Festo_Sustainability-Report_2020

100% 83% 87% 95% 0 20 40 60 80 100 2020 2019 2018 2017 28% 15% 57% >50 years <29 years 30−49 years Female Male 29% 71% Female Male 11% 89% 27% 16% 57% >50 years <29 years 30−49 years 50% 0% 50% >50 years <29 years 30−49 years 46% 0% 54% >50 years <29 years 30–49 years Female Male 29% 71% Female Male 11% 89% By gender in 2020 By gender in 2020 20,278 949 1,176 19,840 By age in 2020 By age in 2020 3.2 Diversity In our globally active company, employees and business partners of different nationalities, cultures, religions and approaches to life come together. Respect, tolerance, appreciation, fairness and openness are the basic requirements for this cooperation. Diversity by nationality We are convinced that mixed teams can work more creatively and efficiently than homogeneous groups. In terms of origin, we con- tinue to benefit from the cultural diversity of our workforce. In 2020, employees from 100 nations successfully came together at Festo. This diversity helps us, as a company active in more than 60 countries, to understand the specific needs of our customers worldwide. Diversity by age and gender In 2019, a total of 949 people were employed in senior manage- ment worldwide. This corresponded to about 5 per cent of the total workforce. In 2020, the number of people in senior management (levels E, F1 and F2) rose to a total of 1,176 (5.6 per cent). The charts below show the diversity of management bodies and employees by age and gender.  GRI 405-1 Against the backdrop of demographic change and the promotion of diversity within the company, we have been encouraging our man- agers since 2020 to evaluate female employees and younger junior staff in terms of their potential and a next career step and prepare them for our talent management programme. Discrimination Festo rejects, without exception, any form of discrimination, har- assment, degradation or other disparagement as well as the pref- erential treatment of employees or business partners on the basis of their ethnic origin, gender, religion, world view, political view, disability, age, sexual identity or other ethical, social and legally protected characteristics. Our managers should be aware of their role model function here and ensure a working environment free of discrimination and harassment. Discrimination can have different origins. Festo in Germany, for example, communicates information on the General Act on Equal Treatment (AGG) within the company. In addition, the topic of dis- crimination is repeatedly part of training and discussed in various courses (such as part of the course on compliance) and also among managers. Festo Germany also supports the ‘Respect – no room for racism’ campaigns. At Festo, incidents of discrimination can be submitted to a spe- cially established complaints office. There is an established pro- cess for this, which is laid down in a regulatory agreement between the company and employee representatives. The princi- ples and procedures of the AGG are taken into account. In 2020, one case was reported, processed and closed. Following a complaint, the responsible manager is made aware of their respon- sibilities.  GRI 406-1 Managers in Germany In our specially developed leadership culture, every manager (lev- els E, F1 and F2 with employee responsibility) is called upon to act in accordance with these principles and to treat their employees in an appreciative, dependable and responsible manner. Managers should act as role models and earn and retain the respect of their employees through their performance, approacha- bility and social skills. In 2020, the qualification programme Lead- ershift @ Shopfloor (official start in 2019) was continued. GRI 405-1: Diversity by gender and age GRI 405-1: Diversity by nationality in 2020 Employees Management bodies By gender in 2019 By gender in 2019 By age in 2019 By age in 2019 3. People at Festo 3. People at Festo The project focuses specifically on the grassroots management level with the introduction of the role of team leader for production and logistics. The aim is to establish clear responsibilities and comparable positions and structures through the firmly defined team leader level and the team clusters, that is, the definition of the team area. The graphic below shows that in 2020, 100 per cent of managers at the headquarters in Germany were recruited locally, i.e. within Germany.  GRI 202-2 GRI 202-2: Percentage of locally recruited managers in Germany (main business location) Festo Group total 100 Nationalities Festo SE & Co. KG 71 nationalities Asia 27 nationalities The Americas 28 nationalities Europe 70 nationalities (without SE & Co. KG) 949 20,278 1,176 19,840 28 29 Festo SE & Co. KG Sustainability Report 2020 Festo SE & Co. KG Sustainability Report 2020