We practice diversity in togetherness and offer equal opportunities on all levels.
Recognition, appreciation and consideration of differences are firmly anchored in our corporate
culture.
We employ people from a wide variety of different nations. They each bring their own backgrounds,
experiences and skills to the table, and contribute to the diversity and strength of our company. It
is important to us to ensure that each and every employee, regardless of age, gender, origin, sexual
orientation or qualifications, has equal opportunities for personal growth within our company. We
believe in giving everyone the possibility to develop individually and focus as a matter of
principle on the people behind the job titles.
Age structure and gender distribution according to employee category
Basis: Germany 9,407 employees (status as of 12/31/2022)
White-collar employees
Shares of age groups in %
of which male in %
of which female in %
< 30 years
16.3
57.0
43.0
30–50 years
53.4
58.8
41.2
> 50 years
30.3
62.4
37.6
Blue-collar workers
< 30 years
10.3
71
29
30–50 years
49.4
76.8
23.2
> 50 years
40.3
75.9
24.1
A diverse corporate culture fosters a strong team spirit
The management and strategic development of diversity within BLG LOGISTICS are central tasks of our
Human Resources department. Our HR colleagues advise both the Board of Management and the workforce
on issues relating to diversity and once a year prepare a diversity management scorecard for the
Board of Management and the Supervisory Board.
The basis for all activities in this area is our in-house diversity concept, which covers the entire
workforce and sets the tone for our corporate and leadership culture. This is based on our Code of
Conduct, a number of in-house agreements and our commitment to the Charter of Diversity, the
principles of which we signed up to in 2016, thereby pledging to promote diversity and equal
opportunities at the workplace.
It is our aim to anchor the diversity concept across all levels and to align decisions, for example
on recruiting and training measures, to its principles. The successful implementation of this
approach was confirmed by the distinction of “Leader in Diversity 2022” award, conferred by the
Financial Times and Statista. Since 2016, we have also been a member of the awards association
“Trägergemeinschaft Bremer Diversity Preis” and in this role help advocate diversity beyond our
corporate boundaries. In 2017, we were an award winner ourselves.
Individual integration for greater diversity
We attach great importance to individual integration measures tailored to the needs of our
employees. Part-time training programs that give young parents as well as people caring for their
relatives the possibility to combine work and family 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. To
expand our workforce and at the same time give young people prospects for the future, we support
disadvantaged young people in taking their first steps into the regular labor market, among other
things through internships, entry-level qualifications and apprenticeships. One example of this is
our “Training through Work” program, which was continued last year.
One important pillar of social equality is equal opportunities on the labor market. We therefore also promote the entry and development of female specialists in male-dominated occupational fields.
Compared with other sectors, women are still underrepresented in the logistics industry. To bring
about change, we actively champion more women both in operational roles and in management positions.
Our initiatives and development programs are aimed at all genders accordingly. They encompass
vocational training right up to a management trainee program for university graduates. The aim
behind this is to enable our female employees to gain management experience from an early stage so
that they can take up senior positions in the short term.
Our Board of Management team is setting a good example in promoting equal opportunities, as the
five-member body has two female representatives in Ulrike Riedel and Christine Hein. This puts BLG
AG in the top group of listed companies in Germany in terms of the proportion of women in senior
management and supervisory board positions. This sends a strong signal both inside and outside the
company, and hopefully encourages female employees at BLG to take full advantage of their
opportunities. The proportion of women in the overall workforce is 27.9 percent, a further slight
increase on the previous year. We were also able to increase the proportion of women on management
levels (ML) 0–3 from 24.3 to 26.7 percent. However, they are unevenly distributed within the
different levels. When making appointments to our Supervisory Board, we of course comply with the
statutory regulations regarding the gender quota.
A second cohort of the “Women in Management” program founded in 2017 as part of our “Equal
Opportunities” qualification initiative completed the course in the reporting year. The program
imparts theoretical and practical knowledge in areas such as personal leadership, personality
development and self-marketing, and offers interested participants the possibility to take part in a
tandem exchange with experienced managers. After 16 women completed the program in the first cohort,
a second cohort of 12 women graduated in the reporting year. We intend to continue the program in
the coming years.
Proportion of women in management levels (ML*)
Basis: Germany 9,407 employees (status as of 12/31/2022) in %
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