Equal opportunities
Year:
Declaration dated 16 April 2024
Definition of aims and terms for the rise of the women portion in the supervisory board, the management board and in both leadership levels below the management board.
Following the entry into force of the "Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector" (FüPoG), the supervisory board of Adtran Networks SE has last set on November 15, 2017, that a women’s portion of 33.33% in the supervisory board shall be maintained until March 31, 2021, and a women’s portion of 0% in the management board until December 31, 2021. As of March 31, and December 31, 2021, these shares
have been realized.
On February 23, 2021, the supervisory board gave itself a new competence profile for the period that followed. This stipulates that the three-person supervisory board should consist of at least one woman and at least one man until the end of the Annual General Meeting that decides on the discharge in the 2024 financial year. The status quo of 33.33% women has thus been updated.
On March 8, 2023, the supervisory board resolved to maintain the current status (0% proportion of woman) within the management board until December 31, 2024. For setting a target of 0% the following justification is given: Following last year’s public takeover offer, in January 2023 a domination and profit and loss transfer agreement, with Adtran Holdings, Inc., as the dominating company has been registered with the commercial register and thus come into effect. The Supervisory Board would first like to wait and see how the ongoing integration process develops
before the target is being adjusted. In any case, the Supervisory Board will pay attention to diversity when making new appointments. However, achieving the desired higher proportion of women on the Management Board continues to be made more difficult by the lower proportion of women with the seniority required for a position on the Management Board in the professions relevant to the company's business area.
Following the entry into force of the FüPoG, the management board of Adtran Networks SE had set an 8% women's share for the first management level and a 30% women’s share for the second management level below the management board; both to be achieved by June 30, 2017. As of June 30, 2017, the women’s portion on the first management level has been 7%, and 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target of the first management level. This was due to an in- house change of a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels. For the following period, Adtran Networks SE's management board has set a target of 7% for the women's share on the first level of management and of 30% on the second level of management below management board, both to be achieved until June 30, 2022. As of June 30, 2022, the women’s portion on the first management level has been 9%, and 37% on the second management level. This exceeded the self-set target on the first and second management level.
At the end of June 2022, the Management Board of Adtran Networks SE set a 13% women’s share for the first management level below the Management Board and a 35.2% women’s share for the second management level below the Management ; both to be achieved by June 30, 2027. As of December 31, 2022, the women’s portion on the first management level has been 10% and 37% on the second management level 37%. As of December 31, 2023, the women’s portion on the first management level has been 21 % and 36 % on the second management level. This exceeded the self-set target on the first and second management level.
Declaration dated 8 March 2023
Definition of aims and terms for the rise of the women portion in the supervisory board, the management board and in both leadership levels below the management board
Following the entry into force of the "Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector" (FüPoG), the supervisory board of ADVA Optical Networking SE has last set on November 15, 2017, that a women’s portion of 33.33% in the supervisory board shall be maintained until March 31, 2021, and a women’s portion of 0% in the management board until December 31, 2021. As of March 31, and December 31, 2021, these shares have been realized.
On February 23, 2021, the supervisory board gave itself a new competence profile for the period that followed. This stipulates that the three-person supervisory board should consist of at least one woman and at least one man until the end of the Annual General Meeting that decides on the discharge in the 2024 financial year. The status quo of 33.33% women has thus been updated.
On March 8, 2023, the supervisory board resolved to maintain the current status (0% proportion of woman) within the management board until December 31, 2024. For setting a target of 0% the following justification is given: Following last year’s public takeover offer, in January 2023 a domination and profit and loss transfer agreement, with Adtran Holdings, Inc., as the dominating company has been registered with the commercial register and thus come into effect. The Supervisory Board would first like to wait and see how the ongoing integration process develops before the target is being adjusted. In any case, the Supervisory Board will pay attention to diversity when making new appointments. However, achieving the desired higher proportion of women on the Management Board continues to be made more difficult by the lower proportion of women with the seniority required for a position on the Management Board in the professions relevant to the company's business area.
