Susanna Nezmeskal, Vice President Corporate Culture
Implementing Gender Diversity across
Borders
Global Summit of Women, Colloquium
Washington, February 23rd, 2012
Deutsche Post DHL
Deutsche Post DHL
is the world’s leading postal and logistics services group. Its integrated DHL and Deutsche Post brands offer
comprehensive services in international express, air and ocean freight, road and rail transportation and contract
logistics.
Deutsche Post DHL
is one of the biggest private employers worldwide with around 470,000 in more than 220 countries and territories.
Deutsche Post DHL | Page 2
Gender Diversity as a key part of our Diversity Management
For Deutsche Post DHL diversity forms a key element of every day
business.
Diversity Management:
•
•
•
Enables us to fully harness the potential of this asset
Helps us to deal with demographic challenges and with labor market changes
Means to welcome the manifold ideas, perspectives and approaches of our
employees as well as boosting our employees’ motivation and customer
satisfaction
Gender diversity is a crucial part of our diversity approach
•
•
•
Around 37 % share of women in the total workforce
30 % to 34 % share of women among non-executives and programs for young
people
Share of women in management positions: 17.6 %
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Gender Diversity & Mixed Leadership Pays Off
1
Demographic change
Attracting more women meets the challenges of
demographic development and labor markets’ change
2
Performance
Research indicates that companies with a strong
degree of mixed leadership perform better
3
Political debate
Political debate can be shaped in a positive direction
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Status: Share of Women in Board of Management
Only 12% of board members at Europe's largest companies are women
and in 97% of cases the board is chaired by a man.
0%
2%
4%
6%
8%
10%
12%
14%
18%
17%
Sweden
14%
United
Kingdom
12%
Norway
11%
Russia
7%
France
6%
Spain
Germany
16%
2%
Source: McKinsey & Comp : Women Matter 2010.
Original footnote:
Proprietary database: selection of the 362 companies which disclose their executive committee members within the local reference stock index: Norway (OBX – 25), Sweden (OMXS –
29), France (CAC 40), Germany (DAX 29), Spain (IBX 35), Russia (RTSI 50), Brazil (Bovespa 52), China (SSE50), India (Sensex 30). For the UK, data from the Cranfield University
„The Female FTSE Board Report 2009“ (FTSE 1000) […] US: Catalyst, 2009 Catalyst census, Fortune 500 Women Executive Officers and Top Earners (2009)
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European Legislation on Women in Executive Positions
Several countries have legal provisions regarding the share of women in
executive positions in the economy and political sphere.
United Kingdom:
statutory quota for
management boards
being discussed
France:
- 20% by 2014
- 40% by 2017
for supervisory boards and
administrative councils of listed
companies and companies with
more than 500 employees or
revenue of at least EUR 50 million
Belgium:
30% for administrative
councils by 2016 for listed
companies
Norway:
40% of administrative
councils
Netherlands:
30% of boards of management
and supervisory boards by 2015
for companies with more than 250
employees
Spain:
40% by 2015
for administrative
councils
Finland:
40% for supervisory boards of stateowned enterprises, otherwise, the
Corporate Governance Code applies
Sweden:
36% by 2014 for administrative
councils on a voluntary basis,
statutory provision where not met
Germany:
statutory provisions for boards of
management and supervisory
boards being discussed
Switzerland:
statutory quota for supervisory boards
being discussed
Italy:
- 20% by 2012
- 30% by 2015
for administrative councils of listed
and state-owned companies
EU Commissioner Reding, is targeting a share of women of 30% on supervisory boards by 2015 and of 40% as a standard by 2020.
If companies won’t have voluntary commitments by 2012, legislative procedures will occur.
Source: DIW Berlin 03/11, European Circle, March 31, 2011; Süddeutsche Zeitung July 1, 2011
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Political Development in Germany (Legal Quota vs. Self
Commitment)
Overall, the German government is pushing for German companies to
increase the share of women in executive positions
• Agreement between the German government and top German business associations to increase the share of
women in management positions
2001
• Coalition agreement of the government to increase the share of women in management positions
and public administration
2009
2011
At present
2018
• Federal Minister for Family Affairs, Ms. Schröder discloses a 4-stage plan1)
• Federal Minister of Labor and Social Affairs, von der Leyen, demands a binding quota
• Oct. 17, 2011 the companies of Germany’s DAX 30 index worked out a voluntary commitment to
increase the share of women in executive positions
• EU decision to introduce a legally binding quota for management boards and supervisory boards is on the
horizon
• EU Commissioner, Viviane Reding has announced statutory regulations if no fundamental changes are
made in 2011 (a 30% share of women on supervisory boards by 2015, increase of the share to 40% by
2020)3)
• announced introduction date for a legally binding quota
in case voluntary commitments are not adequately implemented
1) Set of guidelines for drafting a step-by-step plan, February 4, 2011; 2) DAX 30 declaration from March 30, 2011; 3) Handelsblatt September 17, 2010
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Germany: The Self Commitment of DAX 30 Companies
The activities of the DAX 30 working group were a major success and were
positively received by political leaders and the media.
The following successes were achieved by the working group:
• Commitment in terms of target numbers
• Development of a uniform template for the announcement, and future
reporting to be made annually
• Open exchange about individual company data, measures and goals
between the DAX 30 companies’ efforts to promote women
• Continuous dialogue with ministries involved in the issue
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Vacancy Commitment by Deutsche Post DHL
DPDHL´s Position: Corporate Board decided in favor of a self-commitment
We commit to fill 25 to 30 percent of all
vacancies for grades B-H with women
external
The decision allows a solid positioning in the German political debate.
internal
We have chosen and defined the right approach to leverage our full potential.
Now we can introduce all necessary measures step by step.
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DPDHL: Project “Women in Management Positions”
DPDHL has launched a project to analyze the root causes of the currently
low share of women in executive position.
• Group-wide transparency regarding the proportion of
women in executive positions (currently 17% in grades B-H)
Sustainably increase the
proportion of women in
executive positions using
measurable and
assessable measures
• Identification of root causes of the low proportion of women
in executive positions
• Development and evaluation of a proposal of measures
that can be rolled out on a global scale
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Action Areas for Deutsche Post DHL
Key areas of activities to implement gender diversity sustainably
Talent Management
• Supporting women by offering mentoring
programs and sponsoring
• Career support
Awareness Building
• Change of behavior and culture
(e.g. gender diversity training as part of
executive training)
Gender Diversity
in Focus:
Women in Management
Executives’ responsibility
Role models
•Top-executive commitment
and leadership
•Visible female role models
Structures, processes
•Top-down objectives for regions/divisions/
functions/grades
• HR processes
• Innovative work models and supportive
frameworks in the context of daily work culture
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Do’s and Don'ts
Our project revealed some interesting insights and findings:
Do’s
Don’ts
• Communicate on a group wide level
and foster transparency on facts and
figures
• Do not treat the topic Women in Mgt
Positions as a HR topic
• Constantly involve people from
different divisions and regions to share
findings and check feasibility
• Get clear commitment from the top
• Do not accept hypotheses as any
more than hypotheses
• Do not assume that one solution is
appropriate for many divisions,
regions or functions
• Make changes visible
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