The key criteria the Group wants to identify when filling vacancies and jobs are professional competence and »cultural fit«. At the same time, All for One Group has set itself the target of ensuring equal represen­tation of men and women in executive positions. Part-time schemes to improve the work-life balance are offered to all members of staff – including the management levels – and flexible work schedules with no fixed times or workplaces are generally available and encouraged. Employees are also supported in their identification and selection of individual childcare models. In addition, special recruiting campaigns appeal specifically to female applicants.


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.

Diversity – Achievement of All for One Group SE targets

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.

Diversity – Achievement of our Targets

The diversity targets for All for One Group SE with regard to the representation of women are reported separately for supervisory board, management board, and second and third managements levels:

Share of women in % Actual 30.09.2022 Target 2021/22 Comparison
Supervisory board 17 17 Achieved
Management board 0 20 Not achieved
Second-level management 23 10 Overachieved
Third-level management 18 20 Not achieved

Information on the development of financial and non-financial performance indicators is regularly pro­vided in the annual and consolidated financial statements and in the consolidated interim reports.


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