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 diversity approach. Our 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 1st 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. At the end of financial year 2018/19, a share of 11.6% of women were employed in the first management level below the Management Board and 34.1% in the second management level below the Management Board. Additionally, the Supervisory Board has stipulated the objective of having at least one female member appointed to the Management Board of METRO AG by June 2022. As of 1 November 2019, Andrea Euenheim was appointed to the Management Board of METRO AG as the new labour director. She is succeeding Heiko Hutmacher, who is leaving the company as of 31 December 2019 at his own request. METRO AG will achieve the target set by the Supervisory Board already in 2019.
Furthermore, METRO has set a voluntary target for the share of women in executive positions at METRO Wholesale. By June 2022, 25% of managerial positions on levels 1–3 (including store managers) of METRO Wholesale locations worldwide will be filled by women. At the end of the financial year, the proportion of women in management positions in levels 1 to 3 (including store managers) at METRO Wholesale was 24.2%. 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 performance indicators. Another task of the aforementioned committee is to support the METRO companies in achieving their goals with best practice sharing and newly developed initiatives. In 2019, METRO AG held its first Diversity & Inclusion Days at the Düsseldorf Campus in order to make diversity and inclusion in the corporate environment more tangible for employees. With a total number of 350 participants events on 5 dimensions (sexual orientation, disability, gender, ethnicity, age), the event was very successful and will be repeated in 2020 at the METRO Campus in Düsseldorf.
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 been established. In 2018, METRO launched the Women Leadership Programme (WLP). Following the successful completion of a pilot programme in June 2018, the Women Leadership Programme was rolled out at METRO AG, METRO Wholesale and the service companies in 2019.
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 kindergartens with spaces for children from the age of 4 months. The staff speak German and English to the children.