Mercedes-Benz AG

Mercedesstraße 120
70372 Stuttgart

Phone: +49 7 11 17-0

Represented by the Board of Management:
Ola Källenius (Chairman), Jörg Burzer, Renata Jungo Brüngger, Sabine Kohleisen, Markus Schäfer, Britta Seeger, Hubertus Troska, Harald Wilhelm

Chairman of the Supervisory Board:
Bernd Pischetsrieder

Court of Registry: Stuttgart; commercial register no. 762873
VAT ID: DE 32 12 81 763

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Sustainability Report 2022


Diversity and inclusion

Strategy and concepts

Diversity as a success factor

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The Mercedes-Benz Group is committed to tolerance, openness and fairness, and promotes diversity and equal opportunity. With appropriate measures and activities, it wants to foster a working environment in which employees, regardless of their age, ethnic origins and nationality, gender and gender identity, physical or intellectual capacity, religion and worldview, sexual orientation and social origins can freely develop their talents.

This approach is embedded in the Mercedes-Benz Group’s Integrity Code and in the “Principles of Social Responsibility and Human Rights”, for example.

Diversity makes the Mercedes-Benz Group successful. It enables innovative solutions and creative ideas.

Strategic fields of action

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Diversity and equal opportunities are parts of the business strategy of the Mercedes-Benz Group. Sustainability, integrity and diversity serve as the foundation of this strategy.As an integral part of the work of the Mercedes-Benz Group, this provides the Group’s employees with support and guidance in their daily activities.

Two focal points form the basis for the action areas, activities and measures in the Group’s Diversity & Inclusion Management.

The focus of “Diversity” is on promoting a diverse workforce and recognising different perspectives. The main focus of “Inclusion” is to ensure processes and guidelines that provide equal opportunities, and to reduce unconscious biases. It is also important for promoting an appreciative work culture that respects individual needs.

The overarching strategic areas of action for promoting diversity and equal opportunities involve the
advancement of women, internationality and equal opportunities. The area of action internationality was newly developed during the reporting year.

Strategic fields of action for Diversity & Inclusion


Gender equality

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The Mercedes-Benz Group would like to fill more senior management positions with qualified women. The target here is to increase the share of women in such positions to 30% by 2030.

The Mercedes-Benz Group set itself the goal of continually increasing the percentage of women in senior management positions as early as in 2006. For Mercedes-Benz Group AG, Mercedes-Benz AG and Mercedes-Benz Intellectual Property Management GmbH & Co. KG, there has also been a general works agreement on the advancement of women since 2006. In this agreement, the Mercedes-Benz Group agreed, among other things, to consistently increase the quota of women in the overall workforce, in vocational training and at management levels four and five.

The percentage of women on the Board of Management and the Supervisory Board is presented in detail in the Annual Report of the Mercedes-Benz Group.


The Mercedes-Benz Group also seeks to promote internationality, a global way of thinking and the cultural diversity of its workforce in order to go on being an attractive employer in the future. Cultural diversity also helps the Mercedes-Benz Group to better understand the different customer wishes in the regions and to align Mercedes-Benz products accordingly. In doing so, the Group seeks to
bring together various points of view at all levels of the hierarchy and to increasingly recruit international talents.


The Mercedes-Benz Group promotes inclusion and an inclusive working environment. It welcomes and values the uniqueness of each team member. Because only a fair and appreciative environment makes it possible to harness the full potential of a diverse workforce.

The Mercedes-Benz Group also measures the progress made towards more inclusion, among others, via the agreement rate in the employee survey on the “Inclusion Index”. The goal is to increase this figure to over 75% by 2030.

Active diversity and inclusion management in the Group

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The Mercedes-Benz Group expects its employees to treat one another in a respectful, open and fair manner. Managers serve as role models here and thus have a special responsibility for ensuring a corporate culture marked by appreciation.

The framework and processes here are designed by the Group-wide functions Integrity and Diversity and Inclusion Management, the latter of which is part of Human Resources. They define strategic areas of action in cooperation with the Board of Management of Mercedes-Benz
Group AG and initiates overarching projects, training programmes and awareness-raising measures.
The exchange with the different departments takes place at regular meetings. A new cooperation model was introduced for this purpose in the reporting year: it includes regular international working group meetings with HR managers from different business units. The aim of Diversity & Inclusion management is to anchor the topic of diversity more firmly in the organisation internationally and to implement the strategic action areas.

All employees can inform themselves in the “Global Diversity Community” in the Social Intranet and enter into dialogue with each other as well as with Group representatives; quarterly exchange formats are also offered for this purpose.

In addition, the Mercedes-Benz Group offers its employees the opportunity to share ideas and become involved via various business resource groups, which contribute significantly to anchoring a culture of diversity and respect and better handling of the concerns of the various interest groups.

