If you want top women in top positions, you need clear indicators and an independent management tool. Innovative companies need to know which measures effectively lead to more women in leading positions. The FKi provides the figures, data and facts for this.
You will receive comprehensive reporting, action guidelines for the efficient implementation of the measures that will be effective in your company and a dashboard for internal communication. The FKi is an established, independent hallmark for more diversity in the company and has been awarded since 2012.
Under the patronage of the: 
FKi Expert Conference 4 March 2021
Silvia Angelo (Member of the Executive Board, Austrian Federal Railways), Katja van Doren (CFO and CHO, RWE Energy), Christin Eisenschmid (INTEL), Dr Jan Ising (Managing Director & Women Initiative Lead, ASGR Accenture), Hans-Peter Kleitsch (Head of Human Resources, MTU), Martin Seiler (Member of the Executive Board, Human Resources, Deutsche Bahn), Karin Overbeck (CEO, Freudenberg)
With the highest scores, Accenture and Hewlett Packard Enterprise show that they have already created a variety of adequate changes to enable diversity in leadership positions and secure first place in the ranking.
Dr Jan Ising, Managing Director & Women Initiative Lead ASGR at Accenture, looks to the future with motivation: “The indexing by the FKi shows us as a company whether our gender equality measures are working and where we can still improve or learn from other companies. The FKi ranking confirms our efforts so far, but for us it doesn’t stop there: By 2025, we want to have achieved a 50/50 workforce and 25% of the managing director positions should be held by women. This is where the exchange and insight into other successful companies that are addressing the issue of gender equality help. It is clear: we want to achieve our goals and will continue to work hard for a culture of equality.”
Johannes Koch, CEO and Senior VP DACH of Hewlett Packard Enterprise, also wants to use the FKi to point the way in the right direction: “Promoting women’s careers can be a decisive catalyst for digital transformation – provided it is used as an opportunity to systematically pave the way for the different, the new and the uncomfortable. The Women’s Career Index promotes this development in Germany. That is why we are happy to take up the challenge again every year.”
In second place are Berliner Wasserbetriebe and Porsche AG.
Kerstin Oster, Director of Human Resources at Berliner Wasserbetriebe, underlines the importance of indexation: “We are very pleased about the 2nd place at the FKi. This confirms and motivates us to consistently continue on our path. At Wasserbetriebe, we have created optimal conditions for female careers. The advancement of women and equality are not just legal requirements for us, but a matter of course and part of our corporate culture. And we go one step further: our Female Leadership Programme creates a network of strong women from all areas and age groups who advance themselves and the company.”
Andreas Haffner, Member of the Executive Board for Human Resources and Social Affairs at Porsche AG, is also pleased with the good result: “Diversity of perspective is one of the most important factors for us in actively shaping the digital transformation. And of course, for us, diversity goes far beyond gender. Nevertheless, I am particularly pleased that we are already in second place in the Women’s Career Index in the second year of our participation. This shows that we have succeeded in recent years in creating an attractive working environment that appeals to women and in which they can develop further.”
Third place is also occupied by two companies with equal points. Intel Germany and Santander Consumer Bank prove that they have understood the importance of diversity measures and are already successful in implementing them.
Christin Eisenschmid, Managing Director, Vice President and General Manager at Intel Germany sees the indexation of the FKi as an important step in the right direction: “We are convinced that mixed teams come up with better solutions and play an essential role in making new technologies more useful. In this context, diversity and inclusion are elementary and the creation of transparency through the FKi is very valuable.”
Katerina Bartolome, Corporate Culture & Change Management Officer at Santander Consumer Bank, reveals: “Diversity & Inclusion is an integral part of our corporate culture. We are therefore very pleased to receive the FKi award for our commitment to promoting female talent and our focus on a diverse and inclusive workplace. For example, last year we successfully launched a mentoring programme for female junior staff to support them in their individual career plans.”
The newcomer of the year is Deutsche Bahn AG, which had itself indexed for the first time in 2020. The railway group has already understood the importance of women in leadership positions and diversity and is actively working on measures for further improvement. Deutsche Bahn AG has already performed very well in the first indexation. Martin Seiler, Member of the Management Board for Human Resources and Legal Affairs at Deutsche Bahn AG, provides insights into future plans: “Diversity and equality are key success factors – for us as Deutsche Bahn, with over 300,000 employees worldwide, but also for us as a society. As an employer, DB is committed to equal participation of women and men – and has launched a whole package of measures to this end. In this way, DB wants to bring significantly more women on board. The DB Group Management Board has also set a clear target for management positions: By 2024, the proportion of women in management positions is to increase from the current 21% to 30%. Measures and tools such as the Women’s Career Index provide DB with valuable impulses and analyses that support us on the way to achieving this goal.”
Maria Koller, Executive Vice President and Head of Global Human Resources at Jenoptik AG, sees the importance of indexing: “We can only achieve the cultural change we need for our global growth strategy with more diversity in all hierarchies. That is why we are pushing the issue with all our might for the entire company. Since 2020, we have defined clear goals and embedded them in the management and organisational structures with concrete measures. These include, for example, a Diversity Council, new partners for the recruiting process and active and constant communication. Diversity does not happen by itself. Therefore, the topic is just as much in focus for us in 2021 as it was in 2020.”
We look forward to hearing from you!
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