Diversity, Equity & Inclusion

We believe in the success of diverse teams and provide equal opportunities for our employees. We value the uniqueness of each of our colleagues and strive to create a culture where everyone can be their authentic selves.

Our approach

During FY 23/24 we published and implemented the global Talent Acquisition Directive, which includes a clause on Diversity, Equity & Inclusion, with the aim of ensuring that we select the best candidates from a diverse pool of applicants who represent different cultures, generations, ethnicities, gender identities and expressions, disabilities, family or marital status, languages, national origins, physical and mental abilities, political affiliations, race, religions, sexual orientations, socio-economic status, veteran status, underrepresented communities, and other characteristics. The DE&I clause guides us in attracting a diverse workforce and ensuring that the attraction, recruitment, and selection practices are free from bias and are fair to candidates, including those from diverse backgrounds.

Our activities

Our activities in FY 23/24 centered around building an inclusive culture and in supporting female talents with further development.

Building an inclusive culture 

We help foster an inclusive culture in various ways, including through communication and training. Following the successful rollout of the DE&I training with an unconscious bias module for managers and HR business partners in the last financial year, in FY 23/24 we expanded access to the training and allocated 4,000 licenses for additional employees and new joiners across 30 countries.

We also aim to create a working environment where people with disabilities feel comfortable. In Vittorio Veneto (Italy), where 8% of the workforce has certified diverse abilities, several initiatives are in place to help the integration of employees, for example tailored workstations, processes and activities, transportation, and consulting solutions. Moreover, a certified Disability Manager from dormakaba ensures cooperation between the company and public institutions so that the employees with disabilities are aware of and can exercise their rights, and to secure enablement in the workplace through ergonomic adjustment, culture, dialogue, and specific consultancy. At our warehouse in Lima (Peru), employees are learning sign language to be able to communicate with a deaf colleague. Furthermore, our Taishan (China) facility is actively participating in the local governmentʼs initiative to support the employment of individuals with disabilities. In FY 23/24 an additional four people with disabilities joined the local team.

We are also building an inclusive culture by supporting voluntary Employee Resource Groups, in which our minority groups can connect and discuss concerns and opportunities. One of these groups is the “Diverse Shades of Excellence” in the USA, which celebrates and recognizes the diverse talents, achievements, and contributions of Black/African American and Hispanic/Latino(a) employees.

Cultivating gender diversity

As part of our sustainability framework, we set global targets to improve gender diversity within our organization. Our aim is for one in three managers to be female (19% in FY 20/21) and to increase the ratio of women in succession planning for senior management positions to 25% by 2027 (14% in FY 20/21).

To achieve these goals, it is crucial to develop a diverse internal talent base and to ensure that all employees receive the same access to development programs. And, since our industry is traditionally predominantly male, we provide additional development platforms specifically for women to help them grow.

At dormakaba we have several Women’s Networks globally, for example in the Americas, China, Europe, and Africa. They aim to provide participants with support and information to promote development and career progression. They also provide a platform to network, share, and learn from each other. In FY 23/24, we also launched a German-speaking and an English-speaking Women’s Network for everyone to join, regardless of their position or gender, with around 70 participants on the first sessions. The Talentia Female Leadership Mentoring Program was also launched in Spain and Portugal, designed to provide women with mentoring and networking opportunities, language training, advice, and appropriate working conditions to balance work and family life. Furthermore, the DE&I topic is part of our leadership programs, such as Leading for Success, in which we are aiming for a 60% male and 40% female gender ratio.

On International Women’s Day, our employees around the world celebrated the achievements and contributions of women while highlighting the challenges they face. In France, for example, more than 180 people joined a digital event on topics such as the gender equity index and empowerment. In the Americas, the focus was on burnout and creative solutions to combat it, and in India and Spain external speakers gave presentations on topics such as unconscious biases and career development. In China more than 120 female employees joined an online session with female leadership representatives, who shared their work and life experiences, and 50 women took part in activities related to physical and mental well-being. Lastly, in Vittorio Veneto (Italy), all 105 female employees participated in a full-day workshop on finding balance, with coaching and meditation sessions.

Supporting women in achieving their full potential – a success story from the Americas

In a male-dominated industry like ours, it can be challenging to attract women, especially those with STEM backgrounds. We have therefore introduced global initiatives that focus on selecting candidates from a diverse pool (read more in the Fair Employment chapter), increasing the possibility to engage with more female candidates. Our colleagues in the Americas are especially active in this area. For example, the regional Women’s Network, in addition to making an impact internally by increasing the percentage of women in leadership roles and earning promotions, has an impact externally too by sharing their experiences at industry conferences. During FY 23/24, five women from dormakaba conducted panel discussions at DHI ConNEXTions in Boston and at PSA TEC in Dallas about the impact women are making in the industry and how organizations can do more to create cultures of belonging to attract and retain diverse talent. Furthermore, this financial year dormakaba sponsored four women to attend WE, an annual conference hosted by the Society of Women Engineers (SWE), the world’s largest advocate and catalyst for change for women in engineering and technology.

As an active member of the Security Industry Association (SIA), dormakaba also sponsored several events for the Women in Security Forum (WISF), including the annual women’s breakfast at ISC West where each year the Power 100 Women in Security are recognized. In 2024, two of our female employees received this recognition for their contributions to creating inclusion in the industry. This makes a total of nine dormakaba women receiving this award since its inception in 2022. For professional and personal development and networking opportunities, 27 women from dormakaba attended the Security LeadHER conference in June 2024. This conference is hosted by SIA and ASIS, and dormakaba was a premier sponsor. Furthermore, we became a corporate member of Women in Manufacturing (WiM), a global trade association dedicated to the advancement of women in manufacturing. Its members have access to online knowledge resources and monthly lunch and learns events, can participate in its annual summit, and local chapters offer manufacturing site tours and networking opportunities.

Our performance

In FY 23/24, female employees represented 29% of the total workforce. Across all management levels, 22% were female (vs. 19% in FY 20/21). Employees aged between 30 and 50 make up the majority (53%) of employees represented in this report.

Employees

Outlook