The diversity and inclusion management system is grounded in the principle of equal opportunity for all employees. The idea here is to always attract the most highly qualified specialists and managers to the Group and support their professional development, regardless of their age, ethnicity, gender, sexual orientation and identity, and psychological and physical capability.

Principles and policies

The Mercedes-Benz Group presented its understanding of diversity and equal opportunity in its “Uniqueness makes us strong” mission statement, which was signed by all members of the Board of Management.

For Mercedes-Benz Group AG, Mercedes-Benz AG and Mercedes-Benz Intellectual Property Management GmbH & Co. KG, the principles of diversity and inclusion are laid down in the general works agreements “Advancement of Women” and “Equal Opportunities”. The topics are also described in the Integrity Code and in the Group agreement “Fair treatment in the workplace”.

A specific guideline was developed for transgender employees. This guideline clarifies Group policies and the legal framework, describes administrative rules relating to name and gender changes, and lists the relevant points of contact at the Group.

The Mercedes-Benz Group is a member of various initiatives and associations in the field of diversity and inclusion and has subscribed to the corresponding standards and principles:

Dealing with violations of policy

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Mercedes-Benz Group employees who have been victims of discrimination, bullying or sexual harassment, or who observe improper behaviour by colleagues, can report such violations of policy to their supervisors, the HR department, the counselling service, their plant medical services organization, the Works Council or the Management Representative Committee. Additional points of contact include the infopoint integrity and the Group's Business Practices Office (BPO) whistleblower system. The BPO is responsible for violations of laws and regulations, which pose a high risk to the Mercedes-Benz Group or its employees – both on a personal level (for example sexual harassment, discrimination or racism) and in material terms (for example corruption, anti-trust law or money laundering offences).

An external online counselling platform was established in the reporting year to supplement these internal points of contact in this area. Mercedes-Benz Group employees in Germany can use the platform to obtain information on sexual harassment, discrimination and bullying. They can also use an anonymous chat function to obtain advice. The platform, which is initially available in Germany, is intended to support preventive activities at the Mercedes-Benz Group and help increase awareness of the various issues among employees.


Promoting diversity and inclusion

The Mercedes-Benz Group utilizes various measures to make employees around the world more aware of issues relating to diversity and equal opportunities. These include, among other things, awareness-raising and qualification programmes, information events and special mentorship programmes for women. The Group also recognises the diverse life situations of its employees with modern and attractive working conditions.

Measures for gender equality

At the Mercedes-Benz Group, the advancement of women begins with the promotion and recruitment of young talents: it participates in career information days and the “Genius” education initiative and has a presence at university fairs. The aim is to inspire girls and women to take up technical professions and to foster the next generation in MINT professions.

In order to attract women to undergo vocational training at the Mercedes-Benz Group, the Group has joined forces with the works council to develop and define a series of measures: For example, in 2022 the Group invited schoolgirls to become acquainted with the technical vocational training programmes of the Mercedes-Benz Group in several formats.

Role models are important for career choice and development. In recent years, the Mercedes-Benz Group in Germany has also been able to continuously recruit female vocational trainers for technical professions.

In addition, the Mercedes-Benz Group offers special mentoring programmes – also to specifically prepare women for management positions and to achieve its self-designated targets for the representation of women in management positions. For example, Mercedes-Benz AG has set up the mentoring programme “Bertha’s Daughters”. Special women’s advancement programmes are offered internationally and regionally for managers and staff with management potential.

In the reporting year, for example, the Mercedes-Benz Group organised an information event on entry-level positions aimed specifically at young female talents and managers in the production environment.

Promoting cultural diversity and internationality

168,7971 people from 143 nations work in the Mercedes-Benz Group. The cultural diversity of the workforce helps the Group to better understand the regionally different customer wishes and to align its products accordingly. At the same time, the Mercedes-Benz Group promotes the intercultural skills of its employees through training and relies on targeted recruiting of international talent – for example within the framework of the various talent programmes.

The Mercedes-Benz Group encourages its employees to take on international assignments. In the reporting year, around 1,200 employees from about 35 nations were active internationally. The Global Mobility Policy, which was developed for the purpose, is used among other things to adequately support the Assignees.

In the reporting year, the sales and marketing organisation also introduced various job exchange programmes to facilitate short- and medium-term international assignments. These international exchange programmes are to be continuously expanded.

Integrating employees with disabilities

Employees with disabilities are an important and fully integrated part of the diverse workforce at the Mercedes-Benz Group. The Group places special emphasis on the vocational training of young people with disabilities. In addition, it promotes the integration of employees with disabilities in production and administration in certain areas, for example, through specially equipped workplaces. In Germany, the representatives of severely disabled persons and the Group’s inclusion officers also promote the interests of severely disabled employees.

