Equal opportunities – Anything but a myth at Munich Re

In our human resources work, it is the people we concentrate on. We are a successful and valued employer, not only adapting to the current demands of the labour market but also understanding how to satisfy the changing needs of our staff.

For the Munich Re Group, equal treatment is a vital and non-negotiable element of our corporate culture. One of our greatest strengths is the diversity and heterogeneity inherent in an international enterprise. We know that we can count on the integrity and loyalty of our staff; their intercultural competence is a source of pride to themselves and to us.

Code of conduct – Discrimination is not tolerated

The code of conduct formulates the main rules and principles for legally correct and responsible behaviour by our staff and reflects the values that are binding on us. Investors, clients, and the rating agencies so important to fund managers expect international financial service providers to have strict and clearly communicated rules of conduct. The aim is to prevent discrimination at the workplace on the grounds of

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  race,
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  ethnic origin,
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  sex,
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  religion,
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  ideology,
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  disability,
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  age,
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  or sexual identity.

An important section in Munich Re's code of conduct is therefore devoted explicitly to "non-discrimination".

"We expect all employees to observe every individual's personal dignity, privacy, and personality rights. We do not tolerate any discrimination or any personal harassment, sexual or otherwise. Neither do we tolerate any intimidation or violence, or the threat thereof."

Equal opportunities – Equal assessment

Changing lifestyles and family structures, new conceptions of male and female roles, demographic shifts, and not least the social responsibility of companies – this is a setting that places high demands on our human resources policy and calls for new strategies.

The Munich Re Group strives to recruit the best staff it can and to fill them with enthusiasm for the global business of dealing with chances and risks. Offering both sexes the same employment and promotion opportunities is one of the fundamental concerns of its human resources policy.

Cultural diversity – Intercultural competence

What applies to the equal treatment of the sexes and of disabled and non-disabled staff also applies to the many different cultures of our staff all over the world.

A sustainable human resources policy therefore also includes respecting the cultural identity and heterogeneity of our staff, using the diversity of international teams to attain our strategic goals, and to get the best out of their different talents and strengths.

If employees feel they are the victims of discrimination, they can take the matter up with competent contact staff, and these will strive to find a solution to the conflict. This work is performed at ERGO by a separate complaints unit, at Munich Re by the HR managers.

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