Since 2011, GEA has encouraged the promotion of diversity at group level. Under its diversity strategy, GEA pursues, inter alia, the aim of attracting more women and promoting female talent. In the long run, the Company seeks to increase the share of women on all management levels. GEA will continue to support this process by means of strategic measures.
The Act on Equal Participation of Women and Men in Executive Positions in the Private and Public Sector requires certain companies in Germany, amongst them several GEA group companies, to define targets in relation to the proportion of women represented on the Supervisory Board, the Executive Board and/or the Board of Directors as well as on the two management levels directly below, and to set target dates for achieving the respective quota of women.
A statutory minimum quota of 30 percent will apply to the underrepresented gender on the Supervisory Board of GEA Group Aktiengesellschaft; this quota has to be observed whenever the Company seeks to replace a retiring Supervisory Board member since January 1, 2016. In contrast, the target quota applicable to the Executive Board of GEA Group Aktiengesellschaft and the period for its implementation were determined by the Supervisory Board, whereas the Executive Board did the same for the company’s two highest management levels. For the other affected GEA group companies the target quotas for the proportion of women represented on the Supervisory Board and the Board of Directors and the two highest management levels below the Board of Directors respectively as well as the respective implementation periods were determined in due time, too.