Aareal Bank

Equal opportunities for men and women have been firmly anchored at Aareal Bank for a long time, and are an integral part of our diversity concept. We want to improve the conditions for women in particular to take on management or senior expert functions, and hence further increase the proportion of women in these positions. To this end, we have taken a number of measures to support the identification, promotion and advancement of female talent.

As part of our systematic human resources work, for example, we specifically address our specialist areas with regard to the promotion of female talent within the management and expert career paths and offer our employees training courses specially tailored to women. Furthermore, we offer comprehensive services to improve the compatibility of career and family or career and care, and actively promote participation in cross-industry mentoring, coaching and development programs that prepare talented female managers for (top) management positions.

Participation in the FKi is a central component of our efforts to further increase the proportion of women. The results and recommendations thus serve as a basis for further analyses and measures to be initiated to help us increase the proportion of women in management positions.

Jens Huchting, Group Managing Director Human Resources Aareal Bank AG

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Company Profile

Aareal Bank AG
Paulinenstraße 15
65191 Wiesbaden
Tel.: 0611/348 0

Aareal Bank Group, headquartered in Wiesbaden, Germany, is the leading provider of smart financing, software products and digital solutions for the property sector and related industries. We support our clients in over 20 countries on three continents – in Europe, North America and Asia – and do so with the highest quality. MDAX-listed Aareal Bank AG is the Group’s parent company. The Group’s companies are grouped together under its umbrella in the Structured Property Financing and Consulting/Services segments.

In the Structured Property Financing segment, we support our customers in financing their international property investments with tailor-made and flexible solutions – particularly for office buildings, hotels, shopping centres as well as logistics and residential properties. Our focus here is on financing buildings that have already been completed. Our strength here is the combination of local market expertise and sector-specific know-how. In addition to local specialists, we have teams of experts for logistics, shopping center and hotel financing. Thanks to our high level of syndication expertise and our established network, we can offer our clients in Europe, North America and Asia the greatest possible flexibility.

In the Consulting/Services segment, we offer our customers in the real estate and energy industry in Europe a unique combination of specialised banking services and innovative digital products as well as services to optimise and increase the efficiency of their business processes. With our digital platforms, we also network the real estate industry with neighbouring sectors. Through Aareon AG, the leading consultancy and systems house for the property management sector, we offer IT consultancy, software and IT services in several European countries.

The key factors for our success are our global expertise and the many years of close cooperation with the industries, local experts and customers. Because we look beyond the traditional banking and IT business, we are able to assess significant developments, opportunities and risks early and reliably and implement these findings particularly quickly.

Company data

  • Number of employees Germany: 858
  • Number of female employees Germany: 388
  • Share of women in management positions Germany: 22.3
  • Locations Germany: Head office in Wiesbaden, Branches in Hamburg, Essen, Berlin, Leipzig, Stuttgart, Munich


Frauen-Karriere-Index Unboxing @ NTT DATA

Auch in diesem Jahr hat sich NTT DATA im Frauen-Karriere-Index messen lassen – erneut sind wir Teil der Top 10. Wir freuen uns über Platz 6 und können uns Ilka Friese und Anna Budde nur anschließen: Erfolg geht nur gemeinsam – und nur gemeinsam schaffen wir es, Diversity im Job und im Alltag zu leben.ℹ️ Der Frauen-Karriere-Index misst jährlich die Frauenförderung von Unternehmen als erprobte Zielgröße für das Gesetz zur gleichberechtigten Teilhabe.

Gepostet von NTT DATA DACH am Dienstag, 19. Mai 2020

NTT DATA is a leading supplier of business and IT solutions and a global innovation partner for its customers. The Japanese group with headquarters in Tokyo is represented in more than 50 countries worldwide. The focus is on long-term customer relationships: To this end, NTT DATA combines global presence with local market knowledge and offers first-class, professional services ranging from consulting and system development to outsourcing. Further information can be found at www.nttdata.com/de .

Ilka Friese, CFO NTT DATA Germany and sponsor of WiN: “Mixed and balanced teams are more innovative and successful in delivering a unique customer experience – we are convinced of that. For this reason, we at NTT DATA have set ourselves the goal of significantly increasing the proportion of women among both employees and managers. With a 30% share of female new hires, we have already improved significantly in this respect. The FKi award shows us that we are on the right track. We are very proud of this.”

The global initiative WiN (Women inspire NTT DATA) inspires the company and contributes significantly to the success of the brand. With the activities of the German WiN team, we attract and promote talent, increase our attractiveness as an employer and thus also influence the positive appeal of the NTT DATA brand. As a result, WiN has a major impact on wide areas of the entire company. The initiative promotes a culture of innovation and, last but not least, contributes to the company’s long-term business growth.


Company data

  • Number of employees in Germany: about 1700 persons
  • of which female employees: 457 female employees
  • Locations in Germany: 8

Company address:

NTT DATA Deutschland GmbH
Hans-Döllgast-Straße 26
D-80807 München

TÜV Rheinland

Advancement of women at TÜV Rheinland

As a globally operating group, diversity and equal opportunities for men and women in the company are very important to us. Our goal is to attract more women to specialist and management careers throughout the Group. We have set up various measures to achieve this, such as our internal TAFF mentoring program. FKI’s analysis shows us that we are on the right track with our measures and which areas we still need to expand.

TÜV Rheinland Group
Am Grauen Stein
51105 Köln

TÜV Rheinland Blog
Facebook TÜV Rheinland Karriere

TÜV Rheinland is one of the world’s leading independent testing service providers with over 140 years of tradition. The Group employs 19,300 people in 69 countries worldwide. They generate an annual turnover of over 1.7 billion euros. The independent experts stand for quality and safety of people, technology and the environment in almost all areas of life. TÜV Rheinland inspects technical facilities, products and services, and supports projects and processes for companies. The experts train people in numerous professions and industries. For this purpose, TÜV Rheinland has a global network of recognized laboratories, testing and training centers. Since 2006, TÜV Rheinland has been a member of the United Nations Global Compact for more sustainability and against corruption. www.tuv.com on the Internet. TÜV Rheinland signed the “Diversity Charter” in 2013.

Company data

Number of employees Germany and worldwide: Germany: 8,618; abroad: 11,193; worldwide: 19,811

Number of female employees: 7,257 worldwide

Proportion of women in management positions: 11,9 %

countries worldwide: 69

Symrise Ag

Advancement of women at Symrise

The FKi convinces by its topic structure and creates a momentum of attention and change in our company. The promotion of women is not limited to thinking in terms of hierarchical structures such as the Management Board and Supervisory Board, but also covers the professional and work-related development of women holistically. In so doing, the index adequately supports social change in the companies. The ranking of the companies among themselves gives the whole thing a ” sporty touch”.

