Ensuring diversity and equal opportunities

People from 20 different nations work at Deutsche Wohnen. They cover a total of five generations and have the most diverse backgrounds. So we attach great importance to an open‑minded atmosphere where everyone can feel comfortable and express themselves, and we appreciate the diversity in our company.

<p><em>3) Post&#8209;war generation: 1946–1955, baby boomers: 1956–1964, Generation X: 1965–1979, Generation Y: 1980–1993, Generation Z: 1994-present.</em></p>

3) Post‑war generation: 1946–1955, baby boomers: 1956–1964, Generation X: 1965–1979, Generation Y: 1980–1993, Generation Z: 1994-present.

This principle as well as the duty to treat employees and third parties in a friendly, professional, fair and respectful manner are also important elements of Deutsche Wohnen’s Code of Conduct. Reinforcing diversity is one of the aims defined in our strategic sustainability programme. One example for this is our Diversity Charter, which we signed to reinforce our position with a view to our stakeholders.

Deutsche Wohnen’s remuneration model is gender‑neutral. Equal opportunities and equal rights form an intrinsic part of all recruitment and professional training activities; for instance, equal numbers of male and female candidates are selected for traineeships and junior management programmes.

<p><em>4 Excluding the Nursing/Assisted Living segment.</em></p>

4 Excluding the Nursing/Assisted Living segment.

We also consider that the use of gender‑aware language is another way of making diversity visible within the company. By including binary and social genders in our corporate communications, we want to embed the principle of inclusion even more firmly in our company culture.

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