Diversity as
a Success Factor
Our motto as an employer is a promise to all our existing and future employees. This means that everyone is welcome at Bilfinger and contributes to the big picture - regardless of personal characteristics such as age, gender, attitude and experience, education, origin, religion, marital status, skin color or physical and mental abilities. Tolerance, respect and equal opportunities are a matter of course for us.
To underpin these values, Bilfinger has joined the Charta der vielfalt. Together with numerous other German companies, Bilfinger has set itself the task of actively promoting cultural change toward more diversity and equal opportunities by signing the Charter.
As an international company offering diverse services, a wide range of products and an international workforce, diversity is the foundation for our success. The variety of experiences and personalities and integrating individual viewpoints into our company helps us remain innovative over the long term. The diversity of our employees is what helps us successfully master constantly changing challenges and continuously expand our market position.
Diversity is the basis for Bilfinger's success as an international company with a wide range of services, a broad spectrum of activities and an international team."
Chakir Ben Tayeb Project EngineerPrejudices and gender roles are already deeply rooted in the youngest generations. It is therefore important to eliminate these prejudices through communication and to promote an enthusiasm for the skilled trades. At Bilfinger, there is no discrimination based on gender. Equal opportunities are a matter of course here."
Sabrina RednerConstruction Mechanic in apparatus engineeringEqual Opportunity for All
Equal opportunities are a matter of course at Bilfinger. We live a corporate culture in which no one is discriminated against on the basis of their origin, gender, sexual orientation, religion or ideology, disability or age. The only thing we consider when hiring for our jobs and for employees’ personal careers are the right qualifications.
All of our processes – hiring, compensation, development and promotion, and everyday work – are focused on securing equal opportunities for all at Bilfinger. To ensure the success of our company, we need diverse ideas, different personalities and a wide range of areas of expertise. Because of this, guaranteeing equal opportunity and diversity are of central importance for us. See it for yourself!
We Promote Equality
We strive for equality worldwide and take various measures to promote it. One example of our efforts is our goal to increase the proportion of women in management positions throughout the Group to at least 20 percent. We create a modern working environment for balancing career and family and support women through seminars and mentoring programs.
Further information on our Group-wide targets can be found here.
Our mentoring programs at Bilfinger promote the exchange of experience between employees from different areas and countries in order to support the transfer of knowledge and a change of perspective within the Group.
In the area of "Recruiting & Succession Planning", we are committed to more diverse recruiting and promotion to target talented employees from different backgrounds.
In order to make diversity at Bilfinger visible and to emphasize the importance of equality, we present employees from different regions and backgrounds in the "TeamBilfinger" portrait series to make the diversity at Bilfinger visible.
With regard to the law on the equal participation of women and men in management positions in the private and public sectors, which came into force in Germany in 2015, we set targets for the proportion of women on the Management Board and in the two management levels below the Management Board for our largest German companies.
Management Board
A target of 10% was set for the proportion of women on the Management Board by December 31, 2023. On 31.12.2023, this proportion was 0% (0 out of 2).
We have set ourselves a target of 0% women by 31.12.26. Should the Management Board grow from 2 to 3 managing directors, the company has set itself a target of 33% (1 out of 3) women.
Management level 1 below the Management Board
The Management Board has set a target of 11% for the proportion of women at management level 1 by 31.12.2023. On 31.12.2023, this proportion was 13% (1 out of 8).
We have set ourselves a target of 13% by 31.12.2024.
Management level 2 below the Management Board
For management level 2 below the Management Board, it was decided that in the event of a vacancy, an attempt will be made to find a qualified woman who is suitable for the relevant position. The target figure as at 31.12.2023 was set at 0%, based on the status quo as at 31.12.2020. On 31.12.2023, this proportion was 5% (1 in 20).
We have set ourselves a target of 5% by 31.12.2024.
Management Board
A target of 10% was set for the proportion of women on the Management Board by December 31, 2023. On December 31, 2023, this proportion was 50% (1 out of 2).
For the period up to 31.12.2024, we have set a target of 50% women.
Management level 1 below the Management Board
The target for the proportion of women at management level 1 was set at 21% by December 31, 2023. On 31.12.2023, this proportion was 25% (5 out of 20). For the period up to 31.12.2024, we have set ourselves a target of 25% women.
Management level 2 below the Management Board
The target for the proportion of women in management level 2 was set at 14% by December 31, 2023. On 31.12.2023, this proportion was 28% (52 out of 186).
For the period up to 31.12.2024, we have set ourselves a target of 28% women.
Until March 2024, this company operated under the name Bilfinger Engineering & Technologies GmbH.
Management Board
A target of 10% was set for the proportion of women on the Executive Board by December 31, 2023. On 31.12.2023, this proportion was 0% (0 out of 2).
We have set ourselves a target of 0% women by 31.12.26. Should the Management Board grow from 2 to 3 managing directors, the company has set itself a target of 33% (1 out of 3) women.
Management level 1 below the Management Board
The Management Board has set a target for the proportion of women at management level 1 of 15% by December 31, 2023. On 31.12.2023, this proportion was 21% (3 out of 14).
We have set ourselves a target of 21% (3 out of 14) women by 31.12.26
Management level 2 below the Management Board
The Management Board has set a target for the proportion of women in management level 2 of 20% by December 31, 2023. On 31.12.2023, this proportion was 0% (0 out of 12).
We aim to achieve a target of 10% (3 out of 31) women by 31.12.26. The differences in the absolute figures at management level 2 below the Management Board are due to the change of name and merger of two Group companies on 1 March 2024 and the associated changes in the organizational structure.
