Corporate Governance Statement
Corporate Governance Report
Corporate Governance Conformity Declaration Pursuant to Section 161 of the German Stock Corporation Act [AktG] from 29 September 2020
The Management Board and Supervisory Board of All for One Group SE declare that since the last declaration of compliance dated 22 September 2019, All for One Group SE has complied with the recommendations of the German Government Commission for the German Corporate Governance Code in the version dated 7 February 2017 with the exceptions stated and justified in the declaration dated 22 September 2019 and in the update to the declaration of compliance dated 5 February 2020.
They further declare that the recommendations of the German Corporate Governance Code in the version dated 16 December 2019, published on 20 March 2020, are currently being complied with – subject to the following explanation – and will continue to be complied with in the future.
Here you can find the current conformity declaration and conformity declarations from past years.
The system of compensating the management board is explained in the compensation report. The combined management report also includes a detailed discussion of the individual compensation paid to management and supervisory boards, with separate indication of fixed and variable components and also benefits granted and allocations. The disclosure of management board compensation is currently (as at Sep 2020) still compliant with the recommendations of the German Corporate Governance Code from the year 2017. The recommendations of the new version of the German Corporate Governance Code (»Code 2020«) published at the beginning of 2020 will be taken into account in the course of the first-time application of Section 162 German Stock Corporation Act [AktG], revised as of 1 January 2020, on management board compensation for the financial year 2020/21. The structure of the compensation system is subject to regular review.
OPERATING PROCEDURES FOR THE MANAGEMENT AND SUPERVISORY BOARDS; COMPOSITION AND OPERATING PROCEDURES FOR THEIR COMMITTEES
The management and supervisory boards work together closely and in an atmosphere of trust in the interests of the company. The chairman of the supervisory board coordinates the board's work and chairs its meetings. The supervisory board has also appointed committees. The management board generally attends supervisory board meetings, submits written and verbal reports on individual agenda items and proposals for resolution, and answers any questions posed by supervisory board members. The supervisory board also meets regularly in the absence of the management board.
Pursuant to Article 7 of the company's statutes, the supervisory board appoints the members of the management board and determines the rules of procedure and delegation of responsibilities for the management board. The chairman of the supervisory board decides whether management board members should attend supervisory board meetings. The supervisory board has also determined rules of procedure for itself and for its committees. In its report to the annual general meeting each year, the supervisory board discusses its activities and those of its committees. We provide information on the members and the chairman of the supervisory board committees under Management & Supervisory Boards. There are no committees at management board level.
The supervisory board has defined specific objectives governing its composition and has drawn up a corresponding skills set for the board as a whole. The skills set also contains the diversity objectives. It forms the basis for all election proposals submitted to the annual general meeting. The objectives and skills set can be found under Management & Supervisory Boards. It also reports on the status of implementation of the objectives set.
When proposing candidates for election to the supervisory board, the supervisory board generally considers an age limit of 70 years at the time of election. In the case of nominations for re-election of a supervisory board member, an age limit of 75 years at the time of re-election applies as a general rule.
The key criteria we look out for when filling vacancies and jobs are qualifications, professional competence and »cultural fit«. Likewise, we promote equal opportunities for men and women in management and strive to include a reasonable proportion of women. At management level, for example, we offer part-time models to improve the work-life balance, as well as generally allowing flexible working independent of fixed times and locations and also helping with the identification and selection of individual childcare models. We also run special recruiting campaigns to appeal specifically to female applicants.
Diversity – Achievement of our Targets
As part of the continued implementation of our strategy offensive 2022, we have also further developed our management structure. This has led to changes in the second and third management levels in the financial year 2019/20. As a result, the actual figures as at 30 September 2020 can only be compared with the actual figures for previous years to a limited extent.
Share of women in %
|Management board||20||0||Not achieved||0||0|
|Third-level management||20||15||Not achieved||18||18|
Archive: Corporate Governance Statements
Here you can find both current and past corporate corporate governance statements.