Diversity

Management Approach Disclosures

Social and economic trends are changing our working world. Demographic development, globalization, changing values, falling employment figures, a growing proportion of women in the working population, and more people from migrant backgrounds are the conditions under which businesses are operating today. We are convinced that diversity management will help us react to these trends. We appreciate the diversity of the workforce and want to be an attractive employer for skilled workers and young talents. The aim is to align the processes and structures of organizations such that all employees feel appreciated and motivated to live up to their potential.

Against this backdrop, ProSiebenSat.1 Group signed the Diversity Charter in 2014 and strives to follow the guidelines specified in it. Thereby, we emphasize our commitment to creating a working environment free of prejudice and exclusion that specifically promotes diversity among employees. Our internal guidelines also stipulate that employees at all hierarchy levels must be hired exclusively according to objective criteria and promoted solely on the basis of their abilities. “Don’t hate me. Celebrate me!“ (Sustainability Magazine)

Other factors such as age, disability, ethnic background and nationality, sex and gender identity, religion and ideology, and sexual orientation and identity should not play a role. The average age of ProSiebenSat.1 Group employees as of December 31, 2019 was 36.8 years (previous year: 37.1 years). As of the end of 2019, people of 52 different nationalities were employed in the core companies of ProSiebenSat.1 Group.

Diversity is aided in particular by the best possible balance ratio of men and women in the workforce and in management positions. In 2019, 49.4% (previous year: 48.8%) of employees in the Group were women. The figure is slightly above the average proportion of women in German companies, which according to the latest figures from the Federal Statistical Office was 48.1%. In 2019, the proportion of female managers also increased from 32.5% to 34.8%. When filling management positions in the Group, know-how and personal aptitude are equally important for men and women. In addition, we have integrated “gender equality” into the ProSiebenSat.1 sustainability strategy as a United Nations Sustainable Development Goal (SDG) that is particularly relevant to us. The internal and external communication of this goal sends a clear signal to potential managers and to decision-makers at all management levels in the selection process.

Diversity and equal opportunity