we offer awareness training for our managers and employees that addresses topics such as "unconscious bias" or microagressions.
We at thyssenkrupp are fully committed to the United Nations International Bill of Human Rights and the UN Standards of Conduct for Business, are signatories to the Diversity Charter, the statement "TOGETHER AGAINST SEXISM AND SEXUAL HARASSMENT!", and we engage ourselves as PROUT EMPLOYER as a member of the PROUT AT WORK-foundation.
Diversity is #GENERATIONTK
We are young and old, born or moved here, we have studied, trained or started out as career changers. Each employee is unique and makes us strong – to make a difference. Together.
Increase in the proportion of women in management positions
Increase in the proportion of women in management positions
With a view to equal representation of women, in 2011 thyssenkrupp set itself a voluntary target to increase the proportion of women in leadership positions. The increase of this share from just 8% in 2011 to 16.1% as of September 30, 2024 shows that thyssenkrupp has made progress. Indeed, it already exceeds the target of 16% by the end of the next fiscal year 2024 / 2025. At the time the target was set, the figure of 16% was the share of womenin thyssenkrupp’s total workforce. To take account of the importance of women in management, the target of increasing the proportion of women in management positions to 17% by fiscal year 2025 / 2026 has once again been integrated into the Long Term Incentive Plan for the Executive Board of thyssenkrupp AG. Details about the targets to be defined in accordance with Germany’s Act on the Equal Participation of Women and Men in Executive Positions are contained in the corporate governance statement. Various measures have been introduced, mainly in Germany, to support our own targets and those set by law. In particular, we want to improve the compatibility of working and family life, for example, by providing support in childcare through company-owned childcare facilities at two sites, access to family-related services and an app-based tutoring service.