Diversity and equal opportunity

  • International collaboration reinforced and further expanded
  • Managers are trained and enabled to implement and inclusion measures in their area of responsibility

Strategically promoting diversity

126

nations represented in the workforce

Bestandteil des GNFK StartThe Schaeffler Group values multicultural experiences and diversity, and views these as the global organization’s strengths, which is why the company aims to create a working environment that embraces inclusion and is free from discrimination, intimidation, and harassment. The company employs people from 126 nations. The aim is to firmly establish management at the company, make it more visible, and reinforce the issue’s importance on a management level.

In order to underline its commitment, the company signed the (Diversity Charter) in 2008 and has been an active member of this association since 2018. The Schaeffler Group works closely with the association and the member companies and regularly exchanges information with them.

The primary purpose of the Schaeffler Group’s diversity management is to prevent discrimination, for which the serves as a central policy. The department is closely connected to other relevant business divisions such as the complaints office for cases of discrimination, the Sustainability department, and Health Management. Training courses called for by the General Act on Equal Treatment are also offered for managers and employees in Germany.

To promote diversity and inclusion, the Schaeffler Group has established a Diversity Council consisting of members of the Schaeffler Group Executive Board as well as top level managers. In addition, a regional Diversity Council was founded in Asia/Pacific in 2020 and in Greater China in 2021. The regional Diversity Councils primarily address the local requirements of employees. There is also a global network that allows managers across all regions to converse on a monthly basis. Measures therefore comply with requirements and promote a consistent understanding of goals.

In 2020, the members of the global Diversity Council took part in a pilot training course on diversity and inclusion. The course was rolled out in three regions in 2021 for managers of both levels below the Schaeffler AG Executive Board and for all plant managers. The launch in the Americas region and expansion to the next management level is planned for 2022.Bestandteil des GNFK Ende

Gender diversity

Bestandteil des GNFK StartThere are targeted mentoring programs for female students and in to promote diversity at the company, with a particular focus on diversity. The Schaeffler Group has been supporting female students in science, technology, engineering, and mathematics (STEM) with a mentoring program since May 2021. Around 40 female students are accompanied by voluntary mentors at the company for a period of one year. Regular exchange as well as workshops and events give them an insight into company practices. Additional measures included participation in the Diversity Challenge of e.V.” and in the Emerging Leaders Program in collaboration with INSEAD.

As of June 30, 2017, target ratios for the proportion of women were set within Schaeffler AG. These are 8 % of women on the first and 12 % of women on the second management level below the Executive Board. The aim was to achieve these targets by June 30, 2022. The targets were achieved in 2020 and 2021.

Percentage of women in the Schaeffler Group1)

Women at Schaeffler group (pie chart)

1) Unless otherwise indicated, the workforce figures refer to the reporting date of December 31, 2021.

2) Managers are defined as employees in a supervisory function.

In 2021, the proportion of women in the entire Schaeffler Group was 22.3 % (prior year: 22.0 %) and the proportion of female managers1) was 12.1 % (prior year: 11.8 %). The company is in the process of establishing its medium-term target to increase the proportion of women, including the top management levels of the Schaeffler Group. This goal will be adopted and published in 2022.Bestandteil des GNFK Ende

1) Managers are defined as employees in a supervisory function.

Diversity
Diversity with respect to aspects including gender, ethnic origin, age, disability, sexual orientation, and religion.
Diversity
Diversity with respect to aspects including gender, ethnic origin, age, disability, sexual orientation, and religion.
Charta der Vielfalt (Diversity Charter)
Corporate initiative to promote diversity in companies and institutions. Organizations should create a working environment that is free of prejudice. All employees should be valued - regardless of gender, nationality, ethnic origin, religion or belief, disability, age, sexual orientation and identity.
CoC
Abbreviation for "Code of Conduct": The Code of Conduct describes the values and principles of behavior to be followed in letter and spirit by all employees of the Schaeffler Group. Furthermore, compliance with the commands and prohibitions is also expected from the Schaeffler Group's business partners.
E-mobility
Abbreviation of “electric mobility”: mobility that is powered by electricity. This includes electric and hybrid vehicles. Ranging from high-voltage hybrid modules and electric axles through to wheel hub motors – the Schaeffler Group offers a broad range of products for the age of electrified powertrain architectures
Gender
Social dimension of gender. Refers to the culturally specific and historically variable roles, expectations, values, and orders associated with the respective gender.
Charta der Vielfalt (Diversity Charter)
Corporate initiative to promote diversity in companies and institutions. Organizations should create a working environment that is free of prejudice. All employees should be valued - regardless of gender, nationality, ethnic origin, religion or belief, disability, age, sexual orientation and identity.

GRI

UNGC

GNFK