Diversity, Inclusion and Equal Opportunity

Material impacts, risks and opportunities

A globalized and interconnected working environment makes diversity, inclusion and tolerance more important than ever. WACKER is an advocate of equal opportunity for men and women. Historical role distribution can have a negative impact on the representation of women at various management levels. As a result, we seek to increase the proportion of women in management positions. As part of this process, we are committed to conducting our activities in accordance with the laws and regulations that apply in the countries in which we operate. As a result, our objectives are always subject to the relevant criteria on performance, qualifications and aptitude.

Strategy

For us, equal opportunity goes beyond the context of pay and applies to training and development of expertise, as well. Equal opportunities for all employees and needs-driven development programs are important to us. Our policy includes actions to promote an inclusive working environment and support equal opportunity; these actions are intended to positively impact our employees.

We aim to create an open-minded work environment where every employee can contribute to the company’s success. We fulfill the legal requirements for the number of employees with disabilities and the targets set for women in management positions, giving all global regions equal involvement in the strategy and management process. The Head of HR Talent and Skill Development is responsible for implementation of our diversity strategy. Various Group directives govern recruitment, personnel development and compensation. WACKER is also a member of Germany’s Diversity Charter initiative and has been a member of the “Made in Germany – Made by Vielfalt (Diversity)” campaign since 2024 as well.

Actions

Raising awareness and including vulnerable groups

In order to raise awareness among all employees and encourage exchanges between managers and employees, we organize a global week of diversity every year. We hold global discussions about the progress toward achieving our Group targets and enable employees to give us feedback. We take the prospects of potentially disadvantaged employee groups into account by liaising with various representatives such as regional diversity committees, disability liaison officers and apprentice representatives. Our workplace integration management system helps employees to get back into day-to-day working life after a prolonged absence.

We understand the term “diverse” as referring to multidimensional diversity, including diversity of background, experiences, mindsets and outlooks.

What is more, WACKER offers leadership workshops to raise awareness among managers. These workshops focus on issues such as building confidence, promoting diversity and inclusion as well as developing talent.

We hire new employees based on their qualifications, performance, aptitude, potential and personality, regardless of age, ethnic origin, skin color, impairments, religion, worldview, sexual orientation or gender identity (LGBTQI+). Our job advertisements are worded openly and use gender-sensitive language. We promote the inclusion of employees with disabilities, with an equivalent status or with health restrictions.

Diversity committees in various regions encourage awareness and support communication of the issues with groupwide activities to promote diversity such as information booths and online events. We encourage the use of gender-sensitive language with a reference guide for suitable German terms available on our intranet. Our Women’s Circle raises awareness of diversity issues and offers a platform for exchanges. In addition, WACKER participates in the Munich Cross-Mentoring program. All employees at German sites must familiarize themselves with Germany’s General Act on Equal Treatment (AGG) by completing an e-learning course every five years.

Any discrimination can be reported via our whistleblower system.

Target

Group target: 33 percent women in management positions

WACKER has set itself the voluntary global target of bringing more women into management positions and, as a result, promoting equal opportunity. The idea is for one in three management positions in the WACKER Group to be held by a woman by 2030. All recruitment decisions will, of course, continue to be made based on performance, qualifications and aptitude. Alongside the mandatory disclosure on “Gender distribution at the two top management levels below the Executive Board”, we also evaluate the proportion of women in “positions with global and/or strategic responsibility” and, in Germany, those classed as “leitende Angestellte” (management employees).

23.2 percent of management positions were held by women in the reporting year, up year over year (2024: 23.1 percent).

The relevant statutory requirements for equal participation of women in management in Germany are met too.

The Executive Board of Wacker Chemie AG comprises one woman and three men. This means that women represent 25 percent of the total, which is in line with the applicable German statutory requirements. Wacker Chemie AG has also set itself the Germany-specific target of having 25 percent women at the first and second levels of management below the Executive Board by 2026.

Diversity metrics

This metric is calculated in the same way as the Group target for “Women in management positions” (see the definition above).