For the second time, BeyondGenderAgenda publishes the German Diversity Index, under the scientific direction of Prof. Dr. Susanne Schmidt, from the Chair of International Management at Otto von Guericke University.
The ranking evaluates the diversity commitment of the DAX-40 companies documented in annual and sustainability reports.
In addition to the evaluation of available annual and sustainability reports for 2021, all 40 companies were able to submit further information and evidence. 16 companies of the total of the DAX-40 companies contacted made use of this offer.
Starting next year, only the information documented in annual and sustainability reports for 2022 will be evaluated.
The criteria of the German Diversity Index are based on the latest German Diversity Monitor and are thus adjusted annually to reflect the latest scientific findings.
THE RANKING IN DETAIL
The German Diversity Index 2022 is led by Allianz with 63.3 out of 100 possible points. Last year’s leader SAP follows in second place with 58.7 points. Deutsche Telekom rounds off the top three with 57.4 points, improving its ranking by seven places compared to the previous year.
Puma (55.2 points), Zalando (52.0 points), and Bayer (51.3 points), together with the top three are among the only six companies to score more than half of the possible 100 points.
The overall average is 33.7 points and shows that the documented commitment to diversity still has room for improvement. Three companies even achieved less than 10 % of the possible score.
Victoria
Wagner
Founder & CEO BeyondGenderAgenda
The German Diversity Index evaluates the diversity commitment of the DAX-40 companies and makes it comparable by applying uniform criteria. There are still no binding standards for documenting the commitment to diversity in annual and sustainability reports. We would like to change this in the future in order to increase transparency for stakeholders and the public and motivate the companies in the leading German stock index to intensify their diversity commitment in the long term.
Prof. Dr. Susanne
Schmidt
Professor of International Management, Otto von Guericke University Magdeburg
The results of the individual categories show that in the category ‘inclusive working environment‛ an average of just under two-thirds of the possible score was achieved. Measures for an inclusive working environment are therefore already frequently and comprehensively mentioned in the reports. However, it is not clear from the reports whether these measures also achieve the desired effect. The category ‘Diversity is an executive directive‛ achieves the second-highest point average with a mean score of 35. It is positive to note that in 19 companies a member of the board of management is personally responsible for diversity. Linking diversity targets to bonuses, on the other hand, is still rarely documented. The category ‘Resources‛ makes it to third place with an average score of 31. However, only six companies have named a specific diversity budget. The category ‘Key Performance Indicators‛ again brings up the rear this year. Here, on average, only a good quarter of the possible score was achieved. In particular, almost all companies fail to measure the impact of diversity on the company’s success.
Oliver
Bäte
CEO, Allianz SE
I am delighted with this fantastic result! Diversity in all its facets makes a fundamental contribution to our business success. That is why we promote a strong corporate culture in which everyone can develop their talent in the best possible way.
Sarena
Lin
Chief Transformation and Talent Officer, Bayer AG
We are very pleased to be ranked 6th in the German Diversity Index 2022. To rise another three places in a DAX that has become larger is not something that can be taken for granted and shows that a clear strategy with concrete goals is the key to more inclusion and diversity.
Tim
Höttges
CEO, Deutsche Telekom AG
Everyone benefits from diversity. The companies, because innovations can only be created through different perspectives. And people, because they can develop freely and broaden their own horizons through encounters with others. Telekom provides a framework for this. But diversity means leaving one’s own prejudices and pigeonholes behind. Diversity is therefore a constant challenge to ourselves, our thinking and our actions.
Bjørn
Gulden
CEO, Puma SE
Inclusion and equality are our core values in the PUMA family. We believe that every person should be treated the same, regardless of their background and culture. Diversity is what makes us better.
METHODIK
This year’s index is calculated based on four main categories: (1) Diversity Key Performance Indicators, (2) Diversity is an Executive Directive, (3) Resources for Diversity Management, and (4) Inclusive Work Environment.
(1) Diversity Key Performance Indicators:
This category reviews data management as well as objectives related to diversity. Points are awarded for each diversity dimension on which data is collected. Additional points are awarded for each dimension for which a target rate is set (for disability and gender: beyond the legal requirements). For the dimensions disability and gender, the actual quotas are also evaluated. Points are awarded for a current quota of people with disabilities that exceeds the legal requirement of 5 %. The actual quota of women in the company is scored if it exceeds the critical mass of 30 %, as studies show that a positive effect on the performance of a diversified team can be seen above this level. In addition, points are awarded to companies that have established key performance indicators to measure the impact of diversity and an inclusive work environment on the company’s success.
(2) Diversity is an Executive Directive:
This category focuses on the executive board. Here, diversity in the current board composition is first assessed in terms of disabilities, gender, age, cultural and social origin, as well as different sexual orientation and gender identity. Points are also awarded if a board member is personally responsible for diversity in the company and if the board members’ diversity targets are bonus-relevant.
In addition, points are awarded to companies that have documented their diversity strategy.
(3) Resources for Diversity Management:
The provision of human and financial resources for the topic of diversity is assessed here. Points are awarded to companies that have a dedicated organizational unit for diversity and to companies that provide a specific diversity budget.
(4) Inclusive Work Environment:
In this category, the promotion of an inclusive working environment is assessed. Points are awarded for corresponding target-oriented measures.