Symrise AG
Mühlenfeldstr. 1
37603 Holzminden


Company data

Number of employees: 2,660 employees in Germany and 8,470 worldwide

Share of women: 900 employees in Germany and 3,300 worldwide

Proportion of women in management positions: 24% of German managers are female, 19% worldwide

Locations Germany: 5

Standorte weltweit:

SBK Siemens Betriebskrankenkassen

The promotion of women is clearly the focus of human resources development

The promotion of women has been a top priority at SBK for some years now. It has, so to speak, become a top priority and is firmly anchored in SBK’s corporate mission statement. In recent years, a lot has been set in motion. The number of female applications for management positions has increased significantly, and this is also reflected in the number of positions filled. This is partly because the SBK Equal Opportunities Officer does more than the originally planned tasks, and managers have recognized the opportunities offered by women in management positions. The vision: the 69 percent share of women in the company should be reflected in equal measure in the filling of management positions at all levels of management, but especially in middle and upper management. A number of important steps have already been initiated along the way:

Active women’s network

Here women in leading positions meet regularly to exchange experiences. Moreover, they identify new potential female managers, actively approach them and motivate them. In addition, they accompany new managers and thus make it easier for them to enter their new position.

Expansion of the range of seminars for female talents: The focus here is, for example, on topics such as career planning perspectives and the understanding of roles in leadership (from professional to disciplinary leadership).

Expansion of flexible working time models

And not only for women. Working in individual part-time programmes and the use of flexitime and parental leave by both men and women create a dynamic framework in which women can also develop even more effectively as managers.

Advisory services for the compatibility of family and career

The SBK now provides intensive advice on this. Contact persons are local managers, the Equal Opportunities Officer, women’s representatives in all SBK regions throughout Germany, the staff of the Human Resources department and our external cooperation partner PME Familienservice. In addition to providing advice, very practical services (e.g. childcare facilities) also help to keep women in management positions free.

Heimeranstr. 31
80339 München


The Siemens company health insurance fund SBK is one of the largest company health insurance funds in Germany and is among the 20 largest statutory health insurance funds.

The SBK in numbers:

  • Founded: 1908
  • Legal status: Corporation under public law with self-administration
  • Management Board: Hans Unterhuber (Chairman), Dr. Gertrud Demmler
  • Chairman of the Board: Bettina Muttelsee-Schön (HR, Siemens AG), Bruno Wägner (Chairman of the Works Council, Siemens AG)
  • Insured: 1,026,000, of which 751,000 paying members
  • Employees: 534, thereof 178 trainees
  • Locations: 104 offices nationwide
  • Budget 2014: €2.67 billion
  • Contribution rate 2016: 15.9%.
  • Administration costs: 124.39 € per insured person p. a. (GKV average: 142,- €)
  • SBK has received numerous awards for its service, achievements, financial strength and as an employer

Company data

Number of employees worldwide: 1.534

Share of women worldwide: 69 %

Share of women in management positions worldwide: 42 % professional + disciplinary 20 % senior management 25 % middle management 39 % lower management 46 % technical management

Part-time quota in the company: 31 % = 481 employees (95 % female and 5 % male)


Advancement of women at ING-DiBa

“The recruitment and development of women for management positions is of great strategic importance for ING-DiBa and is a central component of our diversity management. After all, the future and innovative ability of our company depends largely on attracting and developing the best employees for ING-DiBa. To achieve our goals, we support women in their career development at all stages of their lives. And we regularly address the promotion of women and diversity in our internal communications, among executives and senior management. We consistently support the women’s quota and have set ourselves ambitious goals for 2020. Participation in the Women’s Career Index is important for us to be able to measure ourselves against the best companies in Germany.”

Roland Boekhout, CEO ING-DiBa AG

Theodor-Heuss-Alle 2
60486 Frankfurt

ING DiBa Karriere

With 8.5 million customers, ING-DiBa is the third largest retail bank in Germany. The core business areas in retail banking are savings deposits, securities business, mortgage lending, consumer loans and current accounts. The bank can be reached by its customers 24 hours a day. The Commercial Banking segment comprises the Bank’s corporate customer business. Its customers include large, internationally operating companies. More than 3,700 employees work for ING-DiBa in Frankfurt (main location), Hanover, Nuremberg and Vienna.

Company data

Number of employees worldwide: 3.700

Share of women worldwide: 2.255

Share of women in management positions worldwide: 40,3%

Locations Germany: Frankfurt (head office), Hanover, Nuremberg

Locations Austria: Vienna


Advancement of women at the Consorsbank

“Family-friendly working conditions are very important to us at Consorsbank. For several years now, we have been subsidising kindergarten and crèche places for employee employees’ children up to the age of six, and at three Nuremberg crèches we have reserved ten places for employees’ children. During the holidays, we offer childcare in sports, music or language camps together with other companies. We want to further expand the targeted promotion of women. Part-time solutions and job-sharing models, for example, are now the norm in our staffing procedures. The FKi results of the last three years are confirmation for us that we are constantly improving”. Guenter Ott, Head of Division Human Resources

Bahnhofstr. 55
90402 Nürnberg

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Consorsbank is one of the leading direct banks in Europe. Our aim is to be a trustworthy partner for your investment. We offer you a wide range of products, helpful services, useful tools and a strong will to innovate. We are particularly proud of the advice provided by our financial experts, who will support you in your financial planning. Good conditions as well as fairness and transparency are our top priority: no hidden risks, service that has won several awards and convincing conditions with good long-term interest rates.

But there is more to Consorsbank than meets the eye. BNP Paribas is present in more than 80 countries and employs more than 200,000 people, of which over 160,000 are in Europe. As a globally oriented, leading European financial services provider, BNP Paribas occupies key positions in retail banking, investment solutions and corporate and investment banking.

Company data

Number of employees Germany: 1.090

Number of female employees: 466

Proportion of women in management positions: 25

Locations Germany: 3 (Nuremberg, Munich, Frankfurt)

Kao Germany

Advancement of women at Kao

Kao Germany has a proportion of women within the total workforce of well over 50%, but only 20.75% at management level. It is therefore important and necessary to increase the proportion of women in management in the medium and long term. This is also in order to meet the needs of our predominantly female customers. In addition, our parent company in Japan has issued a directive to increase the proportion of women in certain functions and at defined management levels through targeted measures by the end of 2017. Current measures include a women’s network, women’s mentoring and a self-imposed target. Overall, we have already implemented a number of measures in Kao Germany, but we want to improve further and also learn from other companies.

