172 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 Comprehensive preventive measures in occupational health and safety The BMW Group prioritises comprehensive preventive measures in the field of occupational health and safety. By consistently im- plementing occupational safety measures such as ISO 45001 certification, extensive training programmes, and the “Health In- itiative”, we ensure that the frequency of workplace accidents and health risks is minimised for our employees. These occupa- tional safety measures are part of a continuous improvement process, the effectiveness of which is reflected in a low accident frequency rate. Diversity, equity and inclusion Promoting diversity The BMW Group considers a working environment which en- sures that all employees are appreciated, included and free from prejudice to be a fundamental element of an open and inclusive corporate policy and the basis for successful collaboration. Dis- crimination has no place in the corporate culture of the BMW Group. Every individual is entitled to a workplace that is free from discrimination, preferential treatment or harassment based on characteristics such as their gender identity, skin col- our, religion, nationality, political or other beliefs, ethnicity, disa- bility, age or sexual orientation. This principle extends to other characteristics which are protected under local laws, including national minority status or former military affiliation (veteran sta- tus). The aim of our strategic approach to diversity management is to anchor the importance of diversity in the conduct of our employ- ees. The BMW Group actively fosters a culture of appreciation using initiatives to raise awareness about respectful interaction. One such initiative is the BMW Group-wide training programme combating workplace discrimination, which is mandatory for all employees in Germany. During the reporting year, the BMW Group’s engagement with regard to sexual orientation and identity was externally analysed. This took place within the framework of our membership with “PROUT AT WORK”, a foun- dation and consultancy in Germany focusing on LGBTIQ+1 is- sues in the workplace, aimed at promoting equal opportunities for individuals within the queer community. This analysis led to concrete actions, including the development of a transition guide. This guide helps our employees, HR specialists and managers to navigate issues related to gender identity. Additionally, a guide- line regarding collaboration with Employee Resource Groups (ERGs) was developed. As in the previous year, international Di- versity Days were held by the BMW Group in 2024. These in- volved a number of events throughout the year, including panel discussions, workshops and hands-on activities held throughout the year, including events for International Women's Day, the In- ternational Day of Cultural Diversity and the International Day of Persons with Disabilities. BMW Group employees play a key role in fostering diversity, eq- uity and inclusion within the Company. Employees can get in- volved in ERGs to further these efforts. These groups include family and women’s networks at numerous locations as well as the BMW Group PRIDE association. This association advocates for the interests of the LGBTIQ+ community. The spirit of coop- eration and dialogue with the internal networks provides the BMW Group with important impetus and support for the further development of its commitment. Continuous communication on our various channels contributes significantly to the success of our diversity management approach. In addition to the percent- age of female managers, we measure this success with a num- ber of indicators as well as participation in training courses and events and the associated feedback. We draw further conclu- sions from the outcomes of our employee survey and participa- tion in competitions. In the reporting year, we continued to work on measures that were adopted as part of the revised version of our general oper- ating and inclusion agreement for employees with disabilities. This included expanding the policy of training centres for the deaf at BMW AG production sites. Individuals with severe disabilities 5.7%2 of the workforce of BMW AG, in excess of the minimum threshold stipulated in the German Social Code. The inclusion agreement also sets out requirements for dealing with and pro- moting employees with severe disabilities, including the right to an accessible working environment. Corresponding guidelines are in place throughout the BMW Group. At the beginning of each year, global measures are planned and priority topics are defined under the various aspects of diversity. Finally, the results are reviewed at the end of the year; these then form the basis for planning initiatives and measures for the fol- lowing year. There are several people whom employees can con- tact regarding matters concerning diversity, equity and inclusion. These include managers, the responsible departments, HR, the Works Council and the representatives of severely disabled em- ployees. In addition, the ↗ BMW Group SpeakUP Line offers a point of contact available in more than 30 languages. All incoming cases are reviewed and processed. Appropriate action, including disci- plinary measures, is taken where necessary. Employees in Ger- many also have access to the Zero Tolerance hotline, a free, anonymous and professional advice centre, which provides sup- port on issues such as discrimination, bullying and sexual har- assment in the workplace. The BMW Group is not currently engaged in any court or arbitra- tion proceedings in connection with cases of discrimination and related remedial action, which, in the Company’s estimation, could have a material effect on its financial position. 1 Abbreviation commonly used internationally for lesbian, gay, bisexual, trans*, inter* and queer. 2 The share of employees with severe disabilities is based on the statutory requirements in accord- ance with the German Social Code (SGB IX).