At Lucanet, we know DE&I is about more than spoken commitments—it’s about taking action. That is why we are publishing our first Diversity, Equity and Inclusion Report, highlighting the achievements of the past years and our continuous efforts to create a workplace where everyone can thrive and contribute to a more inclusive society. As a global company, we value the diversity of our teams and strongly believe in the strength of our unique talents, customers and partners.
We are aware that there is no universal path for everyone. We therefore want to not only celebrate our progress but also be honest about our current situation and our areas of improvement. Our vision is to embrace and celebrate diversity, fostering an inclusive environment where everyone feels respected and appreciated. By encouraging supportive behavior and challenging biases, we want to ensure a nurturing and safe space for all. Let’s explore where we are on our path.
Learn more about Lucanet’s DE&I strategy and how we hope to grow from here.
Key insights: Our progress so far
Remarkably, 88% of our team supports our DEI commitment, validating our efforts to create an environment where everyone feels valued and included. Our key findings show that there is still work to be done, and we must acknowledge this sincerely. By being open about our status, we can collaborate more effectively to make progress. Insights from 2023 include:
Enhancing DE&I focus in our talent acquisition strategy
Our DE&I goals include next to other dimensions increasing female representation, especially within the Tech area. Currently, our gender data is mainly based on the binary categories of male and female identified employees. Overall, 42% of the company is female identified. Compared to 2022, we have increased the proportion of women in senior leadership from 22% to 32% and enhanced overall workforce diversity by nearly 33%. Having a commitment to DE&I alone is insufficient; we need a clear plan to implement change within the company. Our strategic plan aims to enhance workplace diversity and inclusion through representation groups, training sessions, and awareness initiatives. Including a dedicated Women’s Summit for female employees, an Employee Resource Group program and a series of trainings and guidelines to address unconscious bias and promote inclusive behavior and language.
Launching an extended wellbeing program to promote holistic wellbeing
Prioritizing DE&I is essential for enhancing employee wellbeing, which is key to reaching our goal of becoming a truly inclusive employer. With a diverse team in place, addressing the different wellbeing needs of all employees helps create an environment where everyone feels valued and included, leading to better mental health and overall job satisfaction. To support our team, we launched an enhanced Lucanet Wellbeing initiative to promote holistic wellbeing and address mental health issues in both professional and personal domains. The initiative includes resources such as online offers, a leading EAP platform for mental health, training for people managers, information through our intranet, physical health offers and further benefits through our total reward strategy.
Taking decisive steps to advance gender pay equality
Advancing gender pay equality is part of our DE&I goals. The gender pay gap is the difference in average earnings between women and men in the workforce. In our first pay gap analysis focusing on Lucanet AG in Germany, we have identified an unadjusted pay gap of -8.2% and an adjusted pay gap of -5%. Our analysis showed that functional area, working hours, experience, and career and leadership level are the main factors affecting the adjusted pay gap. Although these results are not entirely satisfactory, we are already ahead of Germany's national average unadjusted pay gap of 18%, showcasing our progress towards achieving pay equity. We have updated our total reward strategy and made pay equity a fundamental principle in the compensation review process, which has helped us move in the right direction. Looking ahead, we are committed to achieving full pay equity for all employees.
Ongoing improvement
As we look to the future, we stay persistent in our efforts to drive positive change through our DE&I initiatives. We know that there is always room for improvement and are dedicated to aligning our actions with our annual goals. We have set three main goals connected to our key pillars:
- Representation: Building a diverse workforce that mirrors our society, bringing varied perspectives, innovative ideas, and broad insights
- Inclusion: Maintaining an inclusive work environment where everyone feels inspired, respected and engaged
- Equity: Offering equal opportunities for all employees
“Our commitment to DEI extends beyond recruitment and retention efforts to creating an inclusive and welcoming environment where all individuals feel valued and respected. By embracing diverse perspectives and experiences, we can drive creativity, collaboration, and excellence within Lucanet. Together, we will continue to champion DEI initiatives to ensure we remain a company where everyone can excel and reach their full potential. As strategic drivers, diversity, equity, and inclusion contribute to our future organization success and health.”
Silvia Heredia Minthorne de Kläner
VP People & Organization
To effectively track our progress in these areas, we continue focusing on our core commitments: Leadership accountability, inclusive workplace, customers & partners and social responsibility. Further, we have already launched or planned several initiatives in 2024 such as:
- Increasing gender representation at all levels with a focus on leadership and tech roles
- Improving inclusive leadership training
- Encouragement of employee contribution through our Employee Advisory Board
About this report
The Lucanet Group Diversity, Equity and Inclusion Report 2023 is presented for information and transparency purposes only, providing a general representation of our company’s diversity metrics and gender pay gap information. The data in this report is based on self-reported figures from employees, and despite significant efforts to ensure reliability, Lucanet Group cannot assure that there are no errors or omissions. This report does not claim a comprehensive depiction of all facets of diversity or wage disparities within our organization. The information in this report should not be used for decision-making processes or considered as a legally binding commitment on behalf of Lucanet Group. All information is provided “as is”, without warranty of any sort, either direct or implied.
