employees by gender
gender breakdown in manegerial positions
women in MINT-positions
Diversity at metro
We promote an environment where everyone's opinion counts - regardless of gender, sexual orientation and identity, physical and mental abilities, age, ethnicity or religion.
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Charta der Vielfalt
Since 2007, METRO has signed the German Diversity Charter. This initiative seeks to strengthen diversity in companies. Its aim is to create a working environment that is free of prejudice. All employees should be shown appreciation. Independent of gender, nationality, ethnic background, religion, worldview, disability, age, sexual orientation and identity.
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METRO’s Gender Targets
METRO AG is one of 418 companies across 45 countries and regions to join the 2022 Bloomberg Gender-Equality Index (GEI). We promote equal professional opportunities for men and women. Accordingly, one of METRO's goals is to further increase the proportion of women in management positions: At our company, 25 percent of the members of the first management level and 40 percent of the members of the second management level below the Management Board will be female in 2025.
In addition, we have voluntarily set ourselves a target for the proportion of women in management positions at METRO Wholesale. According to this target, by September 2025 the proportion of women in management positions is to reach 30% globally. To support these targets, we launched the Women Leadership Programme (WLP) in 2018. This programme promotes the top 150 women within METRO with customized training measures.
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UN Standards of Conduct for Business
In May 2018 METRO signs the United Nations "Free and Equal" Standards of Conduct for Business, a code of conduct for companies that ensures that all employees are "free and equal" and do not experience any discrimination - neither in their own company, in affiliated communities or at suppliers.
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LEAD Network CEO Pledge
he LEAD Network CEO Pledge accelerates gender parity and drives inclusion in the European Retail & CPG value chain. Launched in 2017 30 CEO’s have signed it yet. Its about CEO driven effort to accelerate gender parity and drive inclusion in the European Retail & CPG. By signing the pledge the CEO commits to a significant increase (at least 5%) from the current baselines and build a plan to achive gender parity over the next decade.
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More insights on MPULSE
‘Diversity Doesn’t Mean That the Differences Disappear’
Laura Halfas of METRO and Matthias Klückmann of
the Schwarz group speak about networks such
as LEAD.
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Because at Work It Should Not Matter Who We Love
Albert Kehrer, founder of the PROUT AT WORK Foundation, explains why it is worth dealing with LGBT*IQ.
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What Does it Mean to
Be an Ally?
You don’t need to be directly impacted in order to
stand up for a good cause. So, how do I become
an ally?
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