15. Equal Opportunities

The company discloses in what way it has implemented national and international processes and what goals it has for the promotion of equal opportunities and diversity, occupational health and safety, participation rights, the integration of migrants and people with disabilities, fair pay as well as a work-life balance and how it will achieve these.

Equal treatment and openness for diversity characterise a culture of just, fair and mutually respectful interaction in a spirit of cooperation among all people on the job.

Hamburg Messe und Congress GmbH (HMC) adopted Diversity as one of its guiding principles as early as 2008. Diversity and equal opportunities are key goals pursued by all Human Resources functions at HMC. These efforts prioritise equal professional opportunities for women and men as well as inclusion of people with disabilities. Furthermore, HMC places emphasis on ensuring a good work-life balance.  

HMC has joined the German "Diversity Charter", thereby committing to creating a working environment that is free of prejudice and discrimination on the basis of sex, religion, sexual identity, nationality, ethnic or social origin or convictions. HMC employs people from more than 10 different nations across all age groups. Showing mutual respect and valuing each individual are principles that define how people treat each other at HMC. To reflect this in spoken and written communication while implementing gender-sensitive language at HMC, Corporate Communications will gradually take steps to raise awareness and promote inclusion at this level as elsewhere. The corporate website currently includes a 'gender-note’.

For the same purposes HMC employs an Equality Officer.

In addition, all employees are required to participate in regular training on the German General Equal Treatment Act (AGG) and the Code of Conduct.

For its active commitment to these principles, HMC received the "Helga Stödter Award for Mixed Leadership” from the Hamburg Chamber of Commerce in 2015. HMC was lauded for its high share of female employees in management positions, among other criteria. The Supervisory Board consists of five women and seven men in compliance with the Hamburg Act For The Equal Treatment Of Women And Men In Public Service (Hamburgisches Gesetz zur Gleichstellung von Frauen und Männern im öffentlichen Dienst, Gleichstellungsgesetz-HmbGleiG), which aims to ensure a share of at least 40% of women employees. In addition, HMC is constantly developing new working arrangements to help employees reconcile their family with their job responsibilities, for example by offering remote work, an adaptable flextime system, and part-time schemes so parents can fulfil their professional duties more easily. These efforts have earned HMC the Hamburg Family Seal award several times.

During the revitalisation of the new CCH – Congress Center Hamburg a barrier-free architectural design concept based on current standards (DIN 18040) was defined jointly with representatives of organisations dedicated to promoting inclusion. To achieve a barrier-free congress building, HMC implemented a ‘multi-sensory’ concept throughout the building. This includes features such as stair-free access, reduced counter and handrail heights, a floor-integrated guiding system, and automated stairs and platform lifts. Furthermore, key information panels in Braille and tactile profile lettering have been installed to assist visually impaired and blind persons.  

Fair compensation is something HMC considers as a matter of course. HMC is committed to complying with the German Minimum Wage Law (Mindestlohngesetz, MiLoG) for all employees as well as all cooperating companies (refer to Criterion 14).

HMC believes that the satisfaction of its workforce as evidenced in the employee survey, along with the awards received for its employee-friendly policies, indicate that these goals have been achieved successfully.

Also refer to: Our Contribution to The United Nations’ 17 Sustainable Development Goals