|
|
Germany |
|
USA |
|
South Africa |
|
Poland |
||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
|
8,888 employees (♀ = 26.7%) |
|
203 employees (♀ = 36.0%) |
|
655 employees (♀ = 22.9%) |
|
61 employees (♀ = 34.4%) |
||||||||||||||||
|
|
Share of age groups in % |
|
of which male |
|
of which female |
|
Share of age groups in % |
|
of which male |
|
of which female |
|
Share of age groups in % |
|
of which male |
|
of which female |
|
Share of age groups in % |
|
of which male |
|
of which female |
White-collar employees |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
<30 years |
|
14.9 |
|
56.3 |
|
43.7 |
|
12.2 |
|
60.0 |
|
40.0 |
|
10.3 |
|
58.3 |
|
41.7 |
|
10.0 |
|
75.0 |
|
25.0 |
30–50 years |
|
53.7 |
|
59.6 |
|
40.4 |
|
75.6 |
|
54.8 |
|
45.2 |
|
64.7 |
|
56.0 |
|
44.0 |
|
65.0 |
|
42.3 |
|
57.7 |
>50 years |
|
31.4 |
|
63.5 |
|
36.5 |
|
12.2 |
|
40.0 |
|
60.0 |
|
25.0 |
|
86.2 |
|
13.8 |
|
25.0 |
|
50.0 |
|
50.0 |
Blue-collar employees |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
<30 years |
|
8.7 |
|
76.2 |
|
23.8 |
|
29.0 |
|
63.8 |
|
36.2 |
|
16.0 |
|
69.8 |
|
30.2 |
|
0.0 |
|
0.0 |
|
0.0 |
30–50 years |
|
48.1 |
|
78.6 |
|
21.4 |
|
54.9 |
|
69.7 |
|
30.3 |
|
66.4 |
|
80.4 |
|
19.6 |
|
47.6 |
|
100.0 |
|
0.0 |
>50 years |
|
43.2 |
|
76.8 |
|
23.2 |
|
16.1 |
|
61.5 |
|
38.5 |
|
17.6 |
|
87.4 |
|
12.6 |
|
52.4 |
|
100.0 |
|
0.0 |
Diversity for a strong BLG
The strategic management of diversity is one of the key responsibilities of the HR department. Our colleagues advise both the Board of Management and our staff on all matters relating to diversity and they draw up an annual diversity management scorecard for the Board of Management and Supervisory Board.
Our diversity concept, which includes all employees and shapes our corporate and management culture, forms the basis of our actions. This concept is based on our Code of Conduct, internal agreements and commitment to the principles of the “Diversity Charter”, which we signed back in 2016. In doing so, we committed ourselves to promoting diversity and equal opportunities in the workplace.
As an integral part of our corporate culture, our diversity concept is firmly anchored at all levels across the company. We orientate ourselves around this concept when making business decisions, such as concerning recruiting or further training measures. In addition, we have been a member of the Bremen Diversity Award Sponsors Association since 2016 and thus actively contribute to the promotion of diversity beyond the company’s borders.
Since March 2024, BLG LOGISTICS has been part of the Inklupreneur project and committed itself as a “Pledger” to actively play its part and promote inclusion in the company. The aim of the Hilfswerft gGmbH project is to enable companies to strengthen their inclusion concept, identify and eliminate possible obstacles for people with disabilities and make job advertisements more inclusive. In August and September, application simulations took place with mentors from the Inklupreneur project. These simulations are part of the coaching and are intended to raise awareness when it comes to interviewing with people with disabilities. The results were fed into the company in a Disability Awareness Workshop organized by the Inclusion Officer.
More women in logistics
Women are still under-represented in the logistics industry. BLG wants to counteract this.
Percentage of women in management levels (ML*)
Base: Germany 8,888 employees (as of: 12/31/2024) in %
In order to increase the proportion of female senior executives in the long term, BLG LOGISTICS set a target back in 2023 of reaching an average of at least 30 percent women in management levels 0 to 3 by 2025. This target figure was integrated into quarterly reporting to the Board of Management and senior executives in the reporting year, for targeted management during the year. An important measure is the central requirement that in all selection procedures, care must be taken that there is already sufficient diversity among candidates. The internal support program “Women in Leadership” will be relaunched after several years so we can see more results.
Our Board of Management sends a strong signal in support of equality: with Ulrike Riedel and Christine Hein, we have two women on the five-member board. This makes BLG AG one of the leaders among listed companies in Germany in terms of the proportion of women in management board positions. This composition sends out a clear signal – both internally and externally – and is intended to encourage our female employees to seize their opportunities. The proportion of women in our workforce in Germany and worldwide is 26.7 percent and has fallen slightly compared to the previous year. The proportion of women in management levels 0-3 within the German companies remains steady at 26.3 percent.
Individual promotion for better integration
We are convinced that success results from individually tailored integration measures that meet the needs of our employees. This includes, for example, the ability to complete part-time training to help young parents and family caregivers reconcile work and family life. In addition, we offer language courses at the workplace to help employees with a lower knowledge of German get started in working life and promote communication with managers and colleagues. In order to attract new employees and also offer young people long-term prospects, we support them in making their first steps onto the job market through internships, entry-level qualifications and apprenticeships.