173 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 The “HR Business and Talent Development” division is respon- sible for defining the strategic alignment in the areas of diversity, equity and inclusion. Together with the HR departments at the individual locations, the unit manages and implements the cor- responding measures. Departments at the locations are respon- sible for implementation and develop additional programmes tai- lored to local needs where required. The HR, Compliance and Legal departments are responsible for ensuring adherence to the principle of non-discrimination. Breakdown by age and gender The Company is committed to increasing the number of women in management positions. In this context, initiatives such as the “Women Rising” programme are key when it comes to the early identification and development of talented individuals. Aware- ness among managers and employees that diversity and a bal- anced gender ratio contribute to the Company’s success is the basis for achieving our gender goals. That is why there is a par- ticular focus on actively communicating this topic and showcas- ing positive role models. In addition, cooperation with our inter- national networks helps to raise awareness among our employ- ees. Another focus for 2024 involved promoting cultural diversity and collaboration across mixed age groups. With the aid of in- depth analyses, measures were devised to enhance the integra- tion of international BMW Group employees within BMW AG. Language plays a crucial role in this regard. Also, the need for optimisation in the field of multi-generational management was examined in detail and recommendations for action were drawn up to promote cooperation and facilitate the transfer of knowledge between the individual generations. We regularly have the effectiveness of our activities evaluated by external organisations. The results show that the BMW Group’s position in the Women’s Career Index has consistently improved from year to year, with the Company ranking third in 2024. The Supervisory Board adopts composition targets once a year for the Board of Management and Supervisory Board. These targets incorporate a diversity policy. The BMW Group is also aware of the need to achieve a high per- centage of women in its future talents programmes. The aim is to ensure that the share of women in the total workforce and in management functions continues to rise in the future. Although more male applicants apply for apprenticeships in technical oc- cupations, there has been a steady increase in the share of women in management positions in technical professions. The BMW Group’s goal1 is to achieve a 22% share of women in man- agement positions by 2025 and to work towards attaining a 23- 25% corridor by 2030. There are two main goals behind in- creasing the share of women in management positions: — Increasing performance via diverse teams — Unlocking women’s earning potential. In doing so, the Company also fulfils legal requirements. The target indicator is determined on the basis of a comparison with competitors, developments in previous years, planned staff- ing ratios and the percentage of women in STEM subjects. The HR department reviews the progress achieved and reports reg- ularly to the Board of Management and the Supervisory Board, and also within the scope of long-term corporate planning and at the annual meeting of Works Council representatives. No adjust- ments to these objectives are planned at present. Number of employees by gender2 in headcount 2024 Total number of employees 158,441 Male 127,317 Female 31,080 Other – Not disclosed 44 Gender distribution at management level2 2024 in headcount in % Number of employees at management level 12,755 100.0 Male 10,003 78.4 Female 2,752 21.6 Other – – Not disclosed – – The distribution of employees by age group2 2024 in headcount in % Total number of employees 158,441 100.0 Employees under 30 years 23,213 14.7 Employees between 30 and 50 years 99,954 63.0 Employees over 50 years 35,274 22.3 1 Joint Operation Spotlight Automotive Ltd. is not included in the target. 2 Assurance level: reasonable assurance.