Drive the Change - For Men and Women - Initiative Chefsache
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Drive the Change – For Men and Women
Our initiative
Scientific institutions
‘Chefsache. Drive the Change – For Men and Women’ is a network advocating
equal opportunities for men and women in top management positions. Business
executives and management boards as well as leaders from scientific institutions,
academia, social services, and the public sector are the driving force behind our
Public sector
initiative.
Media
Founded in 2015, the initiative hopes to trigger a revolution within the working
Private sector world because there are still too few women in top positions in Germany. Gender
balance and up-to-date role models benefit everyone involved – women, men, and
society as a whole.
German Chancellor Angela Merkel is the official sponsor of the Chefsache initiative.
Social sector
Image: Bundesregierung/Kugler
“We have passed a law governing the share of women on
our major corporate supervisory boards. But even the best
law will only be fully effective when it is supported by a com-
mitment throughout society. ‘Chefsache. Drive the Change –
For Men and Women’ represents this vital commitment.
And therefore, I am delighted to be the initiative’s sponsor.“
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Our members
“What holds true for
society also holds true for
our armed forces: diverse
Dr. Ursula von der Leyen challenges require diverse
German Minister capabilities and diverse
of Defence minds that can play in any
“Creating equal opportunities “Diversity and inclusion key. That’s why every man
for men and women also has a are a basic premise for any Dr. Bettina Volkens
and every woman counts. If
lot to do with inclusion – which organization’s capacity we want to go for 100%, we Member of the Executive Board, Chief Officer
is our core topic. We want a to innovate and act. They Corporate Human Resources and Legal Affairs
must not lose sight of 50%
Armin von Buttlar natural interaction in our society. are never a project or a of our talent pool.“
Ana-Cristina Grohnert program but a continuous “For us, diversity means great variety,
Managing Board Differences shall be accepted and
diversity perceived as enriching. Management Board process. They constitute of inventiveness, internationality, and differ-
Member of Allianz a new way of thinking.“ ent perspectives. We want mixed teams
This is what our organization
Deutschland AG on every level and thus women on every
stands for. This is what we live
within our company culture.“ management level.“
“In the future, we will be more
Dr. Christian P. Illek dependent than ever before
on making sure we have the
Board Member for
Human Resources most possible diversity within
our teams: we achieve better “About 80% of our Caritas
results when differing ideas, Prelate staff is female, but barely a
Michael Heinz
Dr. Peter Neher quarter of our top leaders
Member of the Board of Dr. Hartmut Klusik “A better balance of men and perspectives, and approaches
women in management is are exposed to one another. President are women. This we want to
Executive Directors Board Member for
simply good for business: Constant change has become change. We need to showcase
Human Resources
“We are committed to a working environ- characteristic of our work- women’s talents. At Caritas,
to sustain our innovative
ment in which diversity is embraced and ing lives, and so we have to we actively pursue this goal
advantage and to reflect
valued. And we believe that the topic of be open to what’s new. The and support the Chefsache
changes in talent pools and
equal opportunities is of central importance Chefsache initiative aims to initiative. Because gender
customer expectations.“
in this context – which is why we support promote these new ways of equality is important – both
the Chefsache initiative.” thinking and doing.“ for men and women.“
4 | | 5
Our members “We firmly believe in the power of
diversity, which is one of the keys
to our business success. This is why
“We have set ourselves the goal of
we promote a transparent perfor- Gisbert Rühl
increasing the numbers of women
mance culture in which all employ- Chairman of the
in management positions. This is
ees have equal opportunities.“ Ute Wolf Management Board
Dr. Bernhard Beck why we encourage talented em-
Member of the ployees with a tailored programe.
Chief Personnel Officer
Executive Board “Innovative thinking is only
Uwe Tigges Diversity means a whole lot more
to us though: heterogeneous, possible if it takes different
CEO
intercultural teams made up of perspectives into account.
women and men of different ages To successfully implement
“Integrating diversity, promoting and are what give our company the the digital transformation,
enhancing cooperation amongst our staff edge.“ Germany is completely
“Innovation flourishes wherev-
members has been an issue for a long dependent on diversity and
er engagement with experi-
time and we want to make sure that these more women. Therefore, we
ence from diverse stages of
things become normalcy for all of us.“ support and promote this
life, perspectives, and expecta-
initiative.“
tions is allowed room. In this
diversity, Fraunhofer sees the Prof. Dr. Alexander Kurz
precondition for Germany’s Managing Board for
success as an economic hub.” HR and Law “We are thrilled to be joining the
Chefsache initiative and look
forward to playing our part in
securing gender balance in busi- Rainer Neske
“We are engaged in a vari- ness. It is important to us that Chairman of the Board
ety of activities to address we have a chance to help shape of Managing Directors Prof. Dr. Dr. h.c. Angela D. Friederici
the diversity debate. To that end, of LBBW
the different aspects of Vice President
diversity and inclusion. For we are happy to offer up our ex-
this reason, we are delight- Norbert Janzen pertise while also learning from
“Exceptional fundamental research calls for top
ed to also be able to drive Philipp Justus other companies so that we can
Director of Human Resources – IBM labs and equipment. But that’s not all it takes.
the topic of equal opportu- Germany, Austria, Switzerland (DACH) improve.”
