Diversity can also be opportunity. RWE Diversity Management

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1 Diversity can also be opportunity RWE Diversity Management

2 Diversity Management 3 Preface 4 Having the energy to lead means we stay on top of current social, economic and environmental challenges. Our aim is to supply secure, affordable and environmental friendly energy. We want to stay ahead of the game, rather than be reactive. We are part of the solution, not part of the problem. Diversity is a strength and 6 contributes to business success Managing Diversity at RWE 7 Achieving the right mix 8 Diversity determined to succeed 10 Our corporate strategy reflects our new self belief: > We think ahead. Networks strengthen diversity 11 Mentoring and Special training 12 for female Leaders > We are the first to take important steps. Diversity has a future 13 > We are leaders in innovation. The Diversity Charter of German business 14 > We rise to the challenge. > We take on responsibility and are willing to take action especially when it comes to critical issues. Or in short, We have the energy to lead!

3 4 Diversity Management Diversity Management 5 Preface Dear Reader, Over 70,000 employees work at RWE, all contributing unique ideas and a variety of skills. The different perspectives and lifestyles of our people are a real benefit and contribute towards the success of the organisation. Diversity ensures that we can constantly address the individual needs of our customers and business partners. This abundance of different experiences, perspectives and convictions, the uniqueness of every single employee, is of significant value. Diversity Management at RWE seeks to leverage this wealth and use it for the success of the Group. Among other things, we make sure that diversity can be found at every level of our business and we aim to create a climate of appreciation and mutual trust. Our focus on recognising and developing diversity is beneficial for the RWE Group as well as for every individual employee. RWE understands diversity as the uniqueness of its employees, not only with a view to their gender, intercultural background or ethnic origin, age, disability, sexual orientation or religion, but also their individual skills and specialist experience. In other words: diversity applies to every one of us. Diversity & Inclusion are therefore part of RWE s group strategy. The goal is to support the company so that it is fit for the future and competitive: as a leading utility business in Europe, for example, we need a good mix of international experience, talents and skills. With regards to demographic change and other social changes, we also need a mix of men and women at all levels of hierarchy and successful collaboration between different generations. This is why Diversity & Inclusion is a core element of our sustainable human resources policy and part of our implementation of the Diversity Charter an initiative of the German federal government to promote a diverse working environment. RWE takes this commitment very seriously. Diversity and value, cannot be ordained. They need to become part of our daily business. In this brochure you will find an overview of the main measures of Diversity Management at RWE. Yours sincerely, Alwin Fitting

4 6 Diversity Management Diversity Management 7 Diversity is a strength and contributes to business success Managing Diversity at RWE Diversity describes the human mix within a company or a society. It expresses itself in visible differences like gender, colour of skin or age, as well as in invisible differences such as religious orientation, nationality, family status or sexual identity. Diversity within a company becomes a strength when the working environment in day-to-day collaboration is marked by mutual appreciation and acceptance. The framework for this is set out in the RWE Code of Conduct, which establishes guidelines for respectful behaviour. Our Code of Conduct is thus the basis for our Diversity Management. What the pundits call Diversity& Inclusion will protect our company s future success against the background of demographic change and increasing internationalisation. Companies can derive business advantages from Diversity Management: >> Diversity within a team helps to better understand different customer needs and react to them. This increases customer satisfaction. >> Mixed teams foster creativity and innovation in implementing projects and developing new concepts, products and services. >> Diversity increases employees motivation to contribute their various skills and talents and feel appreciated as a result. >> Diversity Management contributes to a positive corporate image and helps to make us attractive as both a business partner and employer. Since 2006, Diversity & Inclusion have been managed at RWE by the Diversity Office. Together with the RWE AG Executive Board, this Diversity Team decides on the specific measures, structures and processes for diversity within the whole organisation. Diversity Champions, the Diversity Coordinators of the individual operating RWE companies, then ensure the implementation of diversity activities and support the work of the Group s Diversity Officer. The aim of Diversity Management is to turn Diversity & Inclusion into a strong part of our business success. Diversity measures within RWE help to make people aware of differences and encourage respect in the way we deal with one another. Managers are role models and have a key responsibility in embracing Diversity & Inclusion.

5 8 Diversity Management Diversity Management 9 Achieving the right mix Demographic change and tough competition for talented and skilled people are key strategic issues on the German and European employment markets and are important for RWE too. Having a diverse workforce with a variety of talents and skills is fundamental for RWE s future business success. In principle, the following applies to all personnel decisions in the RWE Group: the search for talent should be as broadly faceted as possible and each Cross-culture RWE Diversity Vision & Definition Gender vacant position should be filled with the best candidate regardless of origin and personal attributes. As such, personnel decisions should be as transparent and comprehensible as possible. With a view to the RWE AG strategy, three corresponding fields of action have been identified: Age Cross-culture: The RWE Group s business is increasingly international. This should be reflected in a workforce in which people of different cultures and cultural backgrounds work together. Diversity Management ensures that there are international cultures at all levels of the company, taking regional and intercultural factors into account at the same time. Gender: The more perspectives that flow into business decisions, the better RWE can run its business. As such, the RWE Group attaches great value to a balanced mix of men and women in all business units and at all levels of the company. Age: Due to the demographic change, generations with different experiences and values are working together. RWE is grasping this opportunity to exploit the broad potential for its business and to benefit from experience and know-how just as much as from new perspectives. An appropriate design of the working environment for all ages enables this from the very beginning of a career up until just before retirement. At RWE, of course, this includes the flexibility for an appropriate work-life balance in various phases of life. Appreciation = Inclusive Corporate Culture

