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The second Corporate Social Integrity Day (CSI Day) focuses on Rheinmetall’s values. Under the motto “Setting an Example Together,” we are making it clear what matters most to us when we work together: mutual respect, trust, and openness. In this spirit, we are also publishing our new Corporate Social Integrity Policy today. It serves as a guide and will further strengthen our shared corporate culture across all business units and locations. “I am convinced that good work can only be done where people truly feel they belong and where there is no room for exclusion,” explains Dr. Vera Saal, CHRO of Rheinmetall AG and Director of Human Resources. Corporate Social Integrity thrives on dialogue. That is why we are inviting our employees worldwide to provide feedback, contribute ideas, and actively help shape the CSI slogan as part of a contest. CSI will be a topic of conversation at many Rheinmetall locations today. The themes of CSI Day will be visible—in a video message, on LED screens and banners, as well as on other internal communication channels. We take responsibility. And today, we are sending a clear message together. You can find more information about CSI@Rheinmetall here: rheinmetall.com/en/csi #Rheinmetall #CorporateSocialIntegrity #CSI #Values #Respect #Trust #Openness #EqualOpportunity #Anti-Discrimination #Participation #Pluralism #Fairness
Today, at Rheinmetall, we celebrate and honor women who drive innovation and progress. Let's inspire the next generation to shape the future by bringing three female scientists from Rheinmetall on stage! They are leaders who have turned their passion for science into impactful careers at Rheinmetall Denel Munition in South Africa. Through determination, resilience, and a love for problem-solving, they have risen to excel in fields traditionally dominated by men, paving the way for a more inclusive and diverse future. From overcoming challenges to sharing words of encouragement, they highlight the power of mentorship, education, and perseverance. Let their experiences inspire you to embrace your potential and take bold steps toward your own aspirations. Rheinmetall encourages women to pursue STEM careers, whether they are already working in science or feel a passion for science. Wether they are inside and outside of Rheinmetall: Break down barriers, drive innovation and support the next generation of female scientists.
During his internship, Ruben is getting to know the Human Resources department at Rheinmetall. Jan Hübenet has drawn up his schedule. He is the Inclusion Officer at Rheinmetall AG and has clearly formulated the goal for this stage in Ruben's professional life: “We will make this internship a success story for both Ruben and Rheinmetall.” Ruben's suggestions for improvement are gratefully received. Ruben is enjoying his time at Rheinmetall and feels like he has been accepted as a colleague. “On a personal level, I like it a lot because no one saw me as Ruben in a wheelchair, but simply as Ruben. Nevertheless, it is no problem at all for the team members to push my wheelchair from time to time when the drive fails. That has given me a feeling of great team spirit.” The internship is a special experience for Ruben as part of his training to become an office management assistant. It is his great wish to join Rheinmetall after successfully completing his training. He hopes that it will enable him to take responsibility for something important. Both sides will do everything they can to be prepared for this.
n 2023, the HR Projects department at Rheinmetall set up a Shared Job and CoLeadership Team to set-up the department ‘from scratch’. Julia Albrecht and Larissa Förster are jointly responsible for this centre of expertise for project management methods within the HR department. They have each agreed to a part-time arrangement with Rheinmetall. The model is proving successful. Based on its establishment, it could also be introduced in other departments. For Rheinmetall, this would mean a broader range of working concepts, which could increase the company’s attractiveness for employees, both internally and externally. This is a major asset in times of demographic change and simultaneous growth of the company. The managers were able to overcome almost all the difficulties they had expected. It remains to be seen whether this is because they have been working together in various roles on HR projects since 2012. They look back proudly on the development of some team members and on positive changes in the HR department. IT challenges remain to this day. They recently shared their experiences with the entire HR department in a Q&A session. There was a great deal of interest from colleagues and the feedback was very positive. If you would like to find out more about this shared job and co-leadership model, you can find more details in the diversity section of our careers page:
As an online marketing manager at Rheinmetall, Carina Jäckel works in an environment that is often perceived as technical and therefore rather male-dominated. But for her, this was never a challenge, but an exciting opportunity for personal development. She was also influenced by a male-dominated environment in her family: she comes from a family of firefighters, an area in which men predominantly work. These experiences have shown her that dealing with male colleagues is often uncomplicated, warm and characterized by a humorous, family-like cohesion. She has always appreciated this positive dynamic. Find out more about her personal views on diversity at Rheinmetall on our careers page.
