Page 60

E_ALT_GB15_160317_online

Declaration of Corporate Governance Pursuant to Section 289a (4) of the German Commercial Code (HGB) Promoting women in management positions was a special focus in the 2015 fiscal year. By intensifying measures that had been introduced in the past, and with new instruments, we further anchored the promotion of gender diversity in our human-resources management. One focus was promoting women in human-resources development. The proportion of women in ALTANA’s various national and international management development programs was increased significantly in recent years. In addition, our further education program includes special offers for women. Launched as a pilot at our Wesel site, a new mentoring program was introduced. It will be extended to other Group sites in 2016. We also initiated a forum enabling women managers and a female member of the Supervisory Board to exchange views. Furthermore, various informal platforms were created to intensify dialog on this issue. Among them are regular meetings of women in management positions that focus on strengthening the network, and workshops for further development of family-friendly employment models intended to contribute to the continual improvement of the general working conditions at ALTANA. ALTANA’s medium- to long-term goal is to increase the share of women in management positions to 30 %. That roughly corresponds to the percentage of women in the entire workforce. In keeping with the requirements of the law that went into effect in April 2015 regarding equal participation of women in management positions in private business and the public-service sector, ALTANA’s Supervisory Board was obliged to specify target figures for the proportion of women in its Supervisory and Management Boards by June 30, 2017. The Management Board had to define corresponding target figures for ALTANA AG’s two management levels below the Management Board. Due to the reorganization of the Management Board carried out as part of the recent generation change, the Supervisory Board does not plan to enlarge this body. This is why the target specified by June 30, 2017, does not account for a woman in ALTANA’s Management Board. A target of 25 % was specified for the Supervisory Board. For the first management level below ALTANA AG’s Management Board, a target of 10 % was defined by June 30, 2017, and a target of 30 % was agreed upon for the second level. Targets were also defined for the company’s German subsidiaries subject to codetermination. 56 Innovation and Employees I Subsequent Events I Expected Developments


E_ALT_GB15_160317_online
To see the actual publication please follow the link above