Diversity and Equal Opportunities

Management Approach

Vonovia places great importance on equality and equal opportunity, which is why these issues have been firmly anchored in our new HR strategy. The company is committed to international standards such as the UN Global Compact and ILO core labour standards, and has been a signatory to the Diversity Charter since 2013, which provides the basis for our measures. A central lever for enhancing diversity is actively promoting female employees and ensuring equal opportunity, which has been identified at top management level as a key strategic metric—tracked since then via the SPI indicator “percentage of women in leadership positions”. Because long-term business success depends significantly on a diverse workforce, recruiting is increasingly aligned with diversity criteria. This aims to integrate talent and specialists from abroad or with refugee backgrounds, making entry as smooth as possible. These approaches are supported by targeted awareness measures and training for the entire workforce and management. Consistent promotion of diversity provides Vonovia with opportunities to expand competencies and significantly increase its attractiveness as an employer. Conversely, without ongoing commitment, there is a risk of losing valuable perspectives, which could jeopardise innovation and long-term competitiveness. Responsibility for “diversity and equal opportunity” is centrally located in HR and closely coordinated with management and executive levels—primarily with the Chief HR Officer—for defining strategic guidelines. Furthermore, each Vonovia manager is responsible for implementing and complying with these guidelines to promote diversity and equal opportunity in daily operations.