Dr Daniela Büchel, Divisional Director Retail Germany Human Resources (HR) | Sustainability one: Mrs Büchel, you have been employed by REWE Group for many years. Has your approach to diversity changed in your professional life so far?

Daniela Büchel: Yes, I have definitely noticed that. Today, we are much more aware of diversity - ten years ago, it didn't exist to this extent. This is certainly also due to demographic change, globalisation and a fundamental shift in values: our society is becoming increasingly diverse. This also makes equal opportunity participation within the company more necessary than ever.

one: REWE Group joined the Diversity Charter five years ago. With what aim?

Daniela Büchel: We wanted to send a visible signal both internally and externally and emphasise the values we stand for at REWE Group: Freedom from prejudice, appreciation and respect. Diversity has of course been an issue for us at REWE Group for some time, even without a declaration of intent or a public commitment. This is due to the fact that we are an international company with employees from over 150 countries. Our task is firstly to utilise this diversity in a productive way and secondly to create a corporate culture in which everyone not only feels accepted, but can also make an individual contribution. The Diversity Charter is our public commitment to strategically advancing this topic.

one: What has happened since then? Where are we at REWE Group today when it comes to diversity?

Daniela Büchel: Concrete measures and measurable goals are important so that diversity doesn't just remain lip service. This is the only way we can make a difference in the company and in society. We have therefore implemented numerous measures to promote the various dimensions of diversity: For example, we want to increase the proportion of women in the top three management levels to 20 per cent by 2023. Across all management levels, the proportion of women at our company is already around 46 per cent, but more needs to be done at the upper management levels. That is why there are now a number of programmes and initiatives in place to bring more women from the company into management, such as the "Women's Drive" development and mentoring programme, our women's network "f.ernetzt", but also regular audits by the "audit job and family", more offers for mobile working, part-time management or management in job sharing.

one: What has happened in other areas?

Daniela Büchel : The LGBTIQ* network di.to. now has around 300 members and various local groups representing the LGBTIQ+ community in the company. We are promoting the integration of culturally diverse backgrounds by actively recruiting young refugees for internships and apprenticeships as part of the KIMAT initiative. As part of the "Ehrensache" or "Joblinge" projects, many colleagues act as mentors to help socially disadvantaged young people find - and keep - an internship, apprenticeship or job. We have been working towards greater inclusion since 2017 with a strategic cooperation between the REWE Group and Aktion Mensch, as well as a cooperation between toom and Lebenshilfe. We are also involved in myAbility, where we offer a coaching and training programme to Master's students with a disability or chronic illness. We recently launched the "Diversity Network" to anchor diversity in the company across all Business Areas. After all, diversity management ultimately consists of more than many individual measures.

one: What is that?

Daniela Büchel : It's a basic attitude that we have towards each other in the company: every person is unique and wants to be seen and recognised in their uniqueness in the working environment. That's why we need to take a holistic approach to diversity. Basically, every employee needs diversity skills - in other words, the ability to consciously recognise the differences between people and appreciate them in their diversity. This also helps us as a company.

one: What do diversity and value creation have to do with each other?

Daniela Büchel: A lot. Value creation begins when every team member can show his or her best potential. However, if people have to hide parts of their personality in the workplace and therefore have to compensate for disadvantages, this harms motivation and productivity. In addition, diverse teams shed light on topics from many different perspectives. This is important, because if ten people with the same background, gender and origin are sitting in the same room, how are they supposed to take into account the diversity of market conditions, customer and employee requirements? Genuine diversity therefore usually leads to better results.

one: Why is it important for companies to make a public commitment to (more) diversity?

Daniela Büchel : Companies are not islands, but an important part of society and play a key role in shaping it. That's why we see it as our corporate responsibility to actively promote diversity and the participation of everyone - even beyond the boundaries of the company. Through our "Stück zum Glück" campaign, a joint initiative of REWE, Procter & Gamble and Aktion Mensch, we are promoting inclusive playgrounds throughout Germany, for example. This is because there are too few play areas in Germany where children with and without disabilities can come together. We have already realised more than 30 playground projects. We have been taking part in the CSD with our own float for many years and set an example for diversity with rainbow flags in front of our stores throughout Germany.