Equal opportunities and the reconciliation of work and family life
New Equal Opportunities Plan
A commitment to ensuring equal opportunities for men and women has been a key component of KfW's personnel policy for some time now, is based at a high level - also in an external comparison - and is closely linked to our Gender Balance Strategy. The Equal Opportunities Plan came into effect on 1 January 2016 and will remain in force until the end of 2019.
Increase in the proportion of women in management and senior positions; targets to reach by 2019 (all figures in %)
We will continue to pursue the objective of increasing the proportion of women in management and senior professional positions using both internal promotions and external recruitment until 2019. We are on the right track as of 1 December 2017: total 31%, directors 12%, department heads 29% and team leaders 33%.
The recruitment processes and HR development tools introduced to increase the proportion of women as part of the 2011-2015 Equal Opportunities Plan have been successfully integrated into ongoing HR processes.
You can find out more about our equal opportunities activities in the brochure entitled “KfW Equal Opportunities Plan 2016-2019 – an overview of our projects”, which is available for download (in German) on the KfW website.
Incorporating equal opportunities into the KfW culture
Gender balance needs role models and staying power so that lasting effects can be achieved. We continued to present tried-and-tested best practice examples in 2017 and used various events in a quest to drive forward the process of change.
Improving the reconciliation of work and private life
The information contained in this online Annual Report 2017 is based on KfW’s Financial Report 2017, which you can download Should this online Annual Report 2017, despite the great care taken in preparation of its content, contain any contradictions or errors compared to the Financial Report, the KfW Financial Report 2017 takes priority.