Following the entry into force of the FüPoG, the management board of ADVA Optical Networking SE had set an 8% women's share for the first management level and a 30% women’s share for the second management level below the management board; both to be achieved by June 30, 2017. As of June 30, 2017, the women’s portion on the first management level has been 7%, and 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target of the first management level. This was due to an in-house change of a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels. For the following period, ADVA Optical Networking SE's management board has set a target of 7% for the women's share on the first level of management and of 30% on the second level of management below management board, both to be achieved until June 30, 2022. As of June 30, 2022, the women’s portion on the first management level has been 9%, and 37% on the second management level. This exceeded the self-set target on the first and second management level.
At the end of June 2022, the Management Board of ADVA Optical Networking SE set a 13% women’s share for the first management level below the Management Board and a 35.2% women’s share for the second management level below the Management ; both to be achieved by June 30, 2027. As of December 31, 2022, the women’s portion on the first management level has been 10% and 37% on the second management level 37%.
Declaration dated 22 February 2022
Definition of aims and terms for the rise of the women portion in the supervisory board, the management board and in both leadership levels below the management board
Following the entry into force of the "Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector" (FüPoG), the supervisory board of ADVA Optical Networking SE has last set on November 15, 2017, that a women’s portion of 33.33% in the supervisory board shall be maintained until March 31, 2021, and a women’s portion of 0% in the management board until December 31, 2021. As of March 31, and December 31, 2021, these shares have been realized.
On February 23, 2021, the supervisory board gave itself a new competence profile for the period that followed. This stipulates that the three-person supervisory board should consist of at least one woman and at least one man until the end of the Annual General Meeting that decides on the discharge in the 2024 financial year. The status quo of 33.33% women has thus been updated. With regard to the targets for the proportion of women on the management board, the supervisory board will review the current status at the next opportunity. On this basis, the supervisory board will again set a target for the proportion of women on the management board.
Following the entry into force of the FüPoG, the management board of ADVA Optical Networking SE had set an 8% women's share for the first management level and a 30% women’s share for the second management level below the management board; both to be achieved by June 30, 2017. As of June 30, 2017, the women’s portion on the first management level has been 7%, and 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target of the first management level. This was due to an in-house change of a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels. For the following period, ADVA Optical Networking SE's management board has set a target of 7% for the women's share on the first level of management and of 30% on the second level of management below management board, both to be achieved until June 30, 2022. As of December 31, 2021, the women’s portion on the first management level has been 9%, and 35% on the second management level. This exceeded the self-set target on the first and second management level.
Definition of aims and terms for the rise of the women portion in the supervisory board, the management board and in both leadership levels below the management board
Following the entry into force of the "Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector" (FüPoG), the supervisory board of ADVA Optical Networking SE had set a target of 33.33% for the company's supervisory board, and a target of 0% for the management board of the company, both to be achieved by June 30, 2017. As of June 30, 2017, the proportion of women on the supervisory board of ADVA Optical Networking SE has been 33.33% and on the management board 0%. So, both targets were achieved. For the following period, the supervisory board determined at its meeting on November 15, 2017, that a women’s portion of 33.33% in the supervisory board shall be maintained until March 31, 2021, and a women’s portion of 0% in the management board until December 31, 2021. As of December 31, 2020, these shares have already been realized.
Following the entry into force of the FüPoG, the management board of ADVA Optical Networking SE had set an 8% women's share for the first management level and a 30% women’s share for the second management level below the management board; both to be achieved by June 30, 2017. As of June 30, 2017, the women’s portion on the first management level has been 7%, and 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target of the first management level. This was due to an in-house change of a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels. For the following period, ADVA Optical Networking SE's management board has set a target of 7% for the women's share on the first level of management and of 30% on the second level of management below management board, both to be achieved until June 30, 2022. As of December 31, 2020, the women’s portion on the first management level has been 5%, and 39% on the second management level. This exceeded the self-set target on the second management level, although it was slightly below the target on the first management level. The reason for this was the departure of two women on the first management level, with a replacement by a woman on the second management level. The other position was not filled.
