Diversity management

We strongly believe that diversity and inclusion lead to better business results. In order to establish a diverse and inclusive corporate culture and to gain better access to more talent, METRO has developed a company-wide . The goal is to create an open work environment in which individual differences are respected, valued and promoted. We strive to build a workforce in which each individual can develop and use their unique potential and strengths.

Equal opportunities at work

We promote equal opportunities at work for men and women. METRO aims to further increase the proportion of women in executive positions. We have made progress towards this goal again during the past financial year. The objective is for 20% of employees on the first management level below the Management Board and 35% of employees on the second management level below the Management Board of METRO AG to be women by June 2022. Additionally, the Supervisory Board has stipulated the objective of having at least one female member appointed to the METRO AG Management Board by June 2022. This represents a female quota of 25% of the current Management Board which is comprised of 4 members. Furthermore, METRO has set a voluntary target for the share of women in executive positions at . By June 2022, 25% of managerial positions on levels 1–3 (including store managers) of METRO Wholesale locations worldwide will be filled by women. We will incorporate these goals in our succession planning and recruitment activities.

In 2017, METRO established a Diversity and Inclusion Committee, which created a long-term strategy and is pursuing to promote diversity within the organisation and harness it to benefit the business. As part of this strategy, the committee agreed on individual goals for the group companies with the Management Board of METRO AG, which are monitored using specific key figures. Another task of the aforementioned committee is to support the METRO companies in achieving their goals with best practice sharing and newly developed initiatives.

METRO is actively participating in various initiatives, such as the Diversity Charter, the LEAD Network and Prout at Work. Beyond that, various employee networks have become established. In 2018, METRO launched the Women Leadership Programme (WLP). Following the successful completion of the pilot programme in June 2018, preparations are currently underway to implement it by early 2019 for METRO AG, METRO Wholesale and the service companies.

Life-phase-oriented programmes

We offer various opportunities for part-time employment and support our employees in caring for relatives. In addition, the head office in Düsseldorf operates 3 day care centres with spaces for children from the age of 4 months. The staff speak German and English to the children.

Diversity management
A central element of HR policy that harnesses the diversity of employees in terms of gender, age, ethnicity, beliefs, sexual identities and potential disabilities for corporate success.
Wholesale, METRO Wholesale
The METRO Wholesale segment comprises the METRO Wholesale sales line of METRO AG with more than 769 wholesale stores across 35 countries worldwide. This also includes the delivery business (Food Service Distribution) with companies like METRO delivery service and the delivery specialists Classic Fine Foods, Pro à Pro and Rungis Express.