Kao Germany GmbH
Pfungstädter Str. 98-100
64297 Darmstadt

As a company of the Japanese Kao Group, we are one of the leading suppliers of beauty care products worldwide. Respect and teamwork are as much a part of our principles as the chance for global perspectives. Integrity, innovation and the pursuit of continuous improvement characterize our values. Internationally and multiculturally oriented, we always have our customers’ perspective firmly in mind. In Germany our brand portfolio consists of established and successful brands such as Goldwell and KMS California, John Frieda, Guhl and Molton Brown. In addition, Kao Germany is the central and most important Kao location in EMEA, with various global, regional and local operating units, but also EMEA headquarters functions such as R&D, Supply Chain, HCD, Finance and Legal.

Company data

Number of employees in Germany: 578

Share of women in Germany: 301

Share of women in management positions worldwide: 20,75 %

Location Germany: Darmstadt

Hüttenwerke Krupp Mannesmann

Promotion of women at Hüttenwerke Krupp Mannesmann

Steel is our passion. In every one of our products is the will to become better and better. Our conviction is that we can only succeed in this if we work together and in diversity. The premises for this are health, cohesion, the compatibility of family and career and the increase in the proportion of women in the workforce and management. Special networks, qualification programmes and targeted individual measures support women at HKM in their development in our still male-dominated industrial MINT world.

As a subsidiary of leading steel and technology groups, we specialise in steel production with all the necessary process steps – from pig iron production, including coking plant and sinter plant, to the manufacture of slabs and round steel in continuous casting. As one of the major steel companies, we produce around 1,700 different steel grades in the south of Duisburg with around 3,000 employees and state-of-the-art facilities, generating annual sales of around 3 billion euros.

Hüttenwerke Krupp Mannesmann GmbH
Ehinger Straße 200
47259 Duisburg

Company data

Number of employees: 3.000

Locations Germany: Duisburg Huckingen

Hypovereinsbank – Member of UniCredit

Promotion of women at the HypoVereinsbank

The repeatedly good result in the Women’s Career Index is an expression of our initiatives to promote a culture of diversity and the compatibility of family and career at UniCredit. In our view, a diversified workforce with different perspectives is an important factor for the innovative strength of a company. It helps to create greater value for customers and shareholders in a dynamic market environment. We have been participating in the FKi since 2012 and can observe a development in the proportion of women in specialist and management positions from 22 to 28 percent in six years”. (Georg Rohleder, Head of Human Resources at HypoVereinsbank)

Company data

Number of employees: 12618

Share of women: 46% Number of employees 31 March 2018

HypoVereinsbank – Member of UniCredit
HypoVereinsbank (UniCredit Bank AG)
Arabellastraße 12
81925 München


Nestlé is the world’s largest food and beverage company and is present in 189 countries around the world. We offer a wide portfolio of products and services that accompany people and their pets throughout their lives. Our more than 2000 brands range from global icons like Nescafé and Nespresso to brands like Thomy, Herta and Beba. Nestlé is headquartered in Vevey, Switzerland, where the company was founded over 150 years ago. Nestlé Deutschland AG is based in Frankfurt am Main.

Respect for diversity: We see the diversity in our company and our supply chain as a real plus. We attach particular importance to a balanced gender relationship and the empowerment of women. Our initiative to promote a more balanced gender ratio is aimed particularly at managers and management teams. Initiatives in our supply chains give women more say and economic independence.

Measures: Targeted focus on female talents in recruitment, talent management and succession planning processes, Unconscious Bias Training, mentoring programmes for women managers, various models for making work more flexible (home office, part-time, sabbatical, job sharing etc.), company day-care centre, women’s networks etc.


Company data

Number of employees: 10,500 (Germany), 320,000 (worldwide) Number of female employees: 4000 (Germany) Proportion of women in management positions: 34% Locations in Germany: 15 Locations worldwide: 413

Klöckner & Co SE

Promotion of women at Klöckner & Co

Across the Group, we have set ourselves the goal of increasing the proportion of women in management positions. We attach great importance to creating even better conditions for the compatibility of family and work in the future. By actively involving different potential groups and constructively using different knowledge, we want to continue to increase our competitiveness and create sustainable values. The proportion of women at management levels 1 to 3 below the executive board increased from 8% in 2010 to 14% in 2014 and rose to 15% by the end of 2017. The share of women in management is expected to increase to 20% by 2020.

Klöckner & Co SE
Am Silberpalais 1
D-47057 Duisburg

Klöckner & Co Klöckner & Co is one of the world’s largest producer-independent steel and metal distributors and one of the leading steel service center companies. Through its distribution and service network of some 170 locations in 13 countries, the Group serves some 120,000 customers. As a pioneer of the digital transformation in the steel industry, Klöckner & Co has set itself the goal of digitizing its supply and service chain throughout, as well as driving forward the introduction of an independent open industry platform, which is to become the dominant vertical platform for the steel and metal industry. Klöckner & Co currently employs about 8,700 people. The group generated sales of around €6.3 billion in the 2017 financial year.

Company data

Number of employees worldwide:


Proportion of women worldwide: 28%

Share of women in management positions worldwide: 15%

Locations in Germany: 16

Locations worldwide 170


“2016, in the year of our first participation, we made it directly to first place in the category “Best Newcomer of the Year” and second place in the overall ranking. After we were able to confirm this great result in 2017, we proudly and joyfully reached the first place in 2018, sharing it with another. In 2019, the fourth year of our participation, we are really very happy to be at the top of the podium for the first time on our own and to lead the ranking of the FKi. By participating in the FKi, we want to challenge and test ourselves. The external view on our own structures, developments and offers reveals and activates development potentials in our own organisation. Equality must not be a lip service: it requires key figures and measurable goals that are regularly monitored. The FKi does exactly that.” Kerstin Broßat, Talent Strategy & Diversity Lead ASGR


  • Anzahl Mitarbeitende ASGR (Deutschland, Österreich, Schweiz und Russland): 12.500 (Stand 03/2020)
  • Weltweit : 505.000 (Stand: 03/2020)
  • Anzahl weibliche Mitarbeitende: 48% Frauen der globalen Workforce (Stand: 2020)
  • Frauenanteil bei Global Management Committee: 27,5% (Stand 2020)
  • Standorte in Deutschland: 11 (Berlin, Düsseldorf, Kronberg, Hamburg, Hof, Jena, München, Dortmund, Kaiserslautern, Bonn, Stuttgart)

Accenture is a leading global services company offering a broad portfolio of services and solutions in the areas of strategy, consulting, digital, technology and operations. With extensive experience and specialised capabilities across more than 40 industries and all business functions – supported by the world’s largest delivery network – Accenture works at the interface of business and technology to help clients improve performance and create sustainable value for their stakeholders. With approximately 469,000 employees serving clients in over 120 countries, Accenture drives innovation to improve the way the world lives and works. Visit us at www.accenture.de.


