Page 56 - RAFI_ESG_20230919_eng

56 EQUALITY OF OPPORTUNITY AND DIVERSITY

7.1.1 Advancement and career development of points of view make our lives richer, broaden our per-
women spective, increase our flexibility, and improve our
To increase the proportion of female employees, par- ability to innovate. We have therefore enshrined this
ticularly in technical jobs, we participate in initiatives principle in our corporate strategy and in our Code of
such as the Girls’ Day Academy and the German Conduct. RAFI embodies diversity and promotes re-
Girls’ Day. This offers young female school students spectful coexistence regardless of gender and age,
the opportunity to get to know our technical voca- social or national origin, sexual identity, professional
tional training as well as our professions that require experience, restricted ability, or chosen life model. In
university degrees. Promoting women in technical the strategic context of ONE RAFI, we want to grow
areas and in management positions is part of our HR even closer to our national and international subsid-
strategy. We currently have no women in senior iaries in the coming years in order to make better
management positions. To change this, we plan to use of our common potential.
intensify our commitment to the career development
of women and initiate additional measures to im- 7.2.1 Internationality and non-discrimination
prove the proportion of women in the company. In 2022, the workforce in the entire RAFI Group con-
sisted of people from more than 30 nations. At the
7.1.2 Parental leave, integration, and help with German locations, just under 85% of employees
the provision of care hold German nationality. To encourage international
[GRI 401-3 ] Our flexible working time models and exchange, we work closely with our foreign subsid-
mobile working options are a great help for reinte- iaries. In 2023, after a suspension due to the pan-
grating employees after parental leave. In 2022, 6 demic, we resumed our exchange programs for train-
male employees took parental leave. The average ees at the Berg location. We sent a student for two
duration of leave was 4.5 months. In the female months and a trainee for three weeks to RAFI USA.
workforce, 42 employees applied for parental Our comprehensive onboarding program also in-
leave. The average duration of leave for women cludes temporary assignments for new employees
was 9.3 months. As part of our activities to help at our foreign subsidiaries and for employees of for-
employees balance family and career, we are mak- eign subsidiaries at our headquarters in Berg.
ing particular efforts to support working mothers.
Offers at our Berg location such as our childcare [GRI 406 ] We are resolute in our commitment to
allowance and special childcare provided during non-discrimination and sanction any violations in
school and daycare center holidays in cooperation accordance with the law. In addition to the Works
with Ravensburger Spieleland are generally fully Council, an official General Equal Treatment Act
utilized. In response, we are continually expanding representative is also available to employees as a
these offers. point of contact. Two cases of discrimination were
reported in 2021. In both cases, RAFI sent a clear
7.2 Diversity and equality of opportunity signal and terminated the employment of the re-
[GRI 405 ] As an internationally active company, we ported employees in consultation with the Works
know how important the diversity of our workforce Council.
is for our daily success. New ideas, experiences, and

Parental leave – Berg 2022

42 9.3

Number Avg.
months
4.5 6

Avg.
months
Number