… confirm a statistically significant correlation between diverse leadership teams and financial outperformance. In addition, the inclusion of highly diverse individuals is a significant success factor for higher profitability.


... is either at the bottom or occupies ranking places in the lower third in representative international studies on Diversity, Equity & Inclusion, which we want to change promptly and permanently.

Diversity – Is much more than gender.

Leading positions, particularly in executive and supervisory boards, should be filled with the most suitable persons regardless of disabilities, gender, age, cultural and social background, or sexual orientation and gender identity in order to ensure long-term international competitiveness.

Inclusion – Diversity without inclusion is nothing but PR.

Without an inclusive organizational structure and culture, companies with highly diversified teams will not see economic benefits. However, if an inclusive environment is established, positive results will be seen in recruiting and in retaining of specialists and managers, as well an increase in appreciation for differing contributions.



The initiative aims to secure and expand the international competitiveness of German business by strategically, and for the long-term, embedding Diversity, Equity & Inclusion (DE&I) in the DNA of listed and medium-sized companies.

The goal of the initiative is to ensure equal opportunities for individuals with disabilities, of any gender, age, cultural and social background or different sexual orientation and gender identity when filling management board positions and supervisory board mandates, thus bringing about a cultural change with the involvement of politics, society and business.

In order to make BeyondGenderAgenda a broad movement across society, we are working to drive the public debate through sustainable agenda setting, social media campaigning, studies and active communication with ambassadors.


BeyondGenderAgenda focuses on anchoring DE&I in German economy, politics and society. The dimensions Disability, Ethnicity, Gender, Generation, LGBT+ and Social Mobility represent the target groups for which there is currently no equal opportunity mandates in staffing for executive and supervisory board positions. All dimensions are equally important and there is no ranking or prioritization. BGA's commitment is designed to make individual dimensions redundant over time because equality has been achieved. However, it is likely that more dimensions will be added.