Campus Kronberg 1
61476 Kronberg im Taunus

Message from Minister Manuela Schwesig

To the Greeting

GFT Technologies SE EN

Promotion of women at GFT Technologies

Marika Lulay, CEO GFT Technologies SE “In the IT industry we experienced the shortage of skilled workers 20 years ago, our industry has grown up with it, so to speak. We could not and would not afford discrimination at any time. At GFT, we support talented people on an individual basis, regardless of gender, nationality or ethnicity, which is why the advancement of women is a matter of course for us. The fact that we have made it into the FKi Top 10 every year since our first participation means a lot to us and we see this as confirmation of our management culture.

GFT Technologies SE Schelmenwasenstraße 34 70567 Stuttgart

As an experienced technology partner, GFT Technologies SE (GFT) drives the digital transformation of the financial sector. With in-depth industry knowledge, we advise the world’s leading financial institutions and develop customised IT solutions – from banking apps and trading systems to the implementation and maintenance of platforms and the modernisation of core banking systems. Our global innovation team also designs new business models with a focus on blockchain, cloud engineering, artificial intelligence and Internet of Things across all industries.

Company figures Number of employees (31.12.2017):

400 in Germany and 5,000 worldwide

Proportion of women in management positions: Germany (GFT SE): 26.67% Share of women worldwide:26.1% Locations Germany: Stuttgart (Corporate Center), Eschborn, Bonn, St. Georgen locations worldwide: GFT is represented in 11 countries worldwide

Berliner Wasserbetriebe

As a company with a large number of employees in the technical/commercial sector, gender equality is a challenge that we are happy to accept. For us, targeted promotion of women also means strategic personnel planning -development. With the State Equal Opportunities Act we have the legal framework for our activities – but the design is a matter close to our hearts, also from our Board Member for Personnel and Social Affairs.

Promotion of women at Berliner Wasserbetriebe

Equal pay for women and men is standard practice at Berliner Wasserbetriebe. We do not have a gender pay gap, as the checking of selected functions with the eg check has also shown. With a set of measures, we ensure that men and women in our company can recognise and take advantage of career opportunities equally. In addition to gender-equitable pay, these include the reconciliation of family and career, for example through flexible working time models or a parent-child office, as well as the opportunity for further training throughout one’s working life and thus the opportunity to get involved in one’s career according to the phases of life.

By participating in the FKi we see that we are on the right track. It is important for us to recognise where we are already well positioned and where there is still room for improvement. The promotion of women is a current topic, and the FKi enables comparisons and exchanges with other companies.

Number of employees: 4,382 Share of women: 1,374 Share of women in management positions: 30.4% (in the top management level even 47.8%) Locations Germany: Numerous in Berlin

Berliner Wasserbetriebe have been supplying Berlin with drinking water and treating wastewater for over 150 years. Today, we secure the drinking water supply for 3.5 million Berliners and treat the wastewater with state-of-the-art and innovative technology. This makes us one of the largest companies with long experience in the water industry. We pay particular attention to the ecologically, economically and socially sustainable management of the water cycle.


Berliner Wasserbetriebe AöR

Neue Jüdenstraße 1

10179 Berlin

Message of greeting from Minister Dr. Franziska Giffey

Greeting the Federal Minister for Family Affairs, Senior Citizens, Women and Youth, Dr. Franziska Giffey on the occasion of the award ceremony for the Women’s Career Index 2019 on 8 March 2019

Ladies and Gentlemen

Women can do anything! It’s a fact. Women can raise children and take care of people, build machines and run businesses. Women can do everything – that is a demand at the same time. Because theoretically, women can achieve everything. In practice, they are often still getting obstacles in their way. The companies that measure themselves by the Women’s Career Index want to get rid of these obstacles. I am very pleased that more and more companies are taking part in the index every year. I am therefore very pleased to be the patron of the Women’s Career Index 2019.

The Women’s Career Index determines how companies are committed to reconciling work and family life or making working hours more flexible. Companies that participate in the Index do something to help women get into management positions. The Index gives them feedback on how well they are succeeding in doing so and at the same time makes their commitment visible to the public. I would like to congratulate all the companies that have been certified and are receiving their certificates today.

The law on the equal participation of women and men in management positions in the private sector and in the public service, which came into force in May 2015, has significantly advanced this development. The number of women has increased significantly, particularly on supervisory boards, which are required to have a fixed quota. Many companies and businesses have recognised that they can no longer afford to do without the potential of well-trained women. The cultural change in companies is underway.

But the change is happening too slowly. It is also not being driven forward enough in the economy. The proportion of women on the boards of directors is still far too low. The statutory quota does not apply here, but rather the target figures set by the companies themselves. Many companies do not even set themselves the goal of getting women on the management boards at all – target figure zero. This is neither up-to-date nor fair. The federal government will therefore further develop the legal regulations in 2019 and, in particular, introduce an obligation to give reasons for the zero target figure. This will provide a further impetus for better opportunities for women in management positions in the economy.

First and foremost, however, companies themselves are responsible. Figures, data and facts from the Women’s Career Index show where women are losing out on the way to the top. This makes the Women’s Career Index an important instrument for managing the careers of women in companies. I would like to thank all those who participate in the index for their commitment to more women in management positions. I encourage you to continue on the path you have chosen. I wish you every success!

Best wishes

Dieses Bild hat ein leeres Alt-Attribut. Der Dateiname ist image.png

Dr. Franziska Giffey Federal Minister for Family Affairs, Senior Citizens, Women and Youth

To to the greeting



Women’s careers need strategic alliances with influential men

An interview with Eva Faenger, Inclusion & Diversity Manager at Hewlett Packard Enterprise

Ms Faenger, your company has been leading the field of top employers for women’s careers for years. What do you do differently from others?

Every company certainly has its own formula for success here. For us, the following applies: you have to keep at it, show perseverance, show a certain tenacity and above all, you must not be discouraged. The following four aspects are therefore crucial to success: De-emotionalisation, concentration and seriousness, endurance and corporate culture. The questions “why” and “for what purpose” must be at the centre of attention. Many still do not understand that without women we will not be able to master the digital transformation. This is not about quotas and women’s issues, but about our future. For this we need more than hectic activism and good will. It is about creating structures and at the same time initiating a change of thinking in people’s minds. But all this happens in a very measured way. We give ourselves time. It is not about counting, measuring and weighing. It’s about a process of change that ensures that women not only reach the executive floors, but also stay there. We also ask ourselves the question: do we have the right cultural environment? This is basically a plea for change and helps enormously to have an open dialogue, to try things out and create real added value.

