Diversity, Equity, and Inclusion

As a globally operating company, tolerance and cosmopolitanism are elementary for us. For many years, we have actively committed to the “Diversity Charter” employer initiative and support the “Sustainable Development Goals” set by the UN Global Compact. In our global Diversity, Equity and Inclusion (DE&I) Guiding Principles and the related Group-wide DE&I Policy, we clearly state our understanding, our ambition, our attitude, our commitment and our approach to this.

A sense of belonging is built on trust and security. This requires a working environment free of harassment and discrimination. Proper behavior and respectful interaction are essential to build mutual trust. With its global Red Flag Behavior Statement, G+D therefore expressly takes a stand against behavior that runs contrary to these principles.

G+D explicitly stands against discrimination and / or harassment of individuals based on certain characteristics, personality traits and life realities. We promote diversity in all its forms and create an equal opportunistic and inclusive work environment, free from prejudice, discrimination and harassment. No one may be discriminated against in the context of their employment – and this applies from the time of application for employment or apprenticeship and throughout all phases of the employment relationship. We strictly ensure that promotions, relocations, training and further education, granting of vacation, but also the termination of the employment take place free of discrimination.

Diversity is not only reflected in visible characteristics – for us, it particularly means diversity of minds. Heterogeneity in management and key positions is an important factor in this regard. That is why G+D has initially focused on gender aspects and set itself the goal of significantly increasing the proportion of women in management positions in the coming years. A clear signal has been sent by setting female ratios to be achieved.

According to the German law for the equal participation of women and men in leadership positions in the private and public sector (FüPoG), the Supervisory Board of Giesecke+Devrient GmbH has set itself the goal of appointing at least one-third women to the Supervisory Board. This has been achieved and will be maintained in the future.

If there are more than three senior management positions in a company or unit, alt least one of these positions will be occupied by a woman. For global executive management, we have set ourselves the goal of gradually increasing the proportion of women to at least 15 percent by 2025 and to at least 20 percent by 2030. This currently stands at 10 percent. Worldwide, the gender balance in line management should, at the local level, at least correspond to the structure of the workforce locally by 2030.

In our ‚Group Wide Talent Program‘, we successfully achieved our target of equal gender representation.

G+D receives award as part of a study by the F.A.Z. Institute

Our commitment to a diverse and inclusive corporate culture has been honored by the F.A.Z.-Institute with the “Vorbild in Vielfalt und Diversity 2024” (English: Exemplary in Diversity 2024) seal in the IT security service provider category. As part of the study, our efforts in the area of diversity have achieved a score that makes us stand out in an industry comparison, and puts us in the leading position.

The study has been published online. All results can be viewed here.

A central element of our global DE&I strategy is to create a diverse, equal, and inclusive culture at G+D together. Therefore, we have created a framework and established an international Diversity Sounding Board.

In addition to human resources policy measures, G+D focuses on regular actions and initiatives in the context of diversity, equity and inclusion with regard to raising awareness in the workforce and management.

G+D provides a central information site with comprehensive information and links on the topic of diversity, which employees and managers can use at any time to find out about everything to do with Diversity, Equity and Inclusion at G+D. 

We regularly organize voluntary and mandatory trainings for employees and managers. This is how we ensure that all our employees are aware of the standards of conduct that apply and continue to educate themselves on the topics of Diversity, Equity and Inclusion and reflect on  their own behavior.

Our higHER network for fostering an inclusive environment that recognizes and values the valuable contributions of women in the workplace offers opportunities for participation not only to women, but to everyone in our organization.

The aim is to create a supportive network for everyone, broaden horizons, generate visibility and bring together different points of view, experiences, cultures and backgrounds.

The compatibility of work and individual life plans in the different phases of life is an essential element of G+D’s corporate culture.

With our forward-looking human resources policy, we address the work-life balance with needs-based solutions. We achieve this, among other things, with measures and offers such as:

• Parents&Kids program
• Back-Up emergency childcare
• G+D summer holiday camp
• Counselling and placement service for illness and care
• Counselling and placement service for childcare
• G+D social counselling

For our family- and life-phase-conscious human resources policy G+D received the audit berufundfamilie certificate in June 2024 for the seventh time – again with distinction.

INGenie is a German-language professional journal published annually on International Women's Day. The magazine focuses on the topic of women in leadership positions. Role models from various professional disciplines present career paths and provide insights into their day-to-day work in an environment that is still dominated by men. (The articles are only available in German.)