Managing Director For these labs to produce excellent research, they
nities for women and men Google Germany need to offer equal opportunities to the best
as part of the Chefsache GmbH und VP CE “Companies need to emphasize the importance of diver-
people – women and men. Equality of opportu-
initiative.“ sity in order to be innovative and remain successful. It is
nity is a key factor impacting global competition
up to us and our daily behavior to set a positive example
in the world of science; plus, it is essential to our
and anchor a diverse approach in the very culture of our
capacity for innovation and performance at the
businesses. We confidently say YES to women in leader-
Max Planck Society.”
ship positions and to diverse teams in general.“
6 | | 7
Our members
“Diversity in programs and the Gunnar Kilian
workforce pays off because mixed Member of the Board Human Resources
teams are more successful. This “That qualified women in and Organization
has helped us steadily increase the management are an enrich-
Dr. Cornelius Baur ment and a competitive ad- “Volkswagen stands for diversity, open-mindedness,
share of women in leadership posi- and tolerance; we are international. At Volkswagen in
Managing Director tions in the past few years. Our goal vantage for a corporation, is
Germany & Austria Lutz Marmor nowadays common sense – Wolfsburg alone, men and women from more than 100
is 50% women on every hierarchy nations work well together. We firmly believe that when
General Director Ruth Werhahn that there is a backlog, too.
level. To achieve this, we plan to people of all ages, genders, levels of experience, and na-
launch comprehensive measures, Member of the Therefore, we are committed
Executive Board to a diverse corporate culture tionalities work side by side, it leads to the best results.“
“Allowing every talent the best opportunity establish a motivational corporate
of Management and to the optimal devel-
to unfold their full potential is essential for culture, and promote these to the
general public. That’s why I’ve made opment of all talents. Equal
companies and society. So, we consider it
this a ‘Chefsache’, putting it on the opportunities in practice we
CEO priority to promote a climate that makes
agenda for top management.” understand as ‘Chefsache’.”
women successful.“
Janina Kugel
Chief Human Resources Officer
and Member of the Managing Board “Mixed teams are far more
creative and deliver higher
Christoph Kübel “Diversity strengthens our inno-
performance. So, it should be a
vative capacity, unleashes the Angelique Renkhoff-Mücke
Managing Director and Dr. Rainer Esser matter of course for any company
Labour Director potential of Siemens‘ employees, CEO to have as many women as men
and thereby directly contributes to Managing Director
ZEIT Verlagsgruppe in leadership positions, unless
“Germany needs more our business success.“ “I am convinced that it takes a holistic they are willing to reject valuable
female bosses. That approach to systematically promote talent. That is why we have many
is why Bosch joined women in the business world. We have smart men AND women in the
Chefsache to help drive a long and probably difficult way to go top tier and we provide them an
societal change.“ before all participants demonstrate the environment in which they can
recognition and willingness it takes.“ bring the demands of career and
family into harmony.“
8 | | 9
The name says it all Aspiration
For the initiative’s executive members, establishing a level playing field for men and The Chefsache initiative advocates gender balance in leadership positions. Ger-
women in top management positions is a personal priority. Chefsache sets out to many cannot afford to exclude well-trained talents from achieving success. Only
raise awareness for the perceptual stereotypes still deeply rooted in the communi- if every person – man or woman – has the opportunity to take responsibility com-
cation and decision processes of business and society, inhibiting the advancement mensurate with their strengths, will we as a society make the most of our resources
of women into top management positions. The initiative’s name “Chefsache” – a and our potential for new ideas. A performance culture accessible to all is not just a
matter for the boss – should also be understood as a call to action specifically ad- question of equality – it directly pays economic dividends.
dressing men, who still hold the vast majority of leadership functions. That is why
Consequently, the Chefsache initiative aims to trigger fundamental change in the
the Chefsache initiative addresses them too, just as much as women. Gender bal-
working world and to establish a new culture of respect in companies and institu-
ance in leadership positions is a win-win for all concerned.
tions,i.e., a culture that accepts diverse professional backgrounds and abandones
outdated mentalities in recruitment decisions, particulary in regards to leadership
and multiplier roles.
11 : 1
Statistics show that there are conspicuously few women
in top management positions in Germany. Among the
executive boards of the 200 largest German companies,
Chefsache Driving change For men and women the radio of men to women is 11:1 (DIW).
Chefsache is a network of Our ambition, our objective: Our conviction: gender
leaders from business, science/ intended as a flagship initiative, balance secures Germany’s
academics, the public sector, Chefsache supports the change competitiveness and is fun-
and the media personally needed in society with new con- damental to the well-being of
committed to makeing gender cepts, approaches, and resolve. society.
10 | balance their priority. | 11
Our activities Notes
We are breaking new ground in our efforts to live up to our claim and getting in-
volved where decisions are made in companies and institutions. We want to raise
awareness – especially at the top management level – of how deeply rooted role
stereotypes can influence communication and behavior. Through training programs
and other activities, we provide managers with techniques they can use to recognize
and actively counter these stereotypes.
The initiative is equally committed to placing these issues on the agenda at confe
rences and trade fairs and developing its own formats, such as roundtables and
dialog events. The target groups invited to attend are extremely diverse. Not only
do we want to reach today’s managers, we also want to increase awareness among
tomorrow’s leaders, i.e., schoolchildren, students, and those just starting out in their
careers. And finally, we plan to use proactive media relations to win over the general
public to our cause.
All of our activities are designed with the real world in mind and involve collabora-
tion across sectors: consolidating experiences in business, academia, and politics is
our best option to drive a shift in awareness throughout the whole of society.
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Notes 14 |
Drive the Change – For Men and Women www.initiative-chefsache.de/en August 2018
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