To what extent can digitisation lay the foundation for improving career opportunities for women? Where is the concrete connection here?

Women’s careers play a major role in this context, a crucial one according to some Harvard professors. It is often forgotten that the changes that digitisation brings with it are not only technical in nature. The biggest force is cultural change. Faster and faster development cycles, new business models, changing values, more personal responsibility – all these factors place high demands on the ability of companies to change. Promoting women’s careers challenges the status quo, breaks with traditional patterns of thought, opens up deadlocked structures and clears the way for the necessary changes. I see the promotion opportunities for women particularly at the interface with the customer. It is less and less about the product itself, but rather about a solution developed together with customers and partners. The tasks are becoming more complex, social and communicative skills are becoming more important. This is where the strengths of women are particularly in demand. Anyone who ignores this is gambling away their digital future.

It must be obvious to the decision-makers, who always say: “We’re looking for women, but can’t find any.” What do you think the problem is?

That’s a statement I’ve heard many times. And not without good reason. Career always needs a clear decision. For us it is clear: women want to take on responsibility. What they often lack is the courage to consistently take the necessary steps to achieve this. That’s why we start where the path to a management career is decided – in practice. For our female employees with leadership potential, for example, we have created the workshop series “Female Talents Explore Leadership”. The women learn first-hand what is important as managers, what personal decisions they have to make and where they are actively challenged. Mentoring programs deepen this experience.

So it’s up to the women themselves who need to make their position even clearer for a management career?

No, that would be too easy. The reasons lie in a mix of fear of leaving the comfort zone, doubts about one’s own abilities, lack of access to the decisive networks and traditional thought patterns, such as “think manager think male”. Therefore, in addition to clarity of decision and encouragement, what is needed above all is strategic alliances with influential men. Candidates who are willing to lead often do not make it into management positions on their own, even though they have all the necessary professional and personal skills. Lack of visibility, insufficient networking with decision-makers and poorly developed promotion skills are decisive obstacles. This is precisely what our Female Sponsorship Program addresses. The program opens doors, makes female leadership talents visible and ensures that they get the next chance. The intended side effect: sponsors experience first-hand where the chips are down.

Finally, let’s talk about the Women’s Career Index. Why do you think that management-relevant measuring instruments such as the FKI have not yet become widely accepted in the economy?

Here I can only speculate. But I think loss of power and fear of alienating the men certainly play a role here. Personally, I find initiatives like the FKI very important. The FKI provides us with an instrument that supports us in making career development in a digital working world fair and innovative.”

Mrs Faenger, thank you so much for the interview.


Katja Brandt, CEO DACH Mindshare, on corporate culture and transformation processes at Mindshare

As a media agency, Mindshare finds itself in a particularly dynamic industry. Change is daily business. Katja Brandt, CEO DACH Mindshare, explains in this video how the company is positioning itself to be prepared for the future:

“Equality and diversity are a priority for successful companies”

Best Practice by Accenture – 1. Platz im FKi Ranking 2020

As a company, we are convinced that a strong gender equality culture in the company is conducive to innovation and growth. We have therefore long been dealing with questions such as: What do diversity and equality mean to us? How do we successfully shape a culture of equality? What measures support us in this endeavour? What goals do we set ourselves? And how do we achieve them? What leadership culture is needed in the company to make our efforts successful?

These are questions that concern us at Accenture, but are equally relevant to society. With our global “Getting To Equal” study, we monitor developments toward greater equality. In doing so, we look at factors that favour equality, as perceived by the needs of employees and at those of management. The results of last year’s study have shown that progressive leadership, non-discriminatory structures and an enabling environment are important factors. In Germany, the willingness and ability of employees to innovate is almost five times higher in companies with a strong gender equality culture than in companies with significantly lower levels of gender equality. The promotion of diversity and inclusion is therefore an important factor in a company’s success.

Equality starts at the top

In our view – and the studies prove it – the company can only succeed in achieving greater diversity and inclusion with a corresponding commitment on the part of management. Gender equality must be lived at all levels and documented with appropriate measurable indicators and must be monitored. Otherwise, it remains mere lip service. This is why indices such as the Women’s Career Index (FKi) are also a good way for us to measure whether our measures are working and where we actually stand. This is the only way we can make lasting improvements. The FKi makes gender diversity in companies measurable and distinguishes those who have firmly anchored the advancement of women in their corporate culture. This is important not only for us as a company, but also for society as a whole: Although gender issues are the most widely discussed aspect of diversity, women still have fewer opportunities for career advancement than men.

Diversity has many dimensions

For a strong gender equality culture, however, we do not only consider gender as a dimension of diversity. It also includes age, different cultural and ethnic backgrounds, sexual orientation and living with disabilities. Our aim is to ensure that all our employees feel valued – as individuals and as human beings as they are, with all their skills and characteristics. To achieve this, we pursue a strength-based management approach in which each individual has the potential to contribute to the success of the team through a variety of skills and abilities.

This year’s study confirms that leaders should be committed to building an egalitarian culture and recognise the importance of factors such as salary transparency, parental leave and the freedom to be creative in order to develop. They are then much more likely to lead companies where people are forward-thinking, innovative and engaged – which is why their organisations grow more than twice as fast as their peers do (source: Getting To Equal 2020). This is another reason why diversity and inclusion are firmly anchored in our corporate culture.

About Accenture

Accenture is a leading global consulting firm offering a broad portfolio of services and digital expertise in Strategy & Consulting, Interactive, Technology and Operations. We apply our extensive experience and specialized skills in more than 40 industries – supported by the world’s largest network of centers for Advanced Technology and Intelligent Operations. With 509,000 employees working for customers in over 120 countries, we continuously drive innovation to improve our customers’ performance and create sustainable value for their business. Visit us at www.accenture.de

Message from Federal Minister Dr. Franziska Giffey

Greeting from the Federal Minister for Family Affairs, Senior Citizens, Women and Youth Dr. Franziska Giffey for the presentation of the results of the Women Career Index 2020

Ladies and Gentlemen

I am pleased to be the patron of the Women’s Career Index (FKi) again this year. It pursues a goal that the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth has also set itself – to permanently increase the proportion of female managers in German companies. In the Federal Ministry for Women we say: Women can become anything, even board members or top managers. In fact, women in these positions have so far been rather the exception. This is precisely why we need partners like the Women’s Career Index (FKi).

Since its inception in 2012, the index has examined how women at various levels of management develop in their careers. It supports companies, organisations and institutions in taking more efficient measures to permanently improve women’s chances of advancement. At its launch in 2012, those involved have literally broken new ground. Many companies from the very beginning simply had no meaningful data on the career paths of their employees. That has changed. Gender monitoring has now become standard practice for them. And they have recognised that the promotion of female executives should be a firmly established corporate goal. Because it is right to promote women, especially in the current competition for the best specialists. And because they can better meet the challenges of the future with mixed teams. 

