Diversity and Equal Opportunities

Alongside sustainability and digitalisation, diversity is one of the three strategic focus topics of the IBB Group. To embed this topic effectively, a clear diversity infrastructure has been established: the Diversity Officer is part of the People & Culture department and reports to the Chair of the Executive Board. Officer is responsible for the strategic direction and further development of diversity. The cross-functional DiversiTeam supports the management and implementation of the diversity strategy.

The DiversiTeam consists of employees from the sister companies of the IBB Group and acts as a multiplier team. It accompanies all diversity measures and initiatives, actively promotes anti-discrimination and contributes to strengthening an inclusive corporate culture. Particular attention is paid to diversity within the team itself, including different generations, hierarchy levels and a balanced ratio of women and men. Team members serve as trusted contact persons and raise awareness of relevant diversity topics.

Since 2022, IBB has been a signatory to the Charta der Vielfalt , Germany’s largest initiative for diversity and inclusion in the workplace. Since 2006, the non-profit association has been committed to embedding diversity in business and society and supports organisations in establishing value-based diversity management. The basis of this commitment is IBB’s diversity strategy, which aims to make diversity visible, foster a culture of inclusive cooperation and strengthen equal opportunities.

Strategic measures focus on three key fields of action:

• Inclusive corporate culture
• Diversity-sensitive processes and practices
• Design of IBB-relevant diversity dimensions

These fields of action form the framework for all diversity-related activities and initiatives within the IBB Group. Through internal and external measures such as events, intranet contributions and close dialogue with employees, IBB implements its self-commitment to promoting and valuing diversity. All formats are aimed at employees across the Group -regardless of hierarchy level, function or working modes. Examples include participation in the Christopher Street Day in Berlin, the internal diversity fair held as part of the German Diversity Day, awareness-raising seminars on anti-discrimination and contributions at the annual management conference.

Promoting Intergenerational Cooperation

Four generations work together within the IBB Group. This diversity is a clear strength. The life-cycle-oriented HR policy aims to offer attractive working conditions for all age groups and to support individual performance and motivation. Addressing demographic change is a central element of the IBB’s HR strategy. In 2023, this included early succession and replacement planning as well as the permanent and temporary recruitment of apprentices and dual-study students.

In addition, intergenerational networking within the IBB Group is actively promoted. Formats such as blind coffee dates, common lunch breaks, targeted networking opportunities for new employees and the Atrium as an open space for exchange and interaction create opportunities for dialogue across age boundaries and strengthen cooperation throughout the organisation.

Supporting People with Disabilities

For many years, the IBB Group has been systematically committed to the equal participation of people with disabilities. Employees with disabilities are supported by their managers in line with their individual needs. Within IBB, the Representative Body for Employees with Disabilities, the Inclusion Officer and the People & Culture department provide active support and work to remove barriers and find suitable solutions. This commitment is reflected in the signing of the inclusion agreement in accordance with Section 166 of the German Social Code IX - a clear declaration of the aim to promote inclusion in line with the UN Convention on the Rights of Persons with Disabilities throughout the organisation.

In 2023, 5.85% of employees in the IBB Group were severely disabled or had equivalent status.

Advancing Equality between Women and Men

Since 2006, IBB has actively and systematically promoted the careers of women, the balanced representation of leadership positions and equal pay. Due to these efforts and the women's advancement plans, we have achieved significant progress. Gender parity at departmental management level, the principle of equal pay for equal work and a supportive environment that facilitates women’s access to leadership roles are among the key successes.

The current Women’s Advancement Plan aims to achieve gender parity at all levels of the organisational hierarchy, including among the leaders of divisions and staff units at the first level, and to improve representation in areas where progress has been slower to date, such as in STEM (referred to in Germany as “MINT”) fields. The implementation of this plan reaffirms the commitment to further dismantling structural barriers and creating a workplace in which the diversity of all genders is valued. Women’s advancement plans are also in place at IBT, IBB Ventures and IBB Capital.

To promote exchange and mutual support, networking formats for women within the IBB Group have also been established. In addition, all interested women have access to target-group-specific in-house seminars focusing on “Personal Development & Empowerment”, “Roles & Pressures” and “Vision & Career”.

The current Women’s Advancement Plan of IBB for the period 2024-2029 specifies the objectives and measures with which the success story of promoting women is to be continued.

Promoting Acceptance and Tolerance of Gender Diversity and Sexual Orientation

In internal and external communication, gender-sensitive language is used throughout the IBB Group to ensure that all genders are addressed and represented. IBB recognises that equal participation in society requires awareness-raising and acceptance work on gender identity and sexual orientation. An expert lecture on this topic served to raise awareness of the challenges and concerns of the LGBTQIA community.

Richtlinie zur Antidiskriminierung in der IBB Gruppe

In July 2023, IBB took part in the Christopher Street Day in Berlin for the first time, thereby demonstrating visibility and a clear commitment to acceptance and tolerance at both organisational and societal level.

Cultural Diversity

IBB actively promotes cultural diversity and equal opportunities. Within the framework of the Berlin Participation and Integration Act (PartMigG) , measures to promote the participation of people with a migration background are being implemented step by step. These include, among other things, an internal survey on migration background in accordance with statutory requirements. In addition, IBB regularly participates in matching and recruitment events, including in cooperation with SocialBee, as well as in formats organised by the State of Berlin, with the aim of facilitating access to employment opportunities for people with international backgrounds and increasing visibility.