Diversity Strategy

When composing the management board, the supervisory board evaluates potential candidates from both a personal and professional perspective with particular focus on criteria such as familiarity with the industry, experience, professional expertise or international experience. Candidates proposed to the annual general meeting for election to the supervisory board are selected on the basis of the competence profile defined for the supervisory board and the objectives set by the supervisory board with regard to the composition of the board as a whole.

When planning succession to the management board, every single new appointment is preceded by an extensive process to identify suitable – especially female – candidates to meet the set target of 20% female representation on the management board. A female candidate of comparable suitability has, however, not yet been among the applicants. When deliberating future appointments to the management board, the supervisory board will make a particular effort to identify suitable female candidates.

Promoting career and development opportunities for female employees and the particular consideration of female applicants in hiring processes are key aspects driving the sustainable development of the Group. Despite these efforts, the Group has not yet been fully able to meet its set target of 20% female represen­tation at third management level. This is partly due to the general over-representation of male employees in the IT industry. The Group is, however, constantly striving to increase its efforts in this respect to further drive a positive trend in meeting its set targets for female representation in management positions. The Group-wide women@allforone initiative is designed to make a substantial contribution towards achieving these targets. The below-mentioned diversity targets for supervisory board, management board and the two management levels beneath the management board of All for One Group SE remain unchanged for the coming financial year.