Diversity and equal opportunities
Challenge
Together with “Familiarity” and “Initiative”, “Diversity” is one of the core elements of our employer brand. We need staff with different skills and experiences as our wide-ranging portfolio, global presence, and business fields – with widely differing market structures in some cases – require a variety of talents and personalities. With this in mind, we believe that the diversity of our employees – with regard to their age, gender, origin, cultural environment, education, world view, and much more – is one of our great strengths.
Targets and KPIs
It goes without saying that we offer all our employees the same opportunities for professional development. This includes ensuring gender equality. Our goal is to increase the proportion of women in managerial positions in our Group to at least 30 percent by 2025. We are currently developing a corresponding portfolio of measures, especially with regard to senior management positions.
Discrimination of all kinds is, of course, unacceptable to us. There were no confirmed cases of discrimination in 2022.
We survey the satisfaction of our staff – also with regard to their work-life balance – with the aid of an external agency and using a proven methodology. We systematically evaluate the results, discuss them in workshops with our employees, and use them to derive effective measures.
Diversity and equal opportunities |
2022 |
2021 |
2020 |
|---|---|---|---|
Number of members of the Melitta Group’s Advisory Council |
7 |
7 |
7 |
thereof female (in %) |
28.6 |
28.6 |
28.6 |
thereof male (in %) |
71.4 |
71.4 |
71.4 |
Total number of employees |
6,045 |
5,923 |
5,958 |
thereof female (in %) |
35.1 |
34.4 |
33.6 |
thereof male (in %) |
64.9 |
65.6 |
66.4 |
Total number of managers |
665 |
461 |
444 |
thereof female (in %) |
26.3 |
25.8 |
26.1 |
thereof male (in %) |
73.7 |
74.2 |
73.9 |
Number of white-collar staff |
3,544 |
3,296 |
3,203 |
thereof female (in %) |
39.4 |
39.9 |
38.3 |
thereof male (in %) |
60.6 |
60.1 |
61.7 |
thereof under 30 (in %) |
14.9 |
14.4 |
13.4 |
thereof 30–50 (in %) |
52.9 |
52.6 |
54.0 |
thereof over 50 (in %) |
32.1 |
33.0 |
32.6 |
Number of blue-collar staff |
2,501 |
2,627 |
2,755 |
thereof female (in %) |
29.1 |
27.5 |
28.2 |
thereof male (in %) |
70.9 |
72.5 |
71.8 |
thereof under 30 (in %) |
19.8 |
20.3 |
19.7 |
thereof 30–50 (in %) |
50.7 |
50.7 |
51.4 |
thereof over 50 (in %) |
29.6 |
29.1 |
28.9 |
What we achieved in 2022
- Adapted and enhanced our working methods, including the expansion of digital collaboration formats and associated remote working concepts to ensure a good work-life balance
- Increased the proportion of women in management positions at Managing Director level
What we are currently working on
- Refining and embedding the employer brand in our processes and identity
- Further development of processes for the training and continuing education of our employees
- Development and implementation of a concept to attract Generation Z to our company, particularly in our vocational training programs