In addition to the long-established "job and family audit", REWE Group has now also decided to carry out the "job&diversity audit". This sends a clear signal: diversity is not only socially relevant, but also strategically important for our corporate culture.

"Diversity is there - it does not need to be promoted, but rather valued and managed," says Elke Hömske, who has been supporting REWE Group for many years as an auditor at berufundfamilie Service GmbH. In contrast to compatibility, which can be actively supported by the employer, diversity is a given reality. It is reflected in the different backgrounds, skills and life plans of employees.

The new audit helps to consciously shape how this diversity is dealt with and to integrate it into the HR strategy. "If an employer is open to recognising the diversity of its employees as both normal and valuable, it can take a strategic approach to dealing with diversity and promote a culture of cooperation," says Hömske.

This is not about more offers, but more penetration and visibility. REWE Group already has many measures in place - for example, to promote women in management, to support employees with special physical or mental abilities or limitations, or to strengthen generational diversity. These three topics are the focus of the new action programme.

"We work in three-year development cycles - it's not about faster, higher, further, but about culture," emphasises Hömske. The combination of both audits - compatibility and diversity - enables a holistic view of the needs of employees and strengthens the values that REWE Group stands for: openness, tolerance and equal opportunities.

With the new certification, audit job and family in combination with the audit job&diversity, which is a cooperation with the Diversity Charter, REWE Group emphasises that diversity is an integral part of the corporate culture. Elke Hömske is pleased: "REWE Group is thus sending a clear signal:diversity and equal opportunities are important, discrimination is not tolerated."