6 10 Diversity Management Diversity Management 11 Diversity determined to succeed Networks strengthen Diversity To ensure the sustainability of our diversity initiatives, the Executive Board of RWE AG has adopted a Diversity Concept with specific goals and a clear strategic focus. Diversity & Inclusion are fixed elements of the target agreements of all RWE Group companies. We have defined a common strategy framework. Within these guidelines, our operating companies develop individual diversity activities based upon specific analyses and with their specific business goals in mind. As soon as these have been agreed with the Group Diversity Officer, the Group companies are responsible for implementing the measures. They will regularly discuss the success of the measures and any changes that may be appropriate. Networks are a key element of successful Diversity Management for the RWE Group. They offer an important communication platform for members and provide essential input for Diversity Management activities. Women s Network network of women in management positions The Women s Network was established in Over 100 female executives in different business functions across all RWE operating countries swap notes and support each other. The Network regards itself as resource of ideas for important business or HR policy issues, such as customer service performance or work-life balance. A further focal point of this network is the development of women within the organisation. Since 2010, the networking has been intensified via network groups in RWE Group companies. These develop and implement new measures in coordinating with the Group Diversity Officer and highlight topics for discussion in the group-wide network. International Network The International Network at RWE started in This network enables an exchange of experience amongst non-german employees at the RWE sites in Essen (North Rhine-Westphalia) where many operating companies have offices and where RWE s headquarters are located. The network supports these colleagues and their families as they begin working at RWE. In cooperation with the Group Diversity Officer, this network supports proposals and measures to improve RWE s appeal as an employer for international employees. The plan is to establish further international networks at other RWE locations.

7 12 Diversity Management Diversity Management 13 MEntoring AND Special training For female leaders Diversity has A future Executive Mentoring Programme for female leaders In 2010, RWE staged the annual inter - national Executive Mentoring Programme for women for the third time. A total of 18 mentees and 18 mentors took part. This initiative is an important building block in creating a balanced ratio of women and men in management positions across the RWE Group. As part of the programme there are discussions on various opportunities for successful career planning at RWE, but also collective questioning of stereotypes. The main objective of the programme is to support the participants in their personal and career development with the support of their mentor and their manager. The programme places the focus on female managers within the Group and strengthens sensitivity to genderspecific issues and challenges. Communication for Female Leaders A special training course Communication for Female Leaders has been introduced as a result of an initiative of the Women s Network working together with the Group Diversity Office. Participants are exclusively female executives from all RWE companies. The goal of the training, which will now be offered up to four times a year, is to improve the communication skills and personal strengths of the participants. Personal communication strategies are reflected upon individually and then optimised in exercises including video training. Focal points are body language, tone of voice, mimicry, gestures and language. The training in German or English links learning successes for everyday work with informal exchange amongst the participants. In the future, the training will be extended to women who are not currently managers but those with development potential. In recent years, RWE has created a solid basis for Diversity & Inclusion within its international organisation. But it remains a long-term and joint task to develop and achieve the agreed goals. RWE as a company is creating the conditions for this. Every individual within the Group is called upon to recognise diversity, share it and actively embrace it. RWE AG Diversity Officer Opernplatz Essen T

8 Diversity as opportunity The Diversity Charter of German businesses The diversity of modern society, influenced by demographic change and globalisation, permeates business life in Germany. We can only be commercially successful if we recognise and use that diversity. This fact is equally relevant to the diversity of our workforce, the diverse needs of our customers and to our business partners. The diversity of our people, with their varied capabilities and talents, creates opportunities for innovative and creative solutions. The implementation of the Diversity Charter in our business has as its goal the creation of a work environment which is free from prejudice. All employees should feel valued, irrespective of gender, race, nationality, ethnic origin, religion or philosophy, disability, age, sexual orientation and identity. Positive acknowledgement and encouragement of this diverse potential creates commercial advantage for our business. We create a climate of inclusion and of mutual trust. This has positive impacts on our image with business partners and customers in Germany and in the rest of the world. Within the framework of this Charter we will: 1. Maintain a corporate culture which is characterised by mutual respect and the appreciation of the value of every individual. We will create the necessary conditions to ensure that both managers and their teams acknowledge these values, share them and live them. In this respect there is a particular responsibility on the managers and leaders of our business. 2. Ensure that our personnel management processes are appropriate to manage the diverse talents and capabilities of our people so that they can deliver the performance that we expect of them. 3. Acknowledge the diversity of society inside and outside our business, value the potential that lies within it, and deploy it profitably within our business. 4. Ensure that the implementation of the charter and of our own diversity objectives is a subject for internal and external dialogue. 5. Provide annual updates on our activities and progress in pursuit of our diversity and inclusion goals. 6. Inform our people about Diversity and engage them in the implementation of our objectives and of the Charter. We are convinced that embracing and valuing diversity has a positive effect on society and business in Germany. Wir begrüßen und unterstützen die Initiative der Unternehmen. Harry Roels Vorstandsvorsitzender der RWE AG Prof. Dr. Maria Böhmer Staatsministerin und Beauftragte der Bundesregierung für Migration, Flüchtlinge und Integration

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