At Fresenius, the individual’s qualifications are the paramount consideration in all hiring and promotion decisions. This means that women and men with comparable qualifications and suitability have the same career opportunities. Fresenius will continue to consistently act upon this principle, and will of course comply with the law on the equal participation of women and men in executive positions in private companies and public service.
For the Supervisory Board of Fresenius SE & Co. KGaA, the law requires a quota of at least 30% women and 30% men. These quotas are met.
For the Management Board, the law does not proscribe its composition for a company with our legal structure. In accordance with the legal requirements, the Management Board specifies composition of the two management levels directly below the Management Board as follows:
The first management level includes all Senior Vice Presidents and Vice Presidents who have an employment contract with Fresenius SE & Co. KGaA and who report directly to a member of the Management Board. For the proportion of women on the first management level, the target figure of 30.0% was set by resolution of the Management Board with effect from 1 January 2021, with a deadline of 31 December 2025.
The second management level includes all Vice Presidents who have an employment contract with Fresenius SE & Co. KGaA and who report directly to a member of the first management level. For the proportion of women on the second management level, the target figure of 30.0% was set by resolution of the Management Board with effect from 1 January 2021, with a deadline of 31 December 2025.
At the first management level below the Executive Board, the proportion of women was around 23.1% as of the reporting date. At the second management level below the Executive Board, the proportion of women was 20.0% as of the reporting date. The set targets were therefore not achieved.
The development of the proportion of women at the first and second level below the Management Board is due in particular to internal changes within the Group and unplanned departures as well as the resulting organizational changes.
For Fresenius SE & Co. KGaA, there is a small number of management positions to be considered, so that individual personnel changes have a significant impact on the percentage of women.
The percentage of women as at the reporting date of December 31, 2020 represents a snapshot: In fact, the values at both management levels fluctuate from year to year; among other things, this is evidence that promotions and appointments are based on the criterion of qualification and not on gender.
The Management Board believes that inclusion in the company-wide long-term incentive programs is a strong indicator that an individual holds a leading executive position. The proportion of women in this group of our top 1,700 executives was approximately 32% as of December 31, 2020.