As of the closing date 31 December 2022, 7,046 severely disabled employees and employees treated as such were working throughout the Group in Germany. Overall, 41 trainees with severe disability were hired in the past 2 years in Germany.

The “age” diversity dimension

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The average age of employees of the Mercedes-Benz Group worldwide was 42.4 years in 2022. The demographic transformation is also leading to a situation where people continue to work longer than before. The average age of employees is therefore expected to rise in the coming years. The Mercedes-Benz Group sees this development as an opportunity.

It therefore creates suitable framework conditions, with measures that promote the performance and health of younger and older people. The Mercedes-Benz Group also seeks to reinforce the cooperation between the generations. Other focal points are “lifelong learning” and “age-independent further education” for employees.

In addition, the Mercedes-Benz Group draws on the expertise of experienced employees who have already retired, for example, at Mercedes-Benz Group AG and Mercedes-Benz Bank AG, including subsidiaries in Germany: Within the framework of the “Senior Experts” programme, experts who have retired due to age can contribute their knowledge in project assignments for a limited period of time.

Since 1998, the Mercedes-Benz Group has offered employees partial retirement for older workers who wish to retire earlier. This allows them to make a smooth transition from working life to retirement.

Supporting the rainbow community

“Everyone different. All equal.” Under this motto, employees and managers of the Group demonstrate an inclusive attitude. In close cooperation between the Mercedes-Benz Group and the employees of the LGBTIQ+ networks, the Mercedes-Benz Group promotes dialogue within the Group with the "Mercedes-Benz Pride” initiative and advocates an accepting approach to sexual orientation and gender identity in everyday working life. The Pride activities are supported by employees who demonstrate their commitment alongside their normal working activities.

In 2022, the Mercedes-Benz Group took part in Pride parades in various countries, and also supported local Pride or “Christopher Street Day (CSD)" organising associations in the form of sponsorships.

Awareness-raising and training activities for employees

Since Since 2021, the Mercedes-Benz Group has been using an e-learning tool that aims to increase awareness of the need for appreciative interaction as well as possible obstacles, and to show how each employee can contribute to this development. This training tool is available to employees worldwide and is offered in 11 languages. It is supplemented by a discussion guideline with which the individual learning aspects can be tried out and developed further within a team.

The Mercedes-Benz Group also uses its internal communication channels to raise awareness of important issues. For example, the company launched a communication campaign in Germany to accompany the introduction of the new online counselling platform that offers information and anonymous support to employees who have experienced or are aware of cases of sexual harassment, discrimination or bullying. The campaign used a variety of in-house media to remind all employees to treat one another with respect.

Diversity Day

Each year, the Group devotes a day specifically to diversity: the Mercedes-Benz Group’s Diversity Day. Consciously experiencing diversity, taking in new perspectives and understanding how all employees can profit from diversity and inclusion – these are central objectives of the Mercedes-Benz Group.

Diversity Day took place for the tenth time in the reporting year. The strategic fields of action “Gender Equality”, “Internationality” and “Inclusion” were presented during a virtual Mercedes-Benz dialogue with the Members of the Board of Management responsible for HR and Production & Supply Chain Management. During the event, employees were invited to discuss various topics and ask questions. Several thousand employees from over 40 countries participated. Diversity Day was also used as an occasion to conduct other local diversity-related activities around the world.

Cooperation with external partners

The Mercedes-Benz Group is a co-initiator and founding member of the German employer initiative “Charta der Vielfalt e.V.” or “Diversity Charter”. This association promotes the discussion on diversity & and inclusion management in Germany through various projects – for example with the Diversity Day.

In the reporting year, the Mercedes-Benz Group was once again a partner of the “DIVERSITY Conference”. Since 2012, this event has been organised by Charta der Vielfalt e.V. (Diversity Charter) and the publishing house “Der Tagesspiegel”.

Furthermore, a delegation from the Mercedes-Benz Group again took part in the “Global Summit of Women” in the reporting year. The head of Human Resources and Labour Policy and HR Services" gave a talk there, followed by a panel discussion on the topic "Health is Wealth: How Well-Being is Key to Business Success".

Inclusion beyond company boundaries

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In addition to the already mentioned external partnerships, the Mercedes-Benz Group also encourages its business partners and suppliers to champion equal opportunity: the Business Partner Standards are aimed at business partners worldwide. The Mercedes-Benz Group uses these to explain its ethical principles, which include diversity and inclusion, and its expectations of business partners in this respect. In addition, the Mercedes-Benz Group has summarised all the sustainability requirements it places on its suppliers in its Responsible Sourcing Standards, which contain requirements on “working conditions”, “respect for human rights”, “environment and safety” and “business ethics and compliance”.

The Mercedes-Benz Group also values the individuality of its customers and develops products and services that meet their individual needs.

