Member Allianz AG

For Allianz as a global insurance and financial service provider, people are at the focus of all our entrepreneurial activities.

In order to understand our customers’ needs worldwide, diversity and equity in our workforce are not merely a benefit but a fundamental success factor. The promotion of women into leadership positions is therefore a top management priority and since 2008 an explicit element of our corporate policy. Targeted measures and changes throughout our HR processes reflect our inclusive approach. As a member of the “Chefsache” initiative we want to contribute our experience, learn from other members and promote change without reservations.

“Diversity and inclusion are a basic premise for any organization’s capacity to innovate and act. They are never a project or a program but a continuous process. They constitute of a new way of thinking.”


  • 2003: Published “Leadership Values”
  • 2004: Established Diversity Policy
  • 2006: Introduced a “Code of Conduct” prohibiting any form of discrimination; established global Diversity Guidelines
  • 2007: Launched a ‘Global Diversity Council’ headed by an Allianz board member; a Global Head of Diversity supports the coordination of individual programs and assures alignment of local and national measures with global Allianz Group objectives

HR process examples

  • Upper management development programs must include a 30 percent share of women
  • Women must be included in the shortlist for leadership positions (where permitted by law); particular focus on women in recruitment
  • The acceptance of diversity and inclusion is monitored by our ‘Allianz Engagement Survey’

Selected measures

  • In our ‘Women Sponsorship Program’, top level managers personally and individually promote the advancement of our most talented women
  • Our ‘Allianz Women in Dialogue’ events feature high level women managers as female role models
  • A mentoring program especially for women is part of our Talent Management
  • Talents and potential candidates are identified and given visibility in our annual divisional and group-wide Career Development Conferences
  • ‘Unconscious Bias’ is a training course for managers to raise awareness for subconscious prejudices
  • Open discourse and transparent internal and external discussions on the promotion of women (i.e. DAX30 self-commitment)
  • And a broad portfolio of options helps to reconcile professional and private priorities (i.e. expansion of nursery facilities and family service offers as well as enhanced worktime and workplace flexibility options also for managers and employees taking advantage of flextime or job sharing models)

Further information