It is one of the core aims of Fresenius Medical Care to have diverse governance bodies and a diverse overall workforce as this supports a truly inclusive work environment and builds the foundation for successful personal and organizational achievements and is thus in the Company’s interest. Diversity at Fresenius Medical Care is defined in a broad way, including – but not limited to – age, gender, nationality, educational background and work experience.
Besides the above principle, the Supervisory Board of Fresenius Medical Care AG & Co. KGaA is legally obliged to define targets for the representation of female members in the Supervisory Board as well as an implementation period. The Supervisory Board of Fresenius Medical Care AG & Co. KGaA has resolved on September 29, 2015 to set the target for the representation of female Supervisory Board members at two Supervisory Board members with a view to its own composition; this corresponds to a percentage share of approximately 33 % of all members, of which the Supervisory Board of the Company is required to be composed of according to the Articles of Association. By resolution passed on May 10, 2017, the Supervisory Board of Fresenius Medical Care AG & Co. KGaA has set this target at 30 % and has defined an implementation period ending on May 9, 2022. With two female members (33 %) in 2017, the composition of the Supervisory Board is in line with this target.
By contrast, for companies which, like Fresenius Medical Care, are organized in the legal form of a partnership limited by shares, the definition of targets for the composition of the Management Board is not expressly required.
Pursuant to the Law on Equal Participation of Women and Men in Leadership Positions, the Management Board is obliged to define targets for female representation in the two top management levels below the Management Board as well as an appropriate implementation period. In a first step, the Management Board on September 28, 2015, had resolved to define the two top management levels below the Management Board in relation to the participation of executives in the group-wide Long-Term Incentive Program (“LTIP”). In a second step, the Management Board resolved on January 13, 2016 upon targets for female representation for the two top management levels below the Management Board and upon the implementation period to end on December 31, 2020. In 2017, both targets were achieved.
The first management level includes all direct reports worldwide to a member of the Management Board who are LTIP participants.
- Target (until Dec 31, 2020): 18.8 %
- Female representation (Dec 31, 2017): 19.2 % (2016: 19.3 %).
The second management level includes all direct reports worldwide to a member of the first management level who are LTIP participants.
- Target (until Dec 31, 2020): 28.2 %
- Female representation (Dec 31, 2017): 28.3 % (2016: 25.2 %).
For Fresenius Medical Care however, the total number of participants in the group-wide LTIP beyond those two levels is the best indicator of women in leading executive positions around the world. The proportion of women among these top executives has remained stable compared to 2016 with approx. 33% at the end of 2017.
Overall, the recruiting and staffing practice of Fresenius Medical Care as well as the selection decisions regarding the hiring and promotion to top management levels will continue to be taken with a focus on the specific qualifications of the individual. For this reason, the Management Board will select candidates for the top management of Fresenius Medical Care according to the candidate’s excellence and suitability for the specific role and function in such management positions, regardless of their race, gender or other non-performance related attributes. However, the increased focus on diversity in Fresenius Medical Care’s talent pipelines will further support an inclusive work environment and ensure that Fresenius Medical Care’s employees continue to have equal career opportunities.