Among other things, Mercedes-Benz AG offers people with disabilities driving aids as special equipment (SA) ex factory. These include for example hand controls for accelerator and brake, control and steering aids as well as swivel seats or seat relocation. Appropriate solutions are also being offered for the new all-electric model series such as the EQE, as well as in more and more market segments and regions, in order to make self-determined individual mobility accessible to the disabled.

Networking initiative for women

With the international “She’s Mercedes” initiative, the Mercedes-Benz Group enters into an intensive dialogue with women worldwide in order to address their mobility needs in a more targeted manner. Launched in 2015 for the “International Motor Show (IAA)”, this initiative pursues the basic idea of networking, exchange and dialogue in over 70 countries. “She’s Mercedes” offers women opportunities to expand their own network, inspire each other and get to know the Mercedes-Benz brand.

Effectiveness and results

The effectiveness of the management approach

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The Mercedes-Benz Group considers it important to make its approach to diversity measurable by means of quantitative key indicators so that it can identify areas where action must be taken as needed. In doing so, the Group is guided by the Sustainable Development Goals (SDGs) “Gender Equality” (SDG 5) and “Reduced Inequalities” (SDG 10).

The Mercedes-Benz Group uses relevant data from its human resources reporting systems to review the progress made in increasing the proportion of women in top management positions. The results are reported to the Board of Management of the Mercedes-Benz Group AG in a standardized form on a regular basis. The Mercedes-Benz Group measures inclusion and fairness by means of the “Inclusion Index”, which it collates every two years as part of the employee survey.


For the “Inclusion Index”, the Mercedes-Benz Group asks its employees whether they agree with the following statement: “Everyone at this company is treated fairly regardless of ethnic background, race, gender, age, disability, or other differences not related to job performance”. The Index indicates the percentage of positive answers. No employee survey took place in the reporting year. The survey conducted in the previous year showed a positive interim status for the Inclusion Index at the Mercedes-Benz Group. The interim goal of increasing the index to 70% by 2025 has already been achieved. By 2030, the Mercedes-Benz Group aims to achieve a value above 75%.

As early as 2006, the Mercedes-Benz Group set itself the target of continuously and sustainably increasing the proportion of women in executive positions (Level 3 and higher) worldwide to 20% by the end of 2020. This goal was achieved and the Board of Management of Mercedes-Benz Group AG therefore decided during the reporting year to further increase the proportion of women in executive positions at the company to 30% by 2030.1

As of 31 December 2022, women occupied 24.7% of the senior management positions at the Mercedes-Benz Group worldwide.

1 As of 31.12.2022, headcounts: Workforce excluding holiday workers, diploma students, interns, temporary student employees, PhD students, senior experts and trainees

Key figures

Female workforce1
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20212, 3

20222, 3







Latin America
















Workforce excluding holiday workers, diploma students, interns, temporary student employees, PhD students, senior experts and trainees



These data cover the Mercedes-Benz Group.



Due to the spin-off and hive-down of the Daimler commercial vehicle business as an independent company, these data are adjusted, still contain some minor uncertainties because so-called hybrid locations and divisions can only be adjusted for accounting purposes starting with the 2022 business year.


Female workforce by groups1, 2
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Direct functions (production employees)



Indirect functions (administrative employees & employees production-related)






Interns/diploma students/PhD students/temporary student employees/senior experts



Holiday workers




These data cover the Mercedes-Benz Group.


Due to the spin-off and hive-down of the Daimler commercial vehicle business as an independent company, these data are adjusted, still contain some minor uncertainties because so-called hybrid locations and divisions can only be adjusted for accounting purposes starting with the 2022 business year.

Female workforce1: other key figures (in %)
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20212, 3

20222, 3

Proportion of women



Proportion of women in executive management positions of levels 1 to 3



Proportion of women on the Board of Management



Proportion of women on the Supervisory Board




Workforce excluding holiday workers, diploma students, interns, temporary student employees, PhD students, senior experts and trainees



These data cover the Mercedes-Benz Group.



Due to the spin-off and hive-down of the Daimler commercial vehicle business as an independent company, these data are adjusted, still contain some minor uncertainties because so-called hybrid locations and divisions can only be adjusted for accounting purposes starting with the 2022 business year.


Employees on international assignments. This includes employees who come from abroad and are on international assignments in Germany, employees from Germany who are on international assignments abroad, and employees who come from a country outside of Germany and are on international assignments in another country outside of Germany.
All glossary terms
MINT is an acronym comprised of the first letters of certain training areas and academic subjects as a collective term for mathematics, informatics, natural sciences and technology.
All glossary terms
Management levels
The managers of the organisational hierarchy of the Mercedes-Benz Group are divided into the management levels one through five. Level one is the management level directly below the Board of Management and Level five is that of the forepersons.
All glossary terms