- and that this is exactly right": in a nutshell, this is the claim, incentive and task of REWE Group's Diversity Network, a cooperation of employees from different areas who bundle and promote activities, expertise and projects relating to the topic. The ten network members explain the how, what and why in nine answers:
At REWE Group, we consider diversity and equal opportunities to be part of the organisational culture, which has long been anchored as a focus topic in the sustainability pillar Employees. The Diversity Network was founded in 2021 to drive this topic even further. It consists of employees from various specialist areas and sales divisions who are committed to the topic of diversity (see diagram below).
One of the network's key tasks is to act as ambassadors for diversity within the organisation and to extend the topic into the sales divisions and specialist departments. Secondly, we bring together the various approaches and projects that exist throughout the company on the diversity dimensions of age, gender, socio-cultural background, disability and sexual orientation. Although the main activities take place in the respective sales divisions themselves, we can pool and share our knowledge in the network.
Nikem Smet, Expert CoE Human Resources Development
If you have any questions, ideas or comments, employees are welcome to email vielfalt@rewe-group.com or contact the members of the network.
Taking mental and physical health into account and promoting health maintenance is an important part of diversity: the diversity concept aims to create an inclusive working environment in which all employees can realise their full potential. We support this goal at REWE Group with our company health management programme. Health affects everyone - regardless of individual identity or cultural background. We therefore ensure that all employees have access to measures to promote their health so that they are able to give their best.
It is also important to us to take into account the diverse needs of our employees. Different cultural influences or backgrounds can lead to different needs in terms of mental and physical health. With this knowledge, it is possible to design programmes that address these diverse needs.
Bianca van Wijnen, Head of CoE Health and Innovation
Diversity is not a trendy topic at REWE Group, but has long been an important part of our corporate structure. In order to inform and sensitise our employees within Retail Germany, two new online training courses have been available since January 2024. In the course "Dealing with (severe) disabilities", we show what forms of disabilities there can be and how we can ensure that all colleagues can make the best possible use of their jobs. The second course is about "LGBTIQ", which focuses on the differences between gender identity and sexual orientation. Both online training courses are available in PRIMUS, and in the end it's about the fact that we are all who we are and that this is exactly right.
Martina Weinhold, Teamlead Training, Sustainability & Projects
National di.to Spokesperson
Employees can use these e-learning courses to take a brief and clear approach to the topic of diversity.
Topic: LGBTIQ
Diversity is a valuable asset at REWE Group and employees should treat each other with respect. Employees and senior managers in particular should therefore be sensitised to the topic of diversity and LGBTIQ - and know who they can turn to if they have questions about LGBTIQ issues.
Topic: Making the unconscious conscious
Even today, a Stone Age person still accompanies us in our daily work - because evolutionarily developed, unconscious thought patterns are automatically applied by all of us. The online training shows how such typical thought patterns arise, when they can be a hindrance and how they can be suspended.
Topic: Severe disability
This online training course aims to sensitise people to the topic of (severe) disability and break down stereotypical thinking. It covers the basics of (severe) disability, the recruitment of (severely) disabled people and information on support options and contact persons.
You can find the e-learnings in PRIMUS. For further information and questions: lernen@rewe-group.com
The position of inclusion officer is provided for in the German Social Code (SGB). As an inclusion officer, I ensure that the employer's obligations towards severely disabled people (or people with equivalent status) are met.
In my view, integration only works together between the employer, whom I represent, and the severely disabled person's representative. In this respect, I see myself as a link, a provider of ideas, a multiplier and a networker in order to positively advance the topic of integration with all other parties involved. It's about more than just the purely legal function under the SGB. Rather, it is about using innovative approaches to attract, retain and develop severely disabled people.
Roland Kraemer, Inclusion Officer at REWE Group
For REWE, embracing diversity means that we become richer in diverse perspectives, experiences and creative solutions by promoting them, while "incidentally" boosting our attractiveness as an employer. Various studies, as well as our internal REWE target group segmentation, show this: Diversity is a relevant topic in society and a decisive factor in choosing an employer, especially for the young target group. We therefore ensure that we use gender-neutral language in our employer communications, for example. We are also making our imagery increasingly diverse in order to show that working together in diverse teams is a matter of course for us, without having to explicitly emphasise this again and again. These visual worlds - in our advertising materials and campaigns, on our careers website and on social media - make it clear that we can be a suitable employer for people of all diversity dimensions. On social media in particular, we are unfortunately repeatedly confronted with criticism of the rainbow flag in our profile picture. But our stance is very clear: we at REWE live and promote diversity.
Alexandra Wolf, Lead Employer Branding & Relations, REWE
Justine Geloneck, HR Expert Employer Branding, REWE
It is part of our corporate culture to create a diverse environment and to ensure that all employees feel welcome and comfortable here. To achieve this, it is important to create points of contact, opportunities for exchange and also encounters with people who are not like me. This increases mutual understanding. MyAbility, for example, is a programme for talented people with disabilities that we try to attract to REWE Group. But we also see it as part of our social responsibility to support people who have more difficult starting conditions than others. We offer such a wide range of entry and development opportunities that there is something for (almost) everyone, regardless of their individual requirements.
In addition, we operate in a very tight job market. Talents and workers are rare and have the opportunity to choose their employer freely. It is therefore important to utilise all opportunities to attract and retain talent at an early stage.
Charlotte Ehl, CoE Personnel Development Expert, Diversity Network Coordinator
Our employees are incredibly interested in the topic of diversity. The best thing is that the topic is not only driven by us, but that many employees are creating initiatives that contribute to our diversity pillars and goals. This year, we are focussing in particular on the topic of recruiting and promoting women, as the IT industry is known to be male-dominated. For example, we are making our homepage even more appealing to women so that their share in REWE digital continues to grow in the future. We are planning photo shoots with employees to showcase the diversity at our company. We recently organised a Girls Day at REWE digital to give girls an insight into the exciting world of IT at a young age. Numerous colleagues took part in our International Women's Day programme, which led to a good exchange and the right discussions.
Anna-Lena Christensen, HR Manager People Development, REWE digital
Diversity and compatibility both describe the recognition and appreciation of the most diverse needs and life circumstances of employees in the company. When we talk about compatibility, we consider different situations and phases in life. We create an environment in which all employees can be equally successful. This means that a link to the dimensions of diversity can be established quite quickly. This year in particular, the link between compatibility and diversity lies in the topic of "generations".
Christoph Siegert, Personnel and Organisational Development Expert, Job, Family and Private Life REWE Group Head Office
My answer is a clear yes. A network like this is needed, even if the reasons for this have changed over the last eleven years: Opinions in society are becoming increasingly divergent and debates are quickly becoming unobjective, personal and attacking. We also notice this in relation to the issues of the LGBTIQ community. All the more reason for us as a network to show our colours and be present together with numerous supporters within the REWE Group. Whether with information for new senior managers and trainees or at demonstrations, discussions and events. This is where we show that REWE Group is a colourful and diverse employer - and not just a flag hanging from the mast. This year, we will once again be present at numerous street festivals and CSDs with information stands or trucks, not only in the major metropolises, but also in the countryside, where support and visibility are often even more important.
Tobias Koch, REWE, CM Ware Projekte regional, Region East; national di.to. spokesperson
The di.to. mailbox for general enquiries: di.to@rewe-group.com
