Diversity management

Women make up approximately 36 % of our workforce worldwide. The share of women in executive positions within the Group worldwide is currently 18.5 %. For Germany, this figure is slightly higher at 19.5 %. At the end of 2011, we committed to filling 25 to 30 % of upper and middle management vacancies worldwide with qualified women. To this end, we conducted numerous workshops in 2012 across Europe, the Americas and Asia with specialists and executives from different divisions. The discussions focused on corporate culture, awareness raising, and increasing participation of female high-potentials in the Group's talent management activities.

Individual divisions also organized their own regional informational events, which included "Women in Logistics" in Canada and an International Women's Day event in Oman. Our SUPPLY CHAIN division was listed among the top 50 employers for women in the UK by the British magazine "Times". In Germany we received our fifth consecutive Total E-Quality award, which is presented every three years to companies with a proven track record of promoting the engagement, abilities and professional development of women.

Creating a family-friendly working environment is an economic and social priority for us. Improved childcare, flexible working hours and various support measures for re-entering the workforce following family leave are just some of the ways we create this kind of environment.

In Germany, we offer all employees support and placement services for child care, as well as child care services during school holidays or in emergencies. A new nationwide general works agreement with our social partners makes it considerably easier for employees to relocate if they are forced to change jobs for important family or health-related reasons.

Outside Germany as well, the support we provide employees in the area of career-family balance often goes well beyond local legal requirements. As an example, the EXPRESS division offers its employees in Turkey professional consulting and support in all areas related to parenthood. In addition, mothers returning to work receive a welcome package containing important information regarding the return process.

One of our responsibilities is to enable people with disabilities to take an active part in working life. This applies not only to new hires but to existing employees who become disabled due to an illness or accident. We develop solutions for (re)integrating them fully into working life. The exchange of information is key to this process. To support this, we document our disability-friendly workplace solutions in a database administered by the Institute for Economic Research. All divisions across the Group have access to this information.

At our principal company in Germany (Deutsche Post AG), we employed 13,740 employees with disabilities, representing an average annual employment rate of 8.6 %. Once again, this is well above the national average in Germany's private sector (4.0 % in 2010; source: German Federal Employment Agency).

Around the world, increasingly more gay, lesbian, bi- and transsexual men and women are becoming open about their sexuality. We make sure that our employees are free to perform their jobs and pursue their career goals irrespective of their sexual orientation and identity without the threat of discrimination. In 2012, we continued to work together with our Group-wide "RainbowNet" network and conducted a range of activities and workshops.

Our corporate culture is defined by the diversity of our people. The Code of Conduct makes it clear to all employees across the Group that discrimination is not tolerated at Deutsche Post DHL. When incidents of discrimination are reported, they are handled by specialists at the regional level, resolved in line with our Code of Conduct and fully documented. In several countries, data privacy laws prevent us from reporting on these cases. For this reason, concrete discrimination data is not included in this report.