Definition of aims and terms for the rise of the women portion in the supervisory board, the management board and in both leadership levels below the management board
Following the entry into force of the "Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector" (FüPoG), the supervisory board of ADVA Optical Networking SE had set a target of 33.33% for the company's supervisory board, and a target of 0% for the management board of the company, both to be achieved by June 30, 2017. As of June 30, 2017, the proportion of women on the supervisory board of ADVA Optical Networking SE has been 33.33% and on the management board 0%. So, both targets were achieved. For the following period, the supervisory board determined at its meeting on November 15, 2017, that a women’s portion of 33.33% in the supervisory board shall be maintained until March 31, 2021, and a women’s portion of 0% in the management board until December 31, 2021. As of December 31, 2019, these shares have already been realized.
Following the entry into force of the FüPoG, the management board of ADVA Optical Networking SE had set an 8% women's share for the first management level and a 30% women’s share for the second management level below the management board; both to be achieved by June 30, 2017. As of June 30, 2017, the women’s portion on the first management level has been 7%, and 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target of the first management level. This was due to an in-house change of a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels. For the following period, ADVA Optical Networking SE's management board has set a target of 7% for the women's share on the first level of management and of 30% on the second level of management below management board, both to be achieved until June 30, 2022. As of December 31, 2019, the women’s portion on the first management level has been 13%, and 33% on the second management level; thus, these shares have already been realized.
Gender diversity targets for the supervisory board, the management board and both leadership levels below the management board
Following the commencement of Germany’s Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector (FüPoG), the supervisory board of ADVA Optical Networking SE set a target of 33.33% female members for the company's supervisory board, and a target of 0% for the management board of the company, both to be achieved by June 30, 2017.
As of June 30, 2017, the proportion of women on ADVA’s supervisory board was 33.33% and on the management board 0%. So both targets were achieved. For the following period, the supervisory board determined at its meeting on November 15, 2017, that a proportion of 33.33% women on the supervisory board would be maintained until March 31, 2021, as well as 0% women on the management board until December 31, 2021. As of December 31, 2018, these targets have been realized.
Following the commencement of FüPoG, ADVA’s management board set a target of 8% women for the first management level and 30% for the second management level below the management board, both to be achieved by June 30, 2017. As of June 30, 2017, the proportion of women on the first management level was 7%, with 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target for the first. This was due to an in-house change to a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels.
For the following period, ADVA's management board set a target of 7% women on the first level of management and 30% on the second level of management below management board, both to be achieved by June 30, 2022. As of December 31, 2018, the proportion of women on the first management level was 13%, with 31% on the second management level; thus, these targets have already been realized.
Following the entry into force of the "Law on Equal Participation of Women and Men in Management Positions in the Private and Public Sector" (FüPoG), the supervisory board of ADVA Optical Networking SE has set a target of 33.33% for the company's supervisory board, and a target of 0% for the management board of the company, both to be achieved by June 30, 2017. As of June 30, 2017, the proportion of women on the supervisory board of ADVA Optical Networking SE was 33.33% and on the management board 0%. So, both targets were achieved. For the following period, the supervisory board determined at its meeting on November 15, 2017, that a women’s portion of 33.33% in the supervisory board shall be maintained until March 31, 2021, and a women’s portion of 0% in the management board until December 31, 2021. As of December 31, 2017, these shares have already been realized.
Following the entry into force of the FüPoG, the management board of ADVA Optical Networking SE has set an 8% women's share for the first management level and a 30% women’s share for the second management level below the management board; both to be achieved by June 30, 2017. As of June 30, 2017, the women’s portion on the first management level was 7%, and 32% on the second management level, exceeding the self-imposed target on the second management level, but slightly missing the self-imposed target of the first management level. This was due to an in-house change of a reporting line that lifted a male executive from the second to the first management level; besides that, the management structure and team remained unchanged at both management levels. For the following period, ADVA Optical Networking SE's management board has set a target of 7% for the women's share on the first level of management and of 30% on the second level of management below management board, both to be achieved until June 30, 2022.