164 BMW Group Report 2024 To Our Stakeholders Combined Management Report Group Financial Statements Responsibility Statement and Auditor’s Report Remuneration Report Other Information Sustainability Statement Material impacts, risks and opportunities Type Stage of the value chain Policies Targets Specific actions Training and skill development of employees worldwide enhances qualification, allows for professional growth and continued employability. Positive impact − Integrative Just Transition approach − Performance and career develop- ment assessment processes − Investment in vocational training and further education − Comprehensive training measures determined using a system-sup- ported Training Needs Analysis pro- cess − Qualification and development of managers based on the Leadership Competency Model − BMW Group development pro- grammes to retain top talent at an early stage Diversity measures (in the dimensions gender, age and experience, cultural background, sexual orientation and identity, physical and mental ability) lead to a more diverse and inclusive work place and more integra- tion worldwide. Positive impact − Strategically integrated diversity management − Protection against discrimination − BMW AG’s general operating and in- clusion agreement − Share of women in management po- sitions − Training and awareness-raising measures to ensure a prejudice-free working environment − Points of contact for employees with concerns about diversity and inclu- sion − Employee engagement and net- working in Employee Resource Groups Increasing the proportion of women, particularly in management positions and including more women in networking activities, trainings, and mentoring programs in the own workforce are important measures to promote diversity and inclusion within the company. Positive impact − Gender distribution at management level − Competitive and performance-re- lated pay − Share of women in management po- sitions − Early identification and develop- ment of female high-potential can- didates − Regular review of remuneration structures, gender equal pay fac- tored into salary rounds and varia- ble payments Upstream material Own Operations material Downstream material