As the Federal Ministry for Women’s Affairs, we want to further promote this cultural change. To this end, in 2015 we presented the Act on the Equal Participation of Women and Men in Management Positions in the Private Sector and in the Civil Service. Since then, the situation on supervisory boards has improved significantly. But we still see too little movement at the management level. I am therefore pleased when companies seek professional support to strengthen the role of women here too. 

You help shape social change. You are doing something against existing disadvantages and ensure that women in our country can really do everything. 

Ultimately, we all benefit from this, because these changes make our companies more open, more transparent and demonstrably more economically successful.

I wish the FKi and everyone involved all the best for the future. 

Best wishes

Dr. Franziska Giffey Federal Minister for Family Affairs, Senior Citizens, Women and Youth


Cawa Younosi, Human Resources Manager SAP Germany, on the FKi results announcement on March 6

Whenever there is a discussion in Germany about diversity and the future of work, there is one person who should not be missing: Cawa Younosi, 44, personnel manager for SAP in Germany. His work motto: “We’re not performing open-heart surgery. Let’s just try it out.”

That is how he introduced the so-called ” part time bridge ” long before it became law. Likewise, co-leadership: Today, every leadership position can be shared on two shoulders. Full-time is no longer the rule at SAP, but an option – even in management positions. That is why we are particularly pleased to hear his greeting message on the announcement of the results of the Women’s Career Index and his congratulations to the award winners:




“2016, in the year of our first participation, we made it directly to first place in the category “Best New Comer of the Year” and second place in the overall ranking. After we could confirm this great result in 2017, we proudly and joyfully reached the first place in 2018, here still shared. For 2019, in the fourth year of our participation, we are really very happy to be alone at the top of the podium for the first time and to lead the ranking of the FKi. By participating in the FKi, we want to challenge and test ourselves. The external view on our own structures, developments and offers reveals and activates development potentials in our own organisation. Equality must not be a lip service: it requires key figures and measurable targets that are regularly monitored. The FKi does exactly that.” Kerstin Broßat, Talent Strategy & Diversity Lead ASGR

Company data

  • Number of employees ASGR (Germany, Austria, Switzerland and Russia): 12,500 (as of 03/2020)
  • Worldwide : 505.000 (Status: 03/2020)
  • Number of female employees: 48% women in the global workforce (status: 2020)
  • Share of women on the Global Management Committee: 27.5% (2020)
  • Locations in Germany: 11 (Berlin, Düsseldorf, Kronberg, Hamburg, Hof, Jena, Munich, Dortmund, Kaiserslautern, Bonn, Stuttgart)

Accenture is a leading global services company offering a broad portfolio of services and solutions in the areas of strategy, consulting, digital, technology and operations. With extensive experience and specialised capabilities across more than 40 industries and all business functions – supported by the world’s largest delivery network – Accenture works at the intersection of business and technology to help clients improve performance and create sustainable value for their stakeholders. With approximately 469,000 employees serving clients in over 120 countries, Accenture drives innovation to improve the way the world lives and works. Visit us at www.accenture.de


Campus Kronberg 1
61476 Kronberg im Taunus

Stadtwerke München

Stadtwerke München (SWM), the municipal energy expert of the City of Munich, is one of the largest energy and infrastructure companies in Germany. They supply the city with energy (electricity, natural gas, district heating, district cooling) and with fresh drinking water from spring sources in a safe and climate-friendly manner. In addition, SWM operates 18 indoor and summer swimming pools. Their transport subsidiary MVG is responsible for environmentally and urban mobility by underground, bus and tram, as well as with new innovative mobility solutions.

SWM is investing in the further expansion of renewable energy production for electricity, heating and cooling, in the area-wide expansion of fibre optics and the LoRa-WAN, in the electrification of individual traffic and in the construction of company housing. In all areas, they are pushing ahead with digitalization. With their commitments, SWM is laying the foundations for the networked and liveable city of the future. 

In cooperation with strong partners, SWM further develops proven concepts and drives innovation. 

The SWM Group employs almost 10,000 people. This makes them one of the largest employers in the region and one of the largest training companies. 

Right at our first FKI participation, we achieved a very good ranking – proof that our efforts to bring women into management positions are bearing fruit. The proportion of female managers at SWM is 20 per cent, a figure that has quadrupled in the past two decades. But we want to increase this figure further to at least 25 percent. This can only be achieved with targeted and tangible measures. We work with mentoring systems, network structures and generally promote a corporate culture that is based on trust, diversity and equal cooperation. In addition, we are a modern company working on important future projects in Munich, making us a very attractive employer – also and especially for women. We will further strengthen this with further measures.

Werner Abrecht SWM:

“FKI participation spurs us on. We work with mentoring systems, network structures and provide targeted support for our female colleagues. In this way, we have succeeded in significantly increasing the proportion of female managers in recent years. Our goal is as clear as it is ambitious: at least 25 percent of female managers.

Stadtwerke München GmbH

Emmy-Noether-Straße 2

80992 Munich




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MTU AERO Engines

“Our goal is to increase the proportion of women at all levels in the long term. We are doing a lot to create the best possible conditions for this. The main focus for us is to attract, promote and develop female high-potential employees for MTU.

Hans-Peter Kleitsch, Senior Vice President Human Resources

AboutMTU Aero Engines

MTU Aero Engines is Germany’s leading engine manufacturer and an established player worldwide. It develops, manufactures, markets and supports commercial and military aircraft engines in all thrust and power categories, as well as industrial gas turbines. The company has a global presence through its affiliates and joint ventures. In the field of commercial maintenance, the company is one of the top 5 service providers worldwide. In the military sector, MTU is the industrial lead company for almost all engines flown by the German armed forces.

  • Anzahl der Mitarbeiter Deutschland: 7.300
  • Anzahl weiblicher Mitarbeiter in der Gesamtbelegschaft: 15,2%
  • Frauenanteil bei Führungspositionen: 11,3%
  • Standorte Deutschland: München, Hannover, Ludwigsfelde

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Hewlett Packard Enterprise

Hewlett Packard Enterprise (HPE) is an IT company that helps customers move forward faster. We help IT environments become more efficient, productive and secure, enabling them to respond quickly and flexibly to a rapidly changing competitive environment. The digital transformation is revolutionizing all industries, we make hybrid IT simple, we support the Intelligent Edge and we have the expertise to make it happen.

