Society
Diversity
The CHT Group strives to create a working environment in which there is room for diversity and in which people treat each other with mutual respect, trust and appreciation. Promoting and valuing diversity across all hierarchical levels is an integral part of our corporate strategy.
Promoting diversity on an equal footing
The globalization of our markets brings together many different cultures. We also reflect this diversity in our workforce. Our values form the central foundation for our international cooperation. They reflect the common ground of all employees in the CHT Group from more than 60 nationalities serving customers from over 100 countries worldwide. This diversity also has multiple implications for the CHT Group:
- Unique talents: recognition and appreciation of each unique talent and the way of thinking of each employee
- Gender: equal respect of men and women with the offer of equal opportunities in the CHT Group
- Nationality/Culture: recognition of the nationality and culture of each employee
- Age/Generation: appreciation and use of the leverage effect of difference in age and generation
- We promote English as a corporate language by offering online English courses available worldwide
Diversity also refers to the demographic situation at our company. Within the CHT Group this varies greatly from region to region. The common goal is to maintain the ability of our employees to work in all phases of life and to ensure the availability of skilled workers in the long term. Teams of mixed ages can also benefit from linking different skills and perspectives.
The following measures were implemented to take account of the demographic situation.
- Flexible working time models: There are more than 170 different working time models across the CHT Group
- Individual opportunities for further education: Each employee can be individually trained
- Occupational health management: Sports programs are offered at many sites, and employees can take advantage of the services of a company doctor
- Succession and substitute planning: To ensure that positions are always adequately filled, CHT locations in Germany have a succession and substitute planning system, which is always drawn up as a five-year plan
- Global succession and substitute planning ensures that the tasks of key strategic positions can be carried out continuously and that there is a constant exchange of knowledge with the substitute or successor
- Age development scenarios: They are also developed at all German sites every 5 – 10 years
We also promote diversity in management development. As a matter of principle, women and men have identical application and career opportunities with us and receive equal access to further education and training measures. In this way, we also seek to further increase the share of women at our management levels. In 2023, the share of female managers in the Group worldwide remained unchanged at 27 %. By 2025, the share of women in management positions is to be increased from the current 27 % to 30 % within the CHT Group.
