Diversity

Diversity and equal opportunities

Linde is a global group with a business model organised on a decentralised basis. As a result, we rely on employees who understand local markets and customers, and who are able to bring diverse experience and a variety of perspectives to the work of the team. At 31 December 2017, our workforce comprised employees from 124 countries, while 65 nations were represented in the German companies alone. The proportion of senior managers from countries other than Germany was 68 percent in 2017. During the reporting year, around 206 of our employees were sent on secondment to subsidiaries abroad.

Diversity is one of the four values set out in the Linde Spirit, which applies to all employees around the world. The Linde Leadership Competency Model, which is based on it, is used by us in most countries in the evaluation and training of managers.

Global targets
Goal

18%

of women in the first management tier below the Executive Board by 2022

22%

of women in the second management tier below the Executive Board by 2022

Measures
  • Initiative for women with management responsibility and leadership potential
  • Networking events and workshops
  • Mentoring schemes
Status

15%

of women in the first management tier below the Executive Board

14.5%

of women in the second management tier below the Executive Board

An important priority in our actions to promote diversity is our aim to increase the proportion of women in management positions. We achieved the target we had set ourselves for mid-2017 of increasing the proportion of women in the first management tier below the Executive Board to 14 percent. At 31 December 2017, the proportion of female senior managers in this tier was around 15 percent (2016: 16 percent). We want this figure to rise to 18 percent by mid-2022. In the second management tier below the Executive Board, the proportion of women at 31 December 2017 was around 14.5 percent (2016: 18 percent), although the target we had set ourselves for mid-2017 was 17 percent. Contributing to the decrease compared with 2016 were downsizing measures which were part of the LIFT programme. By mid-2022, we want to increase the proportion of women at this level to 22 percent. In order to meet these targets, the Executive Board of Linde AG is supporting various measures, some of which come from employee initiatives. Against this background, we undertook activities in 2017, for example in China and South Asia, which seek amongst other things to encourage potential female executives. These activities include networking events, workshops and mentoring programmes. In accordance with statutory regulations in Germany, we have also set ourselves targets for the proportion of women on the Executive Board and Supervisory Board of Linde AG. A target of 20 percent has been set for the proportion of women on the Executive Board by mid-2022. This target was set by the Supervisory Board. To comply with German law, the Supervisory Board itself must comprise at least 30 percent women and at least 30 percent men. This quota system has been in force since 2016 and must be taken into account when new appointments are made to the Supervisory Board. At 31 December 2017, the proportion of men on the Supervisory Board of Linde AG was 75 percent, while the proportion of women was 25 percent.

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Diversity1

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2017

 

2016

 

2015

 

2014

 

2013

1

In line with the information in the Financial Report 2017, the figures provided for the years 2015, 2016 and 2017 exclude the business of the logistics service provider Gist, as it has been reported as a discontinued operation.

Lagebericht 2014

Included in the audited Non-Financial Report

Staff up to 30 years old

%

 

16.1

 

17.1

 

17.5

 

18.4

 

18.2

Staff between 31 and 50 years old

%

 

58.1

 

57.9

 

58.3

 

57.5

 

58.0

Staff over 50 years old

%

 

25.8

 

25.0

 

24.2

 

24.1

 

23.8

Nationalities of employees in Germany

 

 

65

 

67

 

64

 

65

 

65

Non-German nationalities among senior managers

%

 

67.8

 

67.5

 

67.3

 

71.0

 

72.9

Proportion of female employees

 

 

 

 

 

 

 

 

 

 

 

in total workforce

%

 

Lagebericht 2014 32.5

 

Lagebericht 2014 32.5

 

30.7

 

28.7

 

27.3

in Germany

%

 

23.5

 

23.8

 

25.4

 

25.4

 

25.9

in senior management positions

%

 

15.2

 

16.2

 

14.5

 

13.9

 

13.2

in the Executive Board

%

 

0

 

0

 

0

 

0

 

0

in the Supervisory Board

%

 

Lagebericht 2014 25.0

 

Lagebericht 2014 25.0

 

25.0

 

16.6

 

16.6

Severely disabled employees (Germany)

%

 

3.6

 

3.4

 

3.6

 

3.4

 

3.5

UNGC Indicators

Sustainable Development Goals