We appreciate the diversity of people, opinions and experience. Our aim is to create a working environment in which our employees are valued and respected regardless of gender, age, religion, health status, background or cultural and personal identity. Everyone should feel capable of realising their full potential at Schüco.
When it comes to our commitment to diversity, equal opportunities and inclusion, the economy has a specific duty. By creating working environments that are free from prejudice, companies ensure that their employees are valued, offered opportunities for career progression and protected from discrimination, regardless of who they are.
For Schüco, too, active diversity management brings with it a great many opportunities:
We motivate our employees to recognise their own abilities, skills and ideas and to utilise them at the workplace in a targeted way.
Diverse teams that include a range of perspectives employ more creative approaches and achieve a deeper understanding of different customer needs compared to homogenous groups. In this context, we already undertake to promote diversity within teams during the recruitment process.
Active diversity management helps us to create the right structures in order to provide the best support for employees who require physical or organisational adjustments to be made for them due to their personal circumstances. The inclusion officer, the representative for employees with disabilities, the HR managers and the diversity management team all work closely together to achieve this.
We make our attitude towards matters of diversity and inclusion clear and, in doing so, foster the positive perception of our company. Schüco takes its corporate responsibility seriously, which is particularly appealing to talented young people, and positions us as a committed, attractive employer.
At the end of 2023, we at Schüco began systematising our approach to diversity management. In a cross-departmental working group, we first formulated overarching aims to provide an initial focus.
In particular, our Diversity Management team aims to:
Ensure equal opportunities for all employees regardless of their personal circumstances
Create an inclusive corporate culture for all employees
Help Schüco be seen by employees and applicants as an attractive employer that values and promotes diversity
We see the establishment of a company-wide awareness and training programme as a key way to achieve this. In order to strengthen our commitment to an open, diverse corporate culture, we signed the Diversity Charter in 2024 and encourage the other international subsidiaries to support local diversity initiatives. In this way, we want to expand our focus with the specific aim of reaching the 2,750 employees who work outside of Germany. As a first step, we have expanded our existing cross-site network of HR experts in order to include the international HR managers in regular discussions in addition to the German ones. This network aims to share best practice and increase awareness of how important practiced diversity is.
In parallel to this, development of a company-wide strategy to promote diversity, equal opportunities and inclusion was launched at the end of 2024. Taking into account specific local circumstances, it intends to set out guidelines for the understanding and implementation of diversity throughout the Schüco Group from 2026.
“Diversity is an essential success factor for innovations and the required understanding of the market at Schüco. Diverse perspectives and experiences encourage creative thinking and the ability to solve problems in order to develop the best solutions.”
Anke Weber, Head of Group Human Resources
We therefore do not tolerate any condescending, degrading, discriminatory, offensive or generally disrespectful words and actions against other colleagues at Schüco. Incidents of discrimination, abuse and sexual harassment of any kind can be reported by the person affected. Employees in Germany can, for example, contact the impartial support office by telephone or e-mail. Those outside Germany can contact the external counsel of trust, which has been working for Schüco since 2022. (See also: Company policies and corporate culture).
In addition, Schüco in Germany has an arbitration board, which steps in in the event of breaches of the leadership guidelines. Composed equally of 13 individuals from works councils, management, staff and HR, the board offers employees support and advice if they believe their manager is treating them unfairly (unequal treatment, tone of voice etc.). Users of the arbitration board are guaranteed full confidentiality and can remain anonymous if they wish.
We implemented the following key measures with regard to diversity and inclusion in 2023/2024:
| 2024 | 2023 | |
| Total | 676 | 624 |
| Of which men in % | 78.8 | 76.9 |
| Of which women in % | 19.8 | 23.1 |
| Of which unspecified in % | 1.3 | 0 |
| 2024 | 2023 | |
| Total | 676 | 624 |
| Of which < 30 years old in % | 39.6 | 41.6 |
| Of which 30-50 years old in % | 52.4 | 48.8 |
| Of which > 50 years old in % | 8.0 | 9.6 |
| 2024 | 2023 | |
| Total | 633 | 689 |
| Of which men in % | 78.0 | 79.2 |
| Of which women in % | 22.0 | 20.8 |
| 2024 | 2023 | |
| Male | 100 | 100 |
| Female | 0 | 0 |
| Other | 0 | 0 |
This information relates to the German sites of the Schüco Group (wholly owned acquisitions).
| 2024 | 2023 | |
| Proportion of employees with disabilities (in %) | 4 | 4 |
This information relates to the German sites of the Schüco Group (wholly owned acquisitions).
| 2024 | 2023 | |
| Employees claiming family-related vacation (in %) | 100 | 100 |
| Percent of claims (total) | 4.7 | 6.1 |
| Female employees (in %) | 7.1 | 8.6 |
| Male employees (in %) | 4.0 | 5.3 |
