Diversity Strategy

When composing the management board, the supervisory board evaluates potential candidates from both a personal and professional perspective with particular focus on criteria such as familiarity with the industry, experience, professional expertise or international experience. Candidates proposed to the annual general meeting for election to the supervisory board are selected on the basis of the competence profile defined for the supervisory board and the objectives set by the supervisory board with regard to the composition of the board as a whole.

When planning succession to the management board, every single new appointment is preceded by an extensive process to identify suitable – especially female – candidates to meet the set target of 20% female representation on the management board. A female candidate of comparable suitability has, however, not yet been among the applicants. When deliberating future appointments to the management board, the supervisory board will make a particular effort to identify suitable female candidates.

Promoting career and development opportunities for female employees and the particular consideration of female applicants in hiring processes are key aspects driving the sustainable development of the Group. Over the past financial year, the Group was able to raise the proportion of women at both management levels and even managed to exceed the corresponding diversity targets as of 30 September 2024. The Group continues to strengthen its efforts in this respect to sustainably drive the positive trend towards increasing the representation of women in management in line with the targets it has set. The Group-wide women@allforone initiative is designed to make a substantial contribution towards achieving these targets. The below-mentioned diversity targets for supervisory board, management board and the two manage­ment levels beneath the management board of All for One Group SE remain unchanged for the coming financial year.