We are also working to further increase the diversity of our management team in terms of nationality and gender. By 2025, we aim to gradually increase the proportion of female managers in our general management team (Level 1 to Level 3) by more than 15 percent compared with 2019. Overall, we are taking a systematic approach to promoting diversity, anti-discrimination, and a welcoming environment in our workforce. We are on track to achieve our diversity goals and are monitoring our progress internally. The DEKRA principles are integrated in the DEKRA Diversity, Inclusion and Equal Treatment Policy we have adopted as a Group-wide standard in support of our aim to be an inclusive organization.
The policy describes our values for diversity, inclusion, and equal treatment, and explains how we seek to embody these values both internally and externally. It is also intended to serve as a framework for expanding the diversity and heterogeneity of our workforce, preventing discrimination, eliminating stereotypes, and promoting equal opportunities. We want to enable each employee to achieve their full potential and enjoy respect in an open working environment. We have affirmed our commitment by becoming a signatory to Germany’s “Charta der Vielfalt” (diversity charter). The DEKRA Group as a whole signed this charter in 2022 and focuses mainly on the following aspects:
- Gender and gender identity
- Physical and mental abilities
- Ethnic origin and nationality
- Religion and belief
- Sexual orientation
- Social background
DEKRA does not tolerate discrimination and harassment. Employees around the world can report any breaches by contacting their regional compliance officer or using the central whistleblowing system. The importance we attach to inclusion is reflected in, for example, our Representative Body for Disabled Employees, which fosters the integration of disabled people into the organization, advocates for their interests, and provides advice and assistance.
Diversity project with the University of Aalen
“Implementing diversity management in our company is a marathon and not a sprint.” This was the motto of a joint University of Aalen and DEKRA project that ran from October 2021 to March 2022. The university's Faculty of Business and Economics' Health Management study area had developed a training concept for the expert organization – based on a status quo analysis – in order to make human resources employees and DEKRA managers even more aware of the importance of diversity and inclusion in the company. At the same time, the concept also contained recommendations for action with regard to structures and processes to be implemented in order to further promote diversity and inclusion at DEKRA and to proceed in a goal-oriented manner to the next stages following the signing of the Charta der Vielfalt (diversity charter).