Both Group-wide and at the Hanno­ver location the gender ratio of the workforce is almost balanced (53% women and 47% men at the Group's headquarters in Hanno­ver, as of 2017). Yet women are under-represented on the higher hierarchical levels. With a view to changing this, we have put in place a number of tools and practices designed to support women even more closely in their further professional development: these include, for example, a mentoring programme and semi­nars on gender-specific communication. Nevertheless, we also go far beyond the existing legal standards by offering advice for parents-to-be on employment protection periods, parental leave and part-time working during parental leave as well as by carefully planning – in terms of hours and content – for mothers returning to work after parental leave with flexible arrangements.

With a staff turnover rate of 1.9% (as of 2017) we are well below the industry average. In this connection it comes as no surprise that around 28% of our employees are over the age of 50 – after all, we celebrated our own fiftieth anniversary in 2016. Hannover Re creates a framework that enables employees to combine their professional career and private sphere in various phases of life. Along with teleworking, for example, we offer a wide range of differently structured part-time models to accommodate, where needed, a merely temporary reduction in activity level so as to alleviate stressful family situations. Finally, we support the transition into retirement with special seminars and offer various partial retirement models that can be individually tailored.

In order to regularly gauge the mood on the topic of "Equal Treatment / Di­ver­sity" and clearly pinpoint any changes, the company-wide Employee Survey includes a number of questions in this regard.