Employees and society

Diversity makes us stronger

Diversity and inclusion

Diversity makes us more successful and is therefore an integral part of our corporate culture. We consider a diverse workforce to be a real asset. Different ideas and experiences broaden our horizons and make us more flexible and innovative. At MTU, we are always working to increase diversity and inclusion, championing a culture of impartiality.


We benefit from having a diverse workforce. Bringing different experiences, perspectives and employee backgrounds together in a team provides a springboard for the best ideas and concepts to emerge.

Diversity is a key element of our commercial success. We firmly believe that a diverse workforce is conducive to collaboration and bolsters our innovative capabilities and competitiveness. Given the high complexity of engineering projects, it is advantageous to have mixed teams. We see diversity as more than a strength; for us, it’s part of our corporate social responsibility. As an employer, it makes us more attractive to new talent, especially from the younger generation. And especially in times of transformation, diversity and integration are crucial to effecting successful and sustainable change.

Promoting diversity is a key component of the corporate culture and business success that is enshrined in the MTU Principles. To ensure an inclusive working environment within the company, MTU embraces a corporate culture based on respect and appreciation that promotes fair and cooperative conduct. MTU is actively committed to equality of opportunity and equal treatment of all employees and takes a clear stand against discrimination in the workplace. We have laid down these principles in our globally applicable Code of Conduct. We want to assign employees to positions in accordance with their skills, abilities and performance. Everyone has the same opportunities regardless of their gender, ethnic origin, age, religion, disability or sexual orientation.→ Code of Conduct We have processes in place that allow breaches of the Code of Conduct or of internal guidelines to be reported to designated points of contact. → These are laid out in detail in the chapter Human rights.

Reiner Winkler Chief Executive Officer of MTU Aero Engines AG
“Our company is committed to diversity and equality of opportunity. Aviation is an international industry that connects cultures and people. We firmly believe that a diverse workforce bolsters our innovative capabilities and collaborative culture, which in turn ensures our competitiveness. We take a clear stand against discrimination in the workplace. Equality of opportunity regardless of gender, ethnic origin, age, religion, disability or sexual orientation is the foundation for a respectful corporate culture, which we strengthen and develop through a variety of specific measures.”

MTU’s commitment to diversity and equality of opportunity is also demonstrated by its status as a signatory to the Diversity Charter and as a partner company of the Impact of Diversity. We also support various research projects in this area and exchange information with organizations and networks in expert forums on current measures. As a signatory to the UN Global Compact sustainability initiative, we commit to preventing discrimination in the workplace.



Our contribution to SDGs 4, 5 and 8

Our commitment to diversity is an aspect of our responsibility to the UN’s 2030 Agenda for Sustainable Development. In particular, this commitment will help achieve SDG 5 on “Gender equality.” MTU’s inclusion policy supports SDG 4 on “Quality Education” and SDG 8 on “Decent work and economic growth,” whose secondary objectives include promoting the participation of employees with disabilities.

Quality Education
Gender equality
Decent work and economic growth

→ Learn more about our contribution to the SDGs of the UN’s 2030 Agenda


Achieving every kind of diversity

Our diversity concept takes into account various kinds of diversity, including the criteria of gender, cultural background, age and experience, disability, and sexual orientation and identity. A diversity officer has been officially appointed and is responsible for diversity issues throughout the Group. The diversity officer report directly to the HR manager and thus to top management. The diversity officer works closely with HR policy/strategy and is in continuous communication with local HR departments to effectively support the needs of local employees. The aim is to actively develop and strengthen diversity within MTU. In our internal media and via our social media channels, we regularly raise awareness for diversity and inclusion and for a discrimination-free working environment.

Our efforts are rewarded: in a Financial Times ranking of diversity leaders, where employees rank their employers, we made it into the top 50 out of a total of 850 European companies in 2020.

