Vous utilisez le navigateur Internet Explorer.
Pour bénéficier d’une représentation optimale, veuillez changer votre navigateur.
An essential basis for our cooperation at KUKA is the appreciation, inclusion and equality of different dimensions of diversity among our employees. Our goal is a working environment that is characterized by respect and appreciation and is free from discrimination and (unconscious) prejudice.
Diversity refers to the fact that people differ in terms of dimensions. Key dimensions are gender, socio-economic background, physical and mental abilities/disabilities, age, ethnicity, nationality, religion and worldview, sexual orientation and gender identity.
Diversity management at KUKA aims to create equal opportunities across all characteristics and to combat discrimination. To this end, it is also important for us to address the privileges and barriers resulting from diversity.
At KUKA, diversity management is regulated in the Group guideline "Principles of Cooperation within KUKA Group" as part of the Corporate Compliance Manual. One of these principles is "Diversity and appreciation".
We also work with a reporting system that enables evaluations by gender, nationality and age. These figures are evaluated and made available at regular intervals.
As a signatory to the Diversity Charter, KUKA has made an official and public commitment to promoting respect, equal opportunities, inclusion and diversity in working life and is structurally anchoring diversity, equity and inclusion in the company.
Diversity in all its Dimensions enriches KUKA. Each of us bring unique perspectives, shaped by our backgrounds, experiences, and cultures, making us stronger and more innovative. We value the global and international community we have here at KUKA.
The introduction and refreshment of Group-wide Diversity, Equity & Inclusion principles emphasizes KUKA's clearly supportive attitude towards D,E&I within the company. The principles contain a clear expectation of the Executive Board and top management towards the entire KUKA workforce and clearly signal the binding nature of the content. The aim is to promote awareness of the importance of diversity in the global working environment and to encourage appropriate action.
The D,E&I Principles create a transparent basis for action for the non-discriminatory and respectful handling of diversity within the Group. They are intended to ensure equal and respectful cooperation at all functional levels.
The values of our company call for the appreciation and inclusion of individual personal differences of all our stakeholders (shareholders, employees, business partners). In a market that encompasses as many countries, industries and sectors as ours, a diverse team is an important success factor for KUKA.
Employees at KUKA should find a working environment that is free of prejudice and characterized by acceptance.
We all communicate in pictures and writing, verbally and non-verbally, in order to make ourselves understood. Out of habit and usually without giving it a second thought, we use tried and tested patterns of language and presentation. Because language transports and activates stereotypes, it is important to use them sensitively. Our goal is to address all people in all their diversity in an appreciative manner. KUKA has therefore produced an internal brochure with recommendations for respectful communication in German-speaking countries and published it as part of Diversity Week 2021.
The annual "German Diversity Day" is a nationwide day of action initiated by the Charta der Vielfalt e.V. and encourages organizations to promote diversity and create social awareness of diversity. As a signatory to the Diversity Charter, KUKA also wants to use targeted campaigns on Diversity Day to show that diversity management and the idea of diversity not only play a major role in society, but also in the world of work.
On the occasion of the 7th German Diversity Day on June 28, 2019, a global poster campaign was launched under the motto "#diversity_drives KUKA" - both digitally and at the Augsburg site in the form of posters that were displayed on a large scale.
In addition, an internal video was created with KUKA employees from all over the world, who made personal statements in their native language (with English subtitles) on various issues related to diversity.
For the 8th German Diversity Day on 26.05.2020, KUKA drew attention to the topic of "unconscious bias" as part of a diversity week. Unconscious bias describes unconscious thought patterns that can result in cognitive distortions in perception, such as stereotypes or prejudices.
With the help of an internal global campaign (print and digital), KUKA employees were to be made aware of unconscious biases by means of an explanatory poster and a postcard with provocative text, so that they could recognize them and learn how to deal with them. In addition, information material on various aspects of the topic was made available daily on the intranet. The Diversity Week was very well received by the workforce.
The focus of the annual Diversity Week around the 9th German Diversity Day on 18.05.2021 was this year's topic "Diversity in language". Language creates awareness and has an impact - whether we intend it or not. The words we choose influence our perception, our thoughts and our actions. Language can make invisible - and visible. Our goal is to address all people in all their diversity in an appreciative manner. To this end, KUKA has created an internal brochure with recommendations for respectful communication in German-speaking countries and published it as part of Diversity Week. Further suggestions, tips and information on the topic for the entire workforce were added daily.
KUKA is international. We therefore see it as our task to support the positive interaction of our international employees.
In order to strengthen the feeling of belonging, appreciation and mutual acceptance at KUKA, the Diversity Week around the 10th Diversity Day on May 31, 2022 revolved around the motto "Bridging Cultures". In this context, we provided information on cultural competence, the emergence of prejudices and psychological backgrounds in order to promote an open working atmosphere and create a basis for innovation and creativity.
This week was all about how important psychological safety, empathy and trust are for diversity and communication. Tips were also given on how safe communication is possible and how employees can promote it.
This year, concepts such as privilege, power distribution and intersectionality were addressed. Individual perspectives on diversity were presented through videos.
As part of diversity management, KUKA is working to further increase the general proportion of women in the workforce and the proportion of women in management positions, as well as to break down barriers.
With annual offerings such as participation in Girls' Day and the research camp for young women, practical days, robot days and cooperation with girls' schools, the aim is to appeal more to schoolgirls in order to enable them to develop their own interests.
The internal women's network orangeWIN was founded in 2016 with the aim of promoting women and gender diversity within the company and identifying female talent. Today, we focus on equality, networking and strengthening the visibility of underrepresented talents. The women's network, which is headed by KUKA CEO Peter Mohnen, organizes regular Lunch & Learns, workshops on specific topics, network meetings and other activities.
From February 2022 to June 2024, the network organized 5 workshops, 4 Lunch & Learns, 5 Brain Foods - lunches to exchange ideas with managers, 2 lectures on International Women's Day and a fundraising campaign for the Augsburg Women's Shelter. The women's network is open to all genders.
As of June 2024, 97 tandems of all genders have taken part in the internal mentoring program that emerged from the women's network. In February 2025, we celebrated the 100th tandem of our internal mentoring program, which emerged from the women's network
Founded in 2022, the Queer Network aims to provide queer employees with access to mutual support and to ensure representation of the queer LGBTQI+ community within the company. There were several activities for Pride Month 2024, including a photo box, Lunch & Learns and information on education.
KUKA is also active in external networks, such as the "Women in Network" (WIN) association of company women's networks from Munich and the surrounding area. This currently includes 21 companies whose representatives meet once a quarter. KUKA is also involved in a network with other Augsburg-based companies from various sectors.
In addition, KUKA has been participating in the Augsburg Cross-Mentoring Program since 2011. It supports young managers in their professional and personal development and is designed as a cross-mentoring program across companies. KUKA also participates in the MigraNet mentoring partnership, which is committed to the professional integration of people with a migration background.
|
Facts, figures and data on diversity
|
Share |
|---|---|
|
Zahlen, Daten, Fakten zu Diversity |
Anteil |
|
Share of women (general) |
20 %
|
|
Share of women (Supervisory Board) |
58,3 %
|
|
Percentage of women (1st management level)* |
23,7 %
|
|
Proportion of women (2nd management level)** |
19 %
|
|
Nationalities |
103
|
|
Average age |
41,5
|
|
Period of employment |
8,7 Years
|