Promotion of women at Hewlett Packard Enterprise

We regard diversity in the composition of our workforce as one of the key factors in our corporate success. People of different origins, gender and age with a wide range of individual skills represent an enormous creative potential.

As an IT company, we support our customers in the transformation to a digitalized future. The digitalization of the world of work is not only a technological but also a cultural change, which requires a high degree of adaptability and a great variety of perspectives. Female and male strengths are equally required. We are therefore committed to improving the gender balance, especially in management positions.

We have been setting ourselves binding targets since 2012, which we are consistently pursuing. The proportion of women in management has risen continuously since 2012. Dialogue with managers has established an awareness of the importance of identifying and promoting female talent early in their careers. Numerous measures, such as company-wide talent pools, mentoring and sponsorship, and talent marketplaces, address the issue of a management career – the visibility of talent and the determination to break with traditional patterns.

It is important to us that gender equality is not just a measurable number. Rather, as an employer, we see ourselves faced with the task of driving forward a process of change so that women’s careers in IT become a matter of course. We are convinced that this is not a sprint that you put down from one day to the next, but a marathon that requires stamina and long-term measures.  Our open corporate culture helps us to break through traditional patterns and to anchor our measures in a sustainable manner. For us, the FKI is a way of staying the marathon, making our commitment visible and learning from other companies.

Hewlett Packard Enterprise
Herrenberger Straße 140
71034 Böblingen

Contact person

Eva Faenger Diversity Manager Hewlett-Packard GmbH Phone: +49 (0)2102 / 9483467 eva.faenger@hpe.com

Company data

Number of employees worldwide: 50.000

Share of women worldwide: 32% * (Living Progress Report – data basis 2016)

Share of women in management positions worldwide: 25% * (Living Progress Report – data basis 2016)

Locations Germany: Head office is Böblingen with 7 branch offices

Locations worldwide: Headquarters in Palo Alto (California) Presence in numerous countries worldwide.

* As of March 2018


Diversity is very important to Santander. Our diversity is a natural part of our corporate culture. That is why we always take different measures to support it. Participation in the FKi enables us to identify further measures to better promote women in management positions.

Company Profile

Santander in Germany has its roots in Mönchengladbach. It was there that the former CC Bank was founded in 1957 and taken over by Banco Santander in 1987. After the merger with AKB Privat-und Handelsbank, it has been trading as Santander Consumer Bank AG since 2006. Here the bank bundles its business activities in the areas of consumer financing, retail banking and online activities.

Anzahl der Mitarbeiter Deutschland: 3401
Anzahl weiblicher Mitarbeiter: 1549
Frauenanteil bei Führungspositionen: 28%

We see it as our core mission to contribute to the success of people and companies. In doing so, we follow the vision of being the best commercial bank by striving for the trust and lasting loyalty of our employees, clients, shareholders and society. This is an expression of our special corporate culture and our special way of doing business. We are concerned not only with the question of what results we achieve, but also how we do it. We are aware that we can only become the best commercial bank if we start with our employees and build a bridge across clients and shareholders to the society for which we want to make our contribution. This is the claim of the Group worldwide and at the same time our claim here in Germany.


Santander Consumer Bank AG Santander-Platz 1 41061 Mönchengladbach Germany

Investmentbank Berlin

Promotion of women at IBB

Petra Leuschner, Women’s Representative at the IBB “As a public and social employer, we want to work towards ensuring that gender equality is not only on paper, but also in reality, in the working environment. We have already achieved a great deal, as the figures show. We do not want to rest on this success, because it cannot be taken for granted. Over the last twelve years, we have worked intensively on the framework conditions for equality, such as the compatibility of family and career and equal pay. A key factor for success is the cultural anchoring of the promotion of women and equality. This is not just about meeting a quota. Rather, we are working on a self-image for the acceptance, tolerance and support of different life models and the breaking up of still existing traditional role models. The challenge for the future is to constantly reflect on the equality of women and men, to keep it alive and to develop tailor-made measures for equality.

Participation in the FKI helps us with various questions: – Where do we stand in the promotion of women within the scope of our possibilities? – How do our activities work over time? – What are realistic developments and values? Of course it is also exciting for us to see how well the IBB compares to other companies in the promotion of women.


Investitionsbank Berlin
Bundesallee 210
10719 Berlin

The company: IBB is the development bank of the State of Berlin with the business areas of business development as well as real estate and urban development. The bank provides targeted support to small and medium-sized enterprises (SMEs), start-ups and founders in Berlin with monetary funding offers, sound financial advice and comprehensive coaching. In its activities the IBB focuses primarily on loan-based and investment-oriented financing. Grant programmes complement the product range, especially in the field of technology and investment promotion. In the business field of real estate and urban development, IBB is a partner for all real estate-related financing issues. Against the backdrop of the growing city of Berlin, it primarily supports new residential construction in the city. A further focus is on the energy-related refurbishment of buildings.

Company data

Number of employees (without apprentices and dual students): 588

Share of women: 351(59,7%)

Share of women in divisional and staff management: 5 (27,8%)

Share of women in departmental management: 16 (47%)


Investitionsbank Berlin
Bundesallee 210
10719 Berlin

The company: IBB is the development bank of the State of Berlin with the business areas of business development as well as real estate and urban development. The bank provides targeted support to small and medium-sized enterprises (SMEs), start-ups and founders in Berlin with monetary funding offers, sound financial advice and comprehensive coaching. In its activities the IBB focuses primarily on loan-based and investment-oriented financing. Grant programmes complement the product range, especially in the field of technology and investment promotion. In the business field of real estate and urban development, IBB is a partner for all real estate-related financing issues. Against the backdrop of the growing city of Berlin, it primarily supports new residential construction in the city. A further focus is on the energy-related refurbishment of buildings.

Company data

Number of employees (without apprentices and dual students): 588

Share of women: 351(59,7%)

Share of women in divisional and staff management: 5 (27,8%)

Share of women in departmental management: 16 (47%)

ÖBB Infra

The ÖBB infrastructure plays a pioneering role as one of the most exciting and traditional companies in Austria. We live this pioneering role in technical progress and as an economic engine. We also want to become a pioneer in human interaction. To this end, we are promoting a corporate culture that creates diversity and promotes individual initiative. A 9% share of women is not enough. Participation in the FKi enables us to clearly measure the advancement of women, make it transparent and develop it further in a targeted manner. In particular, we implement measures that increase internal career opportunities for women and improve the compatibility of work and family life for men and women.

With about 18,700 employees we plan, build and operate the entire ÖBB railway infrastructure in Austria. This includes stations, lines, buildings, terminals, telecommunication facilities and hydroelectric power plants for environmentally friendly traction power generation. We manage the entire real estate assets and are thus one of the largest land owners in Austria. A large part of the ÖBB apprenticeship system and the railway-specific operational and technical training are integrated in our company. On behalf of the federal government, we invest more than two billion euros annually in the Austrian rail network and offer state-of-the-art railway technology.

