Guiding Principles. By concentrating on the values that are
enshrined in these principles and communicating them
transparently, we ensure that our staff management and our
actions have a common orientation. A special focus in
2016 was our Leadership & Talent Management, which was
anchored not only in terms of processes but also organiza-
tionally in ALTANA’s holding company. With new instruments
and development possibilities, we should be able to imple-
ment structured succession planning even more effectively in
the future.
Human resource development is very important in
ALTANA’s agenda for the future, the Keep Changing Agenda.
“Mobilizing people” is one of the strategic thrusts for the
coming years. This includes promoting diversity, effective suc-
cession planning, and the strengthening of international
mobility.
Declaration of Corporate Governance Pursuant to
Section 289a (4) of the German Commercial Code (HGB)
Promoting women in management positions remained a focus
in the 2016 fiscal year. By intensifying measures that had
been introduced in the past, and with new instruments, we
further anchored the expansion of diversity in our human
resource management. One focus was promoting women.
The ratio of women in ALTANA’s national and international
management development programs has been significantly
increased in recent years. In addition, our further education
program includes special offers for women. The mentoring
program launched in 2015 as a pilot project was extended
to other Group sites in 2016. Furthermore, various informal
platforms were created to promote dialog on this issue in
general. 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
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 the percentage
of women in the entire workforce.
In keeping with the requirements of the law regarding
equal participation of women in management positions in
private business and the public service sector, ALTANA AG’s
Supervisory Board specified target figures for the propor-
tion of women in the company’s Supervisory and Management
Boards by June 30, 2017. Following the reorganiza-
tion of the Management Board in 2015 within the framework
of the generation change, the Supervisory Board is not
planning to expand this body. Therefore, the target quota
to be achieved by June 30, 2017, does not account for a
woman in ALTANA’s Management Board. For the Supervisory
Board, a target of 25 % was specified.
The Management Board defined corresponding tar-
get figures for the two management levels of ALTANA AG
below the Management Board. For the first management
level below the Management Board of ALTANA AG, a target
of 10 % is to be achieved by June 30, 2017, and for the
second management level the target is 30 %. Target figures
were also stipulated for the German subsidiaries subject
to codetermination.
66 Innovation and Employees I Subsequent Events I Expected Developments