We support employee networks within MTU in which specific groups exchange information, make their concerns visible and provide impetus for collaboration within the company, thereby actively supporting diversity. This helps us better incorporate diverse experiences and perspectives from the workforce into our decision-making. Despite the coronavirus pandemic in 2020, the Network of Engine Women (NEW), founded under the auspices of MTU’s Chief Technology Officer, was able to generate momentum within the organization and highlight various perspectives, including monthly digital lunch meetings in randomly assembled groups to support networking within NEW, even across locations. Exchanges with networks from other companies (MBDA-Space2B, MAN-Löwinnen) brought new inspiration for MTU as well as new ideas and impetus for the organization, as did a round-table discussion with Chief Technology Officer Lars Wagner on the company’s business development and current situation. In addition, there are informal networks within MTU, for example of Spanish-speaking employees.

A conversation with MTU’s diversity officer in our video series “Let’s talk about!”

You can find this film at https://youtu.be/yC0gtspt4Yg

We are committed to equality of leadership and gender

Aviation has always offered numerous career opportunities of a technical nature and has therefore traditionally been a male domain. We are determined to embrace change and create a culture of innovation within the company—and we want to help achieve this corporate objective by promoting gender diversity, which we deem particularly important. We see fostering female talent and equality of leadership as our greatest innovation potential. This view is supported by an ILO study that concluded that having more women in management positions enhances a company’s performance and its appeal as an employer. It follows that one of our key goals is to increase the proportion of women in management positions to 13% by the end of 2022 for all management levels in Germany except the Executive Board level.

We are pursuing a separate goal for the Executive Board: by 2022 the number of female members is to reach 25%. The Supervisory Board already has two female members each from the employee and shareholder sides. More information available in MTU’s corporate governance report for 2020 (p. 106f.)

proportion of women

Upward trend: MTU employed more women last year than in previous years. We want to further increase this share in the future. We are confident that we will meet our quota of 21.5% women among new employees.

The Executive Board is kept regularly informed about the fostering of female talent and the measures that have been initiated. In addition, it presents a report on equality at the works meeting at German locations once a year. In Germany, the works council is involved in decisions subject to co-determination, such as flexible working time rules. We also offer internal and external training opportunities in gender equality.

The principal focus of our initiatives is to secure more female talent for the company and offer female employees greater support throughout their careers. A key part of this is our participation in mentoring programs, including:

Proportion of women GRI 102-8, 405-1













Rest of Europe




North America












Rest of Europe




North America








New Hires




Share of women in the workforce and in management positions as a proportion of the active workforce (employees with permanent or fixed-term contracts, temporary part-time employees on parental leave, excluding students, interns, trainees/apprentices, short-term holiday workers, temporary workers and employees from external companies); for trainees/apprentices, relating to the Group (2020) or Germany (2018–2019); recorded at the end of each year; we do not have figures on the proportion of women by employee group.

When it comes to the proportion of women in the workforce, we see an ongoing gentle upswing. The current share is 15.1%. The proportion of women in management fell marginally to 11.2% at the end of 2020. We recognize this as an area of improvement if we are to achieve our goal of 13% women in management in Germany by the end of 2022.

We take diversity aspects into account when filling new positions and selecting employees within MTU. In 2020, the proportion of women in the Development Center, a personal development program for talented employees with the potential to assume key roles, was 22.6% and thus greater than our current proportion of women in management positions. The share of women among new employees across the workforce was 21.5%, above the current rates for women in the workforce and in management positions. The next generation of apprentices fulfills a quota of 16.7% female apprentices. We have revised our employer branding campaign to help attract more women and inspire them to take up STEM professions.


Our efforts and progress are rated annually by the Women’s Career Index (FKI), an external tool for evaluating career opportunities for women in business enterprises. Ever since it first participated in 2016, MTU has always been among the top ten; for 2020, we once again achieved a good result with sixth place.

In addition, we are involved in educational initiatives aimed specifically at young female talent. For instance, we are a project partner in Komm, mach MINT!, a German STEM initiative that aims to inspire more women to pursue qualifications and careers in the fields of science, technology, engineering and mathematics. The Women Researchers Camp, organized by the Bavarian Business Education Association, has also been an integral part of our promotion of young female talent for years—and to ensure it could be held in 2020, it went online: eight female pupils were able to gain an insight into the working world of female engineers and researchers at our company.


