Career paths for women
We are committed to getting more women into management positions!
To this end, we offer programs that promote equality and foster respectful interaction. We consider professional qualifications irrespective of gender. Both the company and our employees benefit from the fact that we make the best possible use of the skills of all genders in the spirit of modern leadership. After all, success can only be achieved together.
We actively shape change and are committed to our female employees.
We are convinced that management teams composed of different genders can contribute in a special way to corporate culture and diversity in management.
FORWARD is the Group's internal personnel development program with which we particularly encourage and support employees in the Salzgitter Group to actively plan and advance their careers. Our mentoring program is aimed specifically at women. Together with the mentors, personal and professional competences are worked out, potential analyses are carried out and possible paths to the management levels of our Group are pointed out.
You can find voices on the mentoring program in our career blog.
Learn more about diversity in our company.
Since 2015, a company such as Ilsenburger Grobblech GmbH, which is subject to the One-Third Participation Act, sets targets for the proportion of women at management level.
For the proportion of women on the supervisory board and among the managing directors, the shareholders' meeting had passed the following resolution in 2017:
- The management board currently consists of four managing directors, including one woman. No change and thus no increase in the proportion of women will be sought until June 30, 2022. In the event of a replacement becoming necessary in the future, women will continue to be given equal consideration.
- The supervisory board currently consists of three male members. The current composition ensures appropriate supervisory board work. For this reason, no change and thus no proportion of women will be sought until June 30, 2022. In the event of a replacement becoming necessary in the future, women will continue to be given equal consideration.
As of June 30, 2022, the company's management consisted of Dr. Sebastian Bross, Ms. Beatrice Fiege and Dr. Robert Kühn. The target for the proportion of women on the management board was thus achieved. This composition of the management board ensures that the tasks of the managing board are performed properly and is therefore to be maintained for the time being.
The supervisory board of the company currently consists of three members, none of whom are women. The target for the proportion of women on the supervisory board has therefore been achieved. The current composition of the supervisory board ensures appropriate supervisory board work and is therefore to be maintained for the time being.
In 2022, the shareholders' meeting resolved the following specifications:
- The management board currently consists of two male members and one female member. The current composition ensures appropriate management activity. As of June 30, 2027, a change and thus an increase in the proportion of women is not being sought.
- The supervisory board currently consists of three male members. The current composition ensures appropriate supervisory board work. As of June 30, 2027, a change and thus an increase in the proportion of women is not being sought.
In 2017, the management board decided on the following targets for the proportion of women in the two management levels below the management board:
A target of 29% for the proportion of women in the first management level below the management board and a target of 23.5% for those in the second management level below the management board. The quotas were to be achieved by June 30, 2022.
The target for the proportion of women in the first management level was not achieved at 12.5%. The targets for the proportion of women in the second management level were not met at 11.1%.
In 2022, the management board determined the following specifications:
A target of 12.5% for the proportion of women in the first management level below the management board and a target of 11.1% for those in the second management level below the management board. The quotas are to be achieved by June 30, 2027.
The company is part of the Salzgitter AG steel and technology group. When appointing members to corporate bodies in the group companies (such as the management board and the supervisory board), Salzgitter AG endeavors to ensure both equal treatment of the sexes and the best possible appointment in terms of the requirements of the respective function. With this in mind, the supervisory board of Salzgitter AG has adopted diversity concepts for the composition of both the supervisory board and the management board of SZAG. According to these concepts, diversity aspects are to be given special consideration alongside company-specific requirements, personal and professional prerequisites and competences.
In order to increase the proportion of women in the group, Salzgitter AG has initiated numerous measures in recent years to enhance its overall attractiveness as an employer and, in particular, to recruit female specialists in the employment market. In addition, efforts to identify and develop female employees with professional experience have been intensified. One example of this is a groupwide succession and talent management program, which also offers individual development opportunities. Furthermore, an orientation program has been established specifically for female employees, which systematically provides career guidance in order to show women various career paths as managers within the Salzgitter AG group. This is supplemented by a mentoring program for committed female managers and experts to provide them with targeted support on their way to management responsibility or in developing within their management role.
Nevertheless, as a steel processing company and subsidiary of a steel and technology group, the company continues to face challenges in recruiting women for the corresponding positions. The qualifications required are mainly in the field of engineering/technical professions, where the proportion of female graduates or candidates at universities is still low. This effect is reinforced by the fact that despite active advertising measures, only a few female graduates opt for career opportunities in the steel sector. Emerging trends toward increased interest among women in engineering/technical degrees will only become relevant for filling management positions in the next few years, as graduates must first gain relevant work experience before they can be considered for management positions. This is particularly true when filling management and supervisory board positions in the companies concerned, in order to be able to fulfill the special responsibility of these positions for the success of the company.
Ilsenburg, September 2022