Our colleague Julie from Rheinmetall in Germany appreciates diversity at Rheinmetall. She says: "For me, diversity at Rheinmetall means working in diverse teams with varied perspectives and experiences, which contribute to a collaborative and innovative atmosphere. This diversity enhances productivity by encouraging new ideas and solutions from different viewpoints. At the same time, it expands my own horizons, enabling me to think outside the box and develop new approaches." What a wonderful recommendation! We take this as inspiration to foster our values respect, trust and openess. Every employee plays their part in making Rheinmetall a diverse company. No matter what generation, gender or cultural background they belong to. Each individual should be appreciated as it is, so that we can alltogether take over responsibility in a changing world.
Erkan Yildirim took over the management of Rheinmetall Soldier Electronics GmbH in Stockach (Germany) one year ago during a restructuring phase and feels that it is a great honor and distinction the group has given a young executive like him the responsibility as managing director of one of its subsidiaries. 𝗢𝗻 𝗮 𝗴𝗿𝗼𝘄𝘁𝗵 𝘁𝗿𝗮𝗷𝗲𝗰𝘁𝗼𝗿𝘆 Today as 39 years old, he has been successfully holding various positions at Rheinmetall for about ten years. Approximately a hundred employees currently work under his leadership in Stockach. The company is on a very positive trajectory and another 20 to 40 jobs are to be created in Stockach within the next years. Erkan Yildirim says, with full of pride: “The company has a lot of potential. We have a very committed and highly competent workforce and the entire production depth in-house. We are on a growth path in all areas.” What a wonderful recommendation! We take this as an inspiration and want to further promote diversity and development opportunities in our company. We strive to expand opportunities for everyone equally. Every employee contributes to making Rheinmetall a diverse company. Regardless of generation, gender or cultural background. Each individual should be able to give their best so that we can all take responsibility in a changing world.
Congratulations to all the managers who have successfully conducted their international Young Manager Program (iYMP) 2024 at the Rheinmetall Academy in Düsseldorf. The participant groups consisted of young managers from various divisions and countries who ran through the modules of the iYMP as an established learning and working group. Each individual of this international groups with members from different cultures and genders will be a vital part in managing the diversity within Rheinmetall in a way that every team member will be able to give the best. The background of the participants from the different divisions enabled an intensive exchange of ideas and helped them to get to know the Rheinmetall Group across country and company borders. This connection will last far longer than the duration of the program.
750 women, one mission: Our women@Rheinmetall network wants to actively help shape the future of Rheinmetall – with project ideas from within the community. The mission of the community is clearly defined for the next few years: To create a space where the femininity and potential of every person is seen as a key contribution to Rheinmetall’s business success. Sabine Weber, Director of Global Project Purchasing at the Power Systems division, was one of the community’s first members. Following an interview on women’s empowerment, she was asked if she would like to get involved in the women’s community – “and so I became a founding member,” she says. The more we achieved, the more seriously they took our network. We still have a long way to go, but it’s wonderful to see how a handful of women can get so many balls rolling.” A goal for the next level: Be more international. This is an area where Sabine Weber is actively involved on account of her role at Rheinmetall locations all over the world. “I recently took advantage of a business trip to India to speak to the female personnel at Rheinmetall Automotive’s site in Pune as an ambassador for our network. It is important to me to speak to women at other sites and to encourage them to start up local projects that we in the core team can manage and support remotely.” Find out more about our shapers of change:
Focus on our female colleagues - International Women in Engineering Day Rheinmetall is taking responsibility in a changing world. As an integrated technology group, we have excellent conditions to help shape the transformation of the markets and achieve our ambitious medium-term targets for sustainable profitable growth. Our Engineers play a vital role in this process. 21% of our workforce are highly qualified and talented women. They hold key positions such as Head of Configuration & Life Cycle Management or Head Of Hydrogen Program. They are Vice Presidents Project Management or Strategy & Product Management, Heads of Process Management or Process Planning. They are standing their ground as Team Lead System Safety Engineering or Plant Manager. Just to name a few of the challenges that are naturally handled by female engineers within our group. Women certainly don't need special treatment these days. However, to ensure that a balanced ratio of men and women can develop in our company, we create incentives by finding flexible working time models and, in the medium and long term, by increasingly preparing suitable women for future management roles through our internal junior staff development and training programs.
