Reebok 2014 Annual Report Download - page 90

adidas Group
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2014 Annual Report
Group Management Report – Our Group
86
2014
Employees
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02.7
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Diverse work environment: Diversity is one of the adidas Group’s four core values. We understand
that it takes people with different ideas, strengths, interests and cultural backgrounds to ensure
we achieve our goals. A high degree of diversity is already represented within our workforce. At our
Group’s global headquarters, for example, we have employees from almost 80 nations.
In addition to the internationality of our workforce, we believe that diversity in the form of mixed
leadership teams contributes to the strength of our company, and we are committed to bringing
this to life. We have joined other DAX-30 companies in an effort to increase the proportion of
women in management. We defined the specific target of increasing the proportion of women in
management to 32% by the end of 2017 (2014: 28% worldwide). To reach this, we have strongly
increased the proportion of women in our leadership development programmes to over 35%. In
our global internal Women’s Networking Group, women can support, coach and advise other
women, and promote female career development across the company. Following the Supervisory
Board election in 2014, the number of female Supervisory Board members increased from two
members to four.
Additional diversity initiatives include:
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The adidas Group is an active member of the ‘Charta der Vielfalt’ (‘Diversity Charter’) in Germany
in order to share our best-practice knowledge regarding awareness of diversity and inclusion in
the work environment.
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We have regular events highlighting diversity as a key topic, e.g. on the occasion of our 2014
Diversity Day, addressing up-to-date diversity topics with internal and external presenters.
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We continued our support of the LGBT community and built up our LGBT network in 2014, which
is driven by our employees.
Employee engagement: To ensure that we will achieve our ambitious strategic targets we need an
engaged and motivated workforce. The adidas Group regularly carries out employee engagement
surveys in order to measure the engagement and motivation of our employees. The results of these
surveys are a non-financial KPI for our Group. They enable us to develop the right focus and future
people strategies across our organisation. The results of our first two global engagement surveys,
see Corporate Governance Report including the
Declaration on Corporate Governance, p. 20
see Glossary, p. 258
see Internal Group Management System, p. 98
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Awards
The Candidate Experience Award/
The Talent Board
trendence School Leavers
Barometer/Germany’s Top 100
Employers
The World’s Most Attractive
Employers/Universum