Lindemann: We can counter the shortage of skilled staff on many levels. First and foremost, we need to remain an attractive employer for internal and external talent. We can achieve this, for example, by creating a modern, more flexible working environment and a new type of leadership. Here we have set out on the right path with New Work and have already initiated many changes. But this also includes a diverse and inclusive working environment in which all colleagues can develop their full potential. In Ambition 2025, we have also set ourselves clear targets to increase the proportion of women in management positions. To this end, we are investing in further training, networks and mentoring programs to create good framework conditions for women in all phases of their lives.
However, diversity is not just limited to the issue of women in management positions. There are many other important aspects. Never before have so many different age groups been represented in our workforce at the same time: Four generations work together at ERGO. For us, it is important that people with different values, attitudes and experiences come together and contribute their skills to the challenges of tomorrow. That, too, means diversity and inclusion.
Willmes: Diverse teams as a reflection of society have been proven to boost corporate success. At ERGO, we promote a culture of cultural variety.
For example, we promote diversity at an international level, including through innovative programs to help women develop their careers. A good example is HDFC ERGO India, which is using the "Nari Shakti" project to specifically strengthen the proportion of women in thus far traditionally male professional fields.
This is also an area of focus at Board level at ERGO International: in our ERGO International Management Committee, female and, of course, male talents regularly present themselves and thus become more visible and present - also for future management positions.
These measures, both nationally and internationally, are helping to achieve the ERGO Ambition target of having 40 percent of management positions below Board level filled by women by 2025. Overall, the ERGO Group is already at 39.6 percent.
Lindemann: Oliver Willmes and I think it is right and important to create equitable opportunities for every employee. We are on the right track at ERGO.
Interview: Stefanie Neumann