Number of employees Austria: 18,700

Number of female employees: 1,607

Share of women in management positions: 23


ÖBB-Infrastruktur AG

Praterstern 3

1020 Vienna

ÖBB Infra

MIELE & amp; CIE. KG

Advancement of women at Miele

“Filling more management positions with women is one of the priority goals of our personnel policy. We specifically promote talented female employees and encourage them in their career plans. We keep in touch during the family phase and then offer flexible flexi-time and part-time models. A family service provides support in matters of childcare and for relatives in need of care. “

Michael Bruggesser, Head of Human Resources Miele & Cie KG

At Miele, the proportion of women in the recruitment of highly qualified young specialists is at least equal to the proportion of women among graduates in the relevant subjects. And the proportion of women in the promotion of talent is at least equal to the proportion of female employees in the workforce. In the context of the annual employee appraisals, we take advantage of the opportunity to identify skills and potential and promote them through appropriate measures. The programs that prepare prospective or new managers for their tasks include various training courses and participation in a 12-month internal mentoring program.

Miele has for many years been involved with mentees and mentors in the cross-company ‘CrossMentoring OWL’ programme specifically for female managers. In order to achieve the best possible work-life balance, we maintain contact with young mothers and fathers during parental leave. This also includes specifically encouraging talented women to maintain their career plans. Flexible flextime and part-time models help in this after returning home. A specialised service provider, pme Familienservice, provides various advisory and support services for our employees on our behalf. These include individual advice on various childcare options, the arrangement of childcare places and our own range of daycare places. Emergency care and holiday offers are also available. Advice and mediation in the care of older relatives are further components. As a visible commitment to equal opportunities and diversity, Miele has signed the “Charter of Diversity”. We are convinced that the more diverse the workforce of an international company is, the better the future prospects in global competition.

Miele & Cie. KG
Carl-Miele-Straße 29
33332 Gütersloh

Miele is regarded as the world’s leading supplier of premium domestic appliances for cooking, baking, steam-cooking, refrigeration and freezing, coffee-making, dishwashing, laundry and floorcare. This is complemented by dishwashers, washer-extractors and tumble dryers for commercial use, for example in hotels, restaurants or laundries, as well as washer-disinfectors and sterilisers for medical facilities and laboratories (‘Miele Professional’). With around 18,000 employees, sales of EUR 3.5 bn and its own sales and service companies in 47 countries, Miele ranks among the global players in its sector. This also opens up a wide range of international career prospects for young specialists and managers.

Since its foundation in 1899, Miele has been an independent family business with a special commitment to its customers and suppliers, its employees, the environment and society. Long-term and future-oriented thinking and acting, an employee-oriented corporate and management culture as well as consistent further development of products in the interests of our customers are at the forefront of our activities. In 2014, Miele was awarded the German Sustainability Prize, one of the most important awards of its kind in Europe, for this. Our brand promise, which was already formulated by the company founders, sums it up in a nutshell. It is: “Always better”.

Number of employees: 17,741 employees worldwide

Proportion of women in management positions: 19% worldwide

Locations 8 plants in Germany, 4 plants abroad, Miele sales companies in 47 countries


Vodafone is one of the leading communications groups in Germany. Every second German is a Vodafone customer – whether he or she surfs, phones or watches TV; whether he or she networks office, farm or factory with Vodafone technology. As a gigabit company, Vodafone is driving forward the expansion of infrastructure in Germany: Today, Vodafone reaches almost 24 million households in its nationwide cable fiber optic network, around 18 million of which are connected at gigabit speed. By 2022 Vodafone will provide two thirds of all Germans with Gigabit connections. With its 4G network, Vodafone reaches more than 98% of all households in Germany. Vodafone’s machine network (Narrowband IoT) for industry and commerce spans almost 96% of the German territory. Since mid-2019, Vodafone has also been operating the first 5G network in Germany and will reach around 10 million people in 2020. In 2021 Vodafone will expand 5G for 20 million people.

Number of employees Germany and worldwide:

  • Germany: 16.000
  • Worldwide: More than 100.000 
  • Number of female employees: 38
  • Proportion of women in management positions: 22%.

“Diversity is an integral part of the Vodafone strategy. We look closely at inequalities in the workforce. But we also have a lot to do before women in leadership become even more commonplace. We want to achieve a real balance between the sexes. Promoting women is not a discrimination against men, but a must in terms of equality.”

Bettina Karsch Managing Director HR Vodafone Germany

We integrate the advancement of women in a holistic diversity approach by integrating it into all personnel processes. Vodafone has set itself the internal goal of filling 40% of management positions with women by 2030. We are well on the way to increasing the proportion of women, but we still have a long way to go. The FKi supports us in achieving our goals even faster and better.

Vodafone GmbH

Ferdinand-Braun-Platz 1

40549 Düsseldorf

Jenoptik AG

We harness the potential of light. Through the power of light, we strive to improve the quality of our lives and the environment. We work towards better futures through photonics. Jenoptik is a global photonics/technology group, which is comprised of three photonics-based divisions: Light & Optics, Light & Production and Light & Safety, as well as the VINCORION brand for mechatronic solutions. The Jenoptik Group headquarters are located in Jena in the Free State of Thuringia. Next to our major sites in Germany, we maintain production and assembly sites in Europe, the US, and Asia and employ about 4,000 people worldwide. JENOPTIK AG is listed on the Frankfurt Stock Exchange and included in the SDax and TecDax Indices.Anzahl der Mitarbeiter Deutschland und weltweit: ca 4.000

Number of female members of staff 1,150

Proportion of women in management positions: 18%.

Locations Germany and worldwide: Germany (Jena, Triptis, Berlin, Dresden, Monheim am Rhein, Villingen-Schwenningen, Wedel) UK, USA, Canada, China, Singapore, Japan, Korea, France, Spain, Netherlands, Switzerland, Austria

“Our framework conditions perform well in the benchmark. We offer flexible working hours, mobile working and have flexible childcare facilities at large locations. That this is not enough is clear to us! If there is to be real change, women must also make decisions, and they must do so in management positions. That is what we are tackling now. Our goal is to fill 30 percent of our management positions with women. We have committed ourselves to this in the Executive Management Board. To achieve this, we have launched a number of measures, such as recruiting campaigns that explicitly target women, targeted positioning of women in succession plans, a minimum number of women in leadership development programs, and more to come.

Maria Koller, JENOPTIK AG, Head of Global HR




Carl-Zeiß-Straße 1
07743 Jena