Diversity

Rheinmetall employees identify with a distinctive corporate culture that focuses on trust, professional performance, initiative, self-responsibility, shared values and mutual understanding, and work together in partnership across functional, divisional and national boundaries.

By signing the principles of social responsibility in October 2018, the parties stress the importance of human and cultural diversity for working together, an inclusive and respectful corporate culture and tolerance in dealing with each other. The global framework agreement contains regulations governing compliance with international human rights, fair working conditions and the rights of employee representatives. The contents of the agreement were negotiated with the European Works Council. Representatives of IG Metall and the international trade union confederation IndustriALL Global Union were provided support through accompanying consultancy and coordination processes.

Diversity and internationality

In times of accelerated technological and economic change, we believe that equal opportunities and diversity are essential – not just for society, but for the company too. We value all people regardless of gender, age, sexual identity, health requirements, ethical or social background, skin color, religion, culture or ideology. The international nature of our business activities means that people from many different countries, cultures, religions and walks of life are employed in our company. They not only shape the profile, image and uniqueness of our company, but in our everyday business they also meet the wide range of requirements imposed by our customers, investors, suppliers and other stakeholders. We view the diversity of our employees as a strategic success factor. It makes us appeal to customers and applicants alike. This diversity holds tremendous potential for the continued growth of the Rheinmetall Group and is an opportunity to recruit and retain the best talent.

With locations on six continents, supply relationships in 137 countries in 2020, 12,454 employees abroad and 70 nationalities represented at Rheinmetall in Germany, internationality and diversity have long been part of everyday life in the Rheinmetall Group and are key factors – despite any dissimilarities – in why we remain successful together in our global business activities. At the end of fiscal 2020, 826 employees at our German companies were foreign nationals (previous year: 859). The management teams are made up of German and foreign managers. Multinational teams work together on projects. In addition, 61 German employees were posted to Rheinmetall Group locations outside Germany (previous year: 66) in 2020.

Women in managerial positions

Around 21% of employees were female in the year under review (previous year: 21%). Rheinmetall Automotive employed 2,623 women (previous year: 2,807) and Rheinmetall Defence 2,475 women (previous year: 2,420). A total of 124 women worked in the Group holding company and service companies (previous year: 112). Generally, the Defence and Automotive sectors are preferred by men, who predominantly tend to choose technical or scientific subjects for study and professional training. For these reasons, the percentage of women occupying management positions in our technology group is lower than in other industries or branches of industry.

The German Act on Equal Participation of Women and Men in Executive Positions in the Private and the Public Sector, which was passed by the Bundestag on March 6, 2015, regulates the setting of targets for the share of women in governing bodies and at senior management levels.

The targets and deadlines for increasing the proportion of women on the Supervisory Board, management bodies and the two management levels below the management body that are defined for Rheinmetall AG and its German subsidiaries subject to codetermination in due consideration of sectorspecific circumstances are published for the period from July 1, 2017, to June 30, 2022, on our company’s website in the section "Corporate Governance – Ratio of Women." In the year under review, the Rheinmetall Group employed 2,805 managers in the first four levels below the Executive Board, 292 (10.4%) of whom were women.

Together with Diversity, Recruiting and Employer Branding, the Human Resources department at the Rheinmetall Group develops systematic recruitment approaches, training concepts and personnel development measures designed to ensure a fair share of women in management, and through which it also prepares itself for future management tasks. At the same time, the internal management development programs set the respective line managers ambitious targets for the participation of women in these programs, which are as follows: The Top Potential Program aims to increase the proportion of women to at least 15% by 2025 (base figure for 2018: 4%), the Executive Development Program to 7% by 2021 (2018: 3%), the Manager Leadership Program (MLP) to 15% by 2020 (2018: 7%) and the Young Manager Program (YMP) to at least 15% by 2020 (2018: 11%). The proportion of women on the Talent Campus is to increase to 15% in 2021, and we are looking to achieve a level of 30% in fiscal 2020 with the induction programs for management trainees. While the ratio of women on the YMP was 17% in 2020, we got closer to the 2020 target on the MLP with 11%. We have still not reached the sufficient proportion of women at the relevant management level to achieve the planned target. In the year under review, fewer management trainee programs than originally planned were carried out, which means that the targeted quota of 30% was not met.

Inclusion

People living with a disability are in particular need of protection and solidarity in society. Their inclusion in work and training opportunities is an important expression and prerequisite for equal participation in social life. It is our aim to create a working environment that is based on individual commitment, cooperation and appreciation of all employees within the company. Our open corporate culture ensures that employees with health problems or disabilities are fully integrated in working life at Rheinmetall, where they have every opportunity to bring their talents and skills to the table and prove what they can do. Once again, the focus here is on developing existing strengths and potential. It is vital here that workstations are individually adapted to the type and degree of disability, allowing the employees concerned to achieve work of the same quality as that of colleagues without disabilities. In the year under review, the German-based Rheinmetall Group companies employed 582 severely disabled people (previous year: 575), who are represented by the Group representative body for severely disabled employees.


We champion self-determined and equal participation, and create the necessary working conditions for this. The first core principles and integration goals were formulated in a framework integration agreement together with the Group representative body for severely disabled employees back in 2002. In accordance with the action plan developed in 2018 for the German companies concerning the employment of people with disabilities, in February 2020 an inclusion agreement was negotiated between the Group representative body for severely disabled employees and the Group Works Council that, among other things, sets targets for recruitment and employment ratios of severely disabled trainees and people with a disability. A holistic assessment is carried out to check that workstations are designed in an inclusive way. We also aim to ensure as much accessibility as possible on our site premises and during the recruitment process. Furthermore, we ensure that representatives for severely disabled employees are consulted during the planning phase for new building projects. Inclusion teams at the locations monitor the process to ensure that the agreed regulations are implemented.

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