Gender diversity and programs to promote the interests of women are part of the Lufthansa Group’s approach to diversity

Lufthansa has set itself the goal of having as many different points of view and levels of experience as possible represented in each of its teams, decision-making committees and planning committees, in an effort to ensure that full use is being made of all the available potential for achievement within the Group. For this reason, the Lufthansa Group is to pursue a more comprehensive approach to diversity, whereby diversity in terms of gender, demographic and ethnic background is seen as the bringing together of a range of different perspectives and a way of strengthening the competitive position of the company. We want to see that every employee has a fair chance to fully develop his/her talents and potential, thus having the chance to make his/her own personal contribution to the success of the company.

In order to be successful in the future, the company has to, and indeed we want to make fuller use of the potential which is available. As far back as 2011, Lufthansa set voluntary target quotas in cooperation with a number of other large German companies (see DAX30-voluntary commitment) in an attempt to increase the number of women in management positions.

A challenging set of goals has been set against the background of the implementation of recent legislation requiring equal participation of men and women in management positions in both private and public sectors.

Beyond the statutory quota, the Lufthansa Group companies have set themselves common target levels, which each of the companies is to make their own contribution towards, given the respective framework conditions in each case.

At the end of 2016, the figure for the number of women in the first level of management of the Group stood at 9.7 percent (target quota: 10.5 percent), and in the second level of management at 17.3 percent (target quota: 17.9 percent)

Lufthansa GroupStatus on 31.12. 2016Target quota by 31.12.2021
1st level of management9.7%18%
2nd level of management17.3%24%

On 31 December 2016, at Deutsche Lufthansa AG, a figure of 10.1 percent had been achieved for the first level of management (target quota: 11.4 percent), and 25.5 percent for the second level of management (target quota: 23.7 percent).

Comprehensive reorganization measures undertaken across the whole of the Lufthansa Group have led to a shift in management positions between the two levels of management. At the same time, a good number of these positions have been newly filled, with conscious attempts being made to give particular consideration to female candidates during the selection process. Even though the goals set for the first level of management have not yet been reached at the present time, the aspiration to increase the number of women in management positions remains in the focus and will continue to be pursued by undertaking further measures as well as through consistent implementation of the current policy.

For Deutsche Lufthansa AG, the quota of women on the executive board stood at 25 percent on 31 December  2016 (target quota: 30 percent) due to the vacancy for the position of Chief Financial Officer. Following the appointment of Mr Svensson on 01 January 2017, it now stands at 20 percent.

With a deadline for their achievement of 31 December 2021, the following targets have now been set for the women’s quota at Deutsche Lufthansa AG:

Deutsche Lufthansa AGStatus on 31.12.2016Target quota for 31.12.2021
Executive board25%30%
1st level of management10.1%20%
2nd level of management25.5%30%

Deutsche Lufthansa AG currently fulfils the requirements for the composition of the supervisory board with a minimum percentage for both men and women of 30 percent.

The target and deadlines for Germanwings GmbH can be found here, as the company does not have its own separate internet site. 

Experience up to now has shown that real progress in terms of the women’s quota in management can only be achieved by undertaking concrete measures in terms of personnel policy together with programs to promote the interests of women.

Tangible successes have been registered since the introduction of a more transparent process for the advertising of vacant positions as well as the introduction of criteria regarding diversity in the recruitment process for management positions.

Lufthansa will further intensify its efforts in this area in order to remain an attractive employer in future – with particular emphasis on modern and flexible working arrangements and family-friendly conditions, as well as the systematic management of talent, and the anchoring of diversity goals as an integral part of the management responsibility and of the corporate image of the Lufthansa Group.