Recognition, appreciation, and consideration of differences are important pillars of our corporate culture. We value diversity and offer them equal opportunities on all levels.

We are proud of the fact that we employ people from more than 60 nations. They each bring different backgrounds, experiences and skills to the table, as well as new perspectives on existing processes. We therefore understand diversity as a strength that we are keen to actively promote. It is important to us that each and every employee, regardless of age, gender, origin, sexual orientation or skills, is equally valued and given the same opportunities to grow in our company. We focus development on individual strengths and potential. Because we work with the people behind the job titles.

Age structure and gender distribution according to employee category

Basis: Germany 10,107 employees (status as of 12/31/2021)

An open corporate culture for a strong team spirit

The management and strategic development of diversity within BLG LOGISTICS is a central task of our Human Resources department. Our HR colleagues are available to advise both the Board of Management and the workforce on issues relating to diversity. In addition, once a year they prepare a diversity management scorecard for the Board of Management and Supervisory Board.

The basis for all activities in this area is our in-house diversity concept, which covers the entire workforce without exception and sets the tone for our corporate and leadership culture. This constitutes the key success factor in our day-to-day interactions and is based on our Code of Conduct, various in-house agreements and our commitment to the Charter of Diversity. The latter comprises a number of principles that German companies are committed to adhering to in terms of promoting diversity at the workplace, and which BLG signed back in 2016.

www.charta-der-vielfalt.de/en

As an integral part of our corporate values and management principles, it is our aim to carry the diversity concept across all levels and use it as a basis for our decisions, for example on recruiting and training measures. The success of this approach is demonstrated by our “Leader in Diversity 2022” award, conferred by the Financial Times and Statista. The award was based on a Europe-wide study that asked around 100,000 employees and HR specialists to rate and assess important diversity criteria and subsequently rated companies by calculating a final score.

Since 2016, we have also been a member of the awards association Trägergemeinschaft Bremer Diversity Preis. In this role, we help develop the underlying approaches, strategies and activities behind the award and advocate diversity beyond our corporate boundaries. We are jointly responsible for the conceptual and financial aspects of the award. In 2017, we were an award winner ourselves.

Integration through individual support

In our understanding, integration is always individual and tailored according to needs. With this in mind, we also gear the necessary support to the different circumstances of the respective target groups. Part-time training models that give young parents or people caring for their relatives the flexibility they need to combine work and professional life are just one example of this. In addition, we offer employees who are not so proficient in German in-house language courses to give them the basic skills they need to do their job and to communicate with their superiors and colleagues right from the start. To recruit new talent for our team and at the same time give young people long-term career prospects, we support young adults and refugees in gaining access to the labor market by offering them internships, entry-level qualifications and apprenticeships, for example through our “Training through Work” program.