For the Lufthansa Group, as an employer and service provider, diversity and equal opportunities are important and necessary. It makes the company more open-minded and creative - essential qualities for remaining innovative and flexible. This also leads to a more varied understanding of customer needs and contributes to the customer-oriented development of products and services. At the same time, the Lufthansa Group's diversity approach underscores the appreciation of, and equal opportunities for, all employees.
Promoting diversity is a main goal of the Lufthansa Group's personnel strategy. All employees should be able to contribute their own talent in a working environment free of prejudice.
This attitude for diversity and tolerance has also been carried by a Lufthansa aircraft: An A330 bears the lettering "Diversity Wins" and an illustration showing the Germany men's national football team with supporters - in all their diversity. It was operated for the first time with this special livery on the scheduled flight to Muscat on which the men's national football team flew to its training camp ahead of the 2022 World Cup in November.
Proportion of women in management positions to be increased
A special focus is on increasing the proportion of women in management positions. Women in the Lufthansa Group represent 45 percent, while the share of female managers across the Group is 20.4 percent (as of December 31, 2022). The Lufthansa Group is aiming for a resultof 25 percent of women in management positions by 2025.
Experience to date has shown that an increase in the proportion of women in management can only be achieved through concrete personnel policy measures and programs. Noticeable successes have been achieved, for example, since the introduction of a transparent job advertisement process. In order to achieve its goals, the Lufthansa Group has implemented further supportive measures in staffing processes. For example, every shortlist for management positions must include a fixed proportion of women. Final appointments, of course, still follow a clear selection of the best candidates. In addition, there are various trainings for all managers at the Lufthansa Group that sensitize them to mixed teams or point out unconscious thought patterns, as well as a broad portfolio of individual development measures for female talents.
Lufthansa Group supports work-life balance
The Lufthansa Group also makes use of a broad portfolio of measures and activities that make it easier for employees to combine family and career. This ranges from shared leadership, i.e., the sharing of a management position, to flexible working time models, such as different part-time arrangements, opportunities for remote work, and various offers, such as in the areas of ad hoc child care, parent-child offices, regular childcare, and care for relatives in Germany.
Employment and integration of people with disabilities
For the Lufthansa Group, the employment and integration of people with disabilities is not only a legal obligation, but also a fulfillment of social responsibility. At year-end 2022, the employment rate of people with disabilities in the Lufthansa Group in Germany was 4.3 percent. While some companies exceed the legally stipulated minimum quota of five percent, the disability employment rate in many other companies is lower - in part also due to legal regulations. The Lufthansa Group therefore also uses other ways of promoting people with disabilities, such as awarding contracts to workshops for the disabled or cooperating with the National Paralympic Committee Germany.
LGBTIQ* concerns are supported within the company
The Lufthansa Group is committed to promoting a working environment free of discrimination in which all employees can develop their talents - regardless of their sexual orientation or identity.
In 2018, the LGBTIQ* employee network, "Diversifly", was created. The network acts as a point of contact, actively advocates for the interests of the community, and provides advice and support within the Group on the development and implementation of measures and policies to prevent discrimination.
In addition to supporting the Diversifly network, the Lufthansa Group also visibly demonstrates its position on openness and diversity to the outside world - from "Lovehansa," a special banner for a Lufthansa A320neo, to the rainbow flag that is hoisted in front of the headquarters on various occasions, to support at Christopher Street Day parades.
Giving diversity a face
Other employee and executive networks and initiatives support the company's diversity and equal opportunity goals. For example, executives created the Diversity Allies network to actively advocate for a positive diversity culture within the company, promote its benefits and encourage diversity within teams. The #CourageUp network campaigns against discrimination in the workplace based on ethnic origin. Other examples include the Lufthansa Group's Female Leadership network, Lufthansa Technik's Female Network and the Fathers' Network. In order to make the offerings known beyond the boundaries of the respective divisions and Group companies, the overarching "Power Up" network acts as a multiplier, providing a common technical platform for the mutual exchange of know-how and support.