Diversity, Inclusion & Belonging
Our goal is to create value for a better tomorrow - for everyone and with everyone. For us, it matters who you are and we believe in the difference you can make. We believe that everyone is unique, everyone has a different perspective and ideas that derive from both: nature and nurture. Our differences enrich us with many different experiences, strengths and skills. Our inclusive mindset and process ensure that we utilize these differences and build a sustainable foundation for development and personal growths. We aim to foster a culture in which everyone feels that they belong to unleash our full potential, challenge the status quo and create value for a better tomorrow.
Our Commitments
We believe in the uniqueness of each individual and are fully committed to build the frame conditions that ensure everyone can show up as their authentic self and has equal opportunities to thrive within Continental - regardless of their age, gender, gender identity, nationality, ethnicity, religion and worldview, sexual orientation, or disabilities.
To ensure we progress in DIB, we are tracking internationality, gender and inclusion & belonging.
INTERNATIONALITY
As a truly international company with a global footprint, we aim to achieve a balanced ratio of domestic to international managers everywhere.
Our Progress
The proportion of local and international managers varies according to region. In 2023, a total of about 49% of the Continental Group's managers came from countries other than Germany.
GENDER
Gender diversity is crucial for our business success. We aim to increase the percentage of top management positions held by women to 25 by 2025.
Our Progress
The percentage of women at management worldwide is continuing to grow. In 2023 we were able to increase this number to around 20%.
INCLUSION & BELONGING
We aim to enhance inclusion and foster belonging to ensure everyone feels included, valued and can contribute to a better tomorrow.
Our Progress
Our inclusion & belonging Index in 2023 that is part of our annual employee survey shows that 72% or our employees feel included and a sense of belonging at work.
Our Initiatives - EXAMPLES
We also walk the talk to further embed DIB in our processes, mindset, culture and business strategy. We recognize that this work does not have a finish line and requires daily active effort from each individual. Here are some examples of the initiatives and measures which we are continuously expanding and extending.
Our goal is to fill 25% of all management positions with women by 2025. To ensure that this does not appear to be a distant, abstract goal, we have defined a 5-year plan with clear targets.
We are using our recruiting and talent management systems and consistent processes to ensure transparency and comparability of talent worldwide and to track the implementation of our diversity measures.
We increase the visibility of our female talent and promote their global networking. This includes mentoring programs, women networks and events such as Women@Work.
We hold various events to highlight the importance of diversity in the context of digital transformation and as a catalyst for innovation. These include events such as the Diversity Days, which invite people to creatively explore the topic and understand its relevance.
We want to incorporate our strategy into our processes to systematically ensure equal treatment: For this reason, DIB can be found in our processes, policies & guidelines, is part of our mandatory onboarding and an integral part of our leadership development.
At Continental, flexible working means being able to work on a mobile basis, take advantage of part-time and flextime or take time off in the form of a sabbatical. In this way, we offer our employees an environment in which they can individually balance work and private life and actively shape their own lifeworld.
We offer learning resources, such as workshops, awareness talks and microlearning on the topic of LGBTQ+, diversity and unconscious biases to empower our people to overcome systemic biases and prejudice and practice an inclusive working and leadership style.
Our Diversity Networks
Umbrella Network
The Global Diversity Network is an umbrella network for 44 local networks from all over the world. Participating in networks is a wonderful way to gain understanding of the various cultural differences, challenges and successes these groups are facing worldwide. They come together to share ideas and experiences and highlight some common areas that need to be addressed, improved or standardized. Our networks amplify our employees voices and help in shaping a more inclusive culture where everyone feels heard, valued and that they can contribute to a better tomorrow.
Women‘s Network
Clinton
Deer Park
Detroit Area
Fort Mill
Hoosier Racing
Sumter
LGBTIQ+ Network
Regional
Aisan American and Pacific IslanderNetwork
Regional
HOLA Network
Regional
Diversity Network
Clinton
Valparaiso
Black & African American Network
Fort Mill
Detroit Area
Clinton
Veteran Network
Sumter
Young Professionals
Clinton
Detroit Area
Mental Health Network
Detroit Area
Sustainability Network
Regional
Diversity Network
Country Level
Women‘s Network
Santa Anita
Diversity Network
Country
Women‘s Network
Camacari
Women‘s Network
Lichfield
West Drayton
Women‘s Network
Toulouse
Diversity Network
Regional
Women‘s Network
Aachen
Hannover
Karben
Northeim
Regensburg
Rhein-Main
LGBTQ+ Network
Global
Frankfurt
Hannover
Diversity Network
Hannover
Women‘s Network
Country
Diversity Network
Shanghai
Diversity Network
Country
Tires Sector
Diversity Network
Women‘s Network
Country
Our Engagement
In 2018, we became the first DAX company to become a member of the PrOut-at-Work Foundation, once again underlining our commitment to diversity as part of our corporate DNA. The PrOut-at-Work Foundation is committed to promoting a working world that is open to all people - regardless of their sexual orientation, gender identity, gender expression or gender characteristics and traits.
Further Information: PROUT AT WORK | anders.zusammen.arbeiten
We are committed to a corporate culture which is free from prejudice and values each individual, and which leaves no room for conscious or unconscious discrimination. We not only live this commitment within Continental, but also communicate it to the outside world. In 2008 Continental signed the Diversity Charter - pdf (1.52MB)*, an initiative aimed at promoting diversity within companies, fostering a prejudice-free working environment, and ensuring equal rights and opportunities for all employees.
OUR BACKING
"At Continental, we believe in the transformative power of diversity, inclusion and belonging. Only by seeking different perspectives and engaging in honest conversations are we able to challenge our thinking, enrich the experiences of our colleagues and empower everyone to create value for a better tomorrow."
Ariane Reinhardt, CHRO
"Diversity is a social and economic necessity. Every ecosystem on our planet is only sustainable once based on a diverse foundation. It strengthens innovative power and is a continuous source of success. That is why we promote diversity in all dimensions and celebrate different viewpoints. Only via heterogeneous teams we are able to meet the expectations of our global customers and markets."
Nikolai Setzer, CEO