"Diversity and inclusion are a fundamental component of our corporate culture"
Interview with Melanie Kreis, Board Member for Human Resources and Labor Director at Deutsche Post DHL Group, on Germany's 4th Diversity Day:
Melanie Kreis, Board Member for Human Resources and Labor Director at Deutsche Post DHL Group
How would you define diversity?
Kreis: Diversity means showing openness towards others. For example, we work with people from various different nations peacefully at Deutsche Post DHL Group. This rich diversity in cultural backgrounds, ways of life and traditions calls for a show of appreciation and respect. This is the only way that diversity can offer true added value. Diversity is a vital component of our corporate culture.
Why is diversity important in business? What benefits does it bring?
Kreis: Diversity makes a company more competitive. A diverse team can think differently and is willing to consider different ways of approaching a given task. These are key advantages which are sometimes underestimated when looked at in isolation, but together they have an impact on the company’s overall performance and results.
How does Deutsche Post DHL Group manage and promote diversity?
Kreis: Diversity plays an important role within the Group. We see our diverse workforce as a source of potential and as a driver for further growth. We need to exploit that potential by creating awareness and by putting the necessary structures in place. For example, we have a diversity officer in each of our business units who reports directly to Corporate Diversity at headquarters. And we have a Diversity Council made up of a team of top executives who meet regularly to discuss diversity issues. The Management Board’s Corporate Diversity and Inclusion Statement provides the framework for their work.
How does Deutsche Post DHL Group celebrate diversity?
Kreis: Regular activities, events and measures focus on awareness and motivation. These are two important diversity topics. Our annual Group-wide Diversity Week involves employee events at our various sites, trainings and the establishment of employee networks. We also look at our diversity figures to assess just how diverse our teams really are. One particular aspect that we address in this regard is the percentage of women in our management teams.