DHL 2015 Annual Report Download - page 120

Deutsche Post  Group —  Annual Report
Code of Conduct, diversity and compliance management
Our Code of Conduct, which was rst issued in , is rmly established in our corporate
culture and is applicable to all regions and divisions. e Code of Conduct is based upon
the principles set out in the Universal Declaration of Human Rights and the United
Nations  Global Compact. e code is consistent with recognised legal standards,
including the applicable anti-corruption legislation and agreements. e code of
Conduct and all other Group guidelines, together with regional guidelines and proced-
ures, provide the framework for ethical and environmentally sound corporate conduct.
e guidelines serve as a clear point of reference for all employees, informing them of
our values and principles. e code is available in  languages. Employees can attend
webinars to learn about the code.
e Code of Conduct also sets out our commitment to the health of our employees,
respect for human rights, the rejection of child and forced labour, and our position on
diversity and inclusion. e Corporate Diversity & Inclusion Statement issued in 
reects our belief that diversity represents both a key factor for success and a distinct
competitive advantage. In the statement we also undertake to promote an inclusive
working environment and express our opposition to all forms of discrimination. Two
years ago we set up the Diversity Council as an internal forum where participants can
discuss the strategic direction, and the divisions’ diering requirements, of diversity
management. e Diversity Council met on two occasions during the year under review.
Members are also advocates for diversity within their divisions.
e international composition of the Board of Management already clearly reects
the company’s international activities. e Supervisory Board also supports the Group’s
diversity strategy, placing particular emphasis on the target of increasing the number
of women on the Board of Management. e Supervisory Board sees eorts to increase
diversity as part of long-term succession planning, for which the Supervisory Board
and Board of Management are jointly responsible. In the opinion of the Supervisory
Board, the targeted increase in the number of women in executive positions is necessary
to ensure that, overall, more suitable female candidates are available for vacant pos-
itions on the Board of Management. At ., the number of women in upper and
middle management around the world at Deutsche Post  Group increased year-on-
year as at  December  (previous year: . ). e gure for Group companies in
Germany was . .
Pursuant to the Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern
an Führungspositionen in der Privatwirtscha und im öentlichen Dienst (German law
on equal gender representation in executive positions in the public and private sector),
we additionally report on the targets the Board of Management and the Supervisory
Board have set for Deutsche Post  in the section on the Number of women on the Supervisory
Board, Board of Management and in executive positions at Deutsche Post . is presentation diers
from the one used to determine the proportion of women in executive positions at
Deutsche Post  Group.
We seek to maintain and improve the health and well-being of our employees, pri-
marily through preventative measures. As a responsible employer, we oer information
events and training. We also apply a range of health and safety measures. e new
Group-wide Deutsche Post  Occupational Health & Safety Policy has put the issue
more rmly in the spotlight.
Within Deutsche Post  Group, the Chief Compliance Ocer is responsible for
the compliance management system and reports directly to the Chief Financial Ocer.
e Chief Compliance Ocer is supported by the Global Compliance Oce, which
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