Young talent in the online camp: Virtual tour of MTU’s training workshop with our “tour guide” at the Women Researchers Camp in November 2020.

Programs and initiatives (internal and external)

We have a range of offers open to all employees to improve their work-life balance, including flexible working hours, services to assist families and mobile working opportunities. → More information under Collaboration and leadership.


Creating a working environment in which everyone can realize their potential

As an early member of the Charter of Diversity, MTU has for years been committed to creating a working environment that is free from prejudice, one that recognizes and supports diverse potential. We want to be a positive example of diversity, create a culture of impartiality and ensure all employees have equality of opportunity in the workplace. This approach is inclusive of employees who identify themselves as lesbian, gay, transgender or intersex. We embrace diversity and welcome all employees who wish to enhance the company. Every person should be able to openly declare their sexual orientation or gender identity without experiencing any disadvantages as a result.

Individual talent should be able to unfold within a respectful and appreciative environment with an emphasis on solid performance and personal commitment. We support public initiatives to prevent bullying and discrimination, for instance by participating regularly in Pink Shirt Day in Canada and observing the International Day for the Elimination of Racial Discrimination. We also express our appreciation for our employees in inclusive language. At the end of 2020, we decided to introduce gender-neutral language and developed a guide for this purpose (for our company language German), which summarizes recommendations, examples and reasons for use. Since spring 2021, we have used inclusive language in corporate publications.

As part of our inclusion efforts, we recognize the importance of integrating employees with disabilities. In 2020, the proportion of our employees in Germany with disabilities was 5.1%, which meets statutory requirements. At our locations in Germany, we have elected representatives for employees with severe disabilities as well as dedicated inclusion officers who act as points of contact for issues relating to disability. New buildings at our locations are designed with universal access in mind. A case in point is the new canteen in Munich.

Strengthening cross-generational collaboration

Cross-generational collaboration makes it possible to combine valuable experiences and new impulses in a productive way. This is why we believe in good relations between young and old, and we take age diversity into consideration in our company. At our company, three generations work together hand in hand. However, we face challenges associated with the ageing workforce in Germany and the fact that people are working longer from career entry to retirement. To secure the long-term performance of our employees, we operate a company health management system (→ Occupational health and safety). Employees in every age group receive equal access to training and development. We offer a variety of career opportunities geared toward younger generations: apprenticeships, trainee programs and development programs for high-potential employees (→ Employee development). The interests and needs of young employees in particular are also represented by an elected youth and apprenticeship council. 

Age groups GRI 405-1





< 30 years




30 – 50 years




> 50 years




Measured as a proportion of the active workforce (employees with permanent or fixed-term contracts, temporary part-time employees on parental leave, excluding students, interns, trainees/apprentices, short-term holiday workers, temporary workers and employees from external companies) and recorded at the end of each year.

Cultural diversity provides us with opportunities

As a globally active company, we consider internationalization to be a key indicator of diversity. Our engine business has a global outlook, and having an intercultural workforce helps us to succeed in different markets. A study by the Bertelsmann Stiftung (2018) argued that cultural diversity among employees has a positive effect on a company’s innovative strength. We have strong roots in Germany, but our character draws on a variety of cultural backgrounds. Employees of 55 different nationalities work together in Germany alone. In the face of rising xenophobia, we take an unambiguous position and call on everyone, for instance as part of International Day for the Elimination of Racial Discrimination, to take an active stand in favor of diversity and equality. Various activities (such as our in-house International Building on Talent program) help us to enhance the international nature of our business. → Find out more about our training programs Secondments to international locations form an important part of our HR policy for promoting intercultural skills. At the end of 2020, some 70 employees were working for MTU abroad. We run an in-house information campaign to promote a change of location as a way to look beyond our own horizons. Apprentices are also given the opportunity to gain professional experience abroad.


MTU is diverse: We have employees of 55 nationalities successfully working together in Germany and adding their individual cultural background to the mix.

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