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Not if, but how

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Highly qualified, efficient managers and employees are the foundation of our corporate success. As a global financial services provider, we depend on their expertise, dedication and commitment to innovation. Continuous training and talent development play a key role in this context. At the same time, we promote diversity and equal opportunities as strategic factors for the success of Munich Re (Group).

For our more than 39,200 employees, we create attractive working conditions that offer personal development opportunities, strengthen independence and reward individual performance. We attach particular importance to a corporate culture based on responsible and respectful interaction with each other. Promoting the well-being of the employees and a healthy balance between family and work is a substantial component of all our activities as an employer.

Our targets in the employees area of action

Specific needs-based further training of all employees, in particular in the area of digitalisation
The identification and development of leadership potential – where possible from within the Group itself
> 40%
A Group-wide increase of women in all managerial positions globally to at least 40% by the end of 2025
The promotion of diversity as a strategic Munich Re Group success factor
The gradual expansion of health promotion programmes
This  section provides information on the many different measures we use to meet our own specifications. You can find additional information and examples for primary insurance, reinsurance and MEAG in the respective career portals of Munich Re, ERGO and  MEAG.

Promoting diversity and equal opportunities

The different mindsets, cultures and values of our staff are key to the success of Munich Re and the achievement of our strategic corporate goals. For this reason, we want to continue promoting diversity and equal opportunities in the Group.

Our Group-wide Diversity Policy sets down the most important principles in this action field and forms the basis for overarching and comprehensive diversity management. The criteria of gender, age and internationality are decisive for our activities.

37,8%
proportion of women in management positions at Munich Re Group worldwide

As part of its Ambition 2025, Munich Re’s Board of Management decided on a new self-commitment to raise the number of female managers affecting all management positions globally to at least 40% by 2025. In 2021, we achieved 37.8% globally and 27% in Germany. Overall, 52.6 % of our 39,281 employees in 2021 were women.

For the diversity criterion “Age”, the focus is on our health promotion and lifelong learning provision, which is accompanied by a flexible working-hours model and an employee assistance programme.

34
different nationalities in our talent programmes.

We aim to achieve “internationality” with well-balanced teams and assignments to key functions. At the same time, we promote the development of international expertise by transferring employees to temporary positions all around the world, and through development programmes. As a result, in 2021 we have participants with 34 different nationalities representing a high proportion of total participants working outside our headquarters in our talent programmes.

ERGO organised a Diversity Week in Germany in May 2021. Representatives from the LGBTIQ+ network, the women’s and father’s network, the inclusion network and the newly established people-of-colour network provided an overview of their respective concerns and of diversity in the ERGO workforce. The programme included 42 hours of lectures, workshops and discussion rounds with more than 1,000 participants in total. 

Improving work-life balance

Work-life balance is of particular significance for many employees in certain situations in their lives. For this reason, we have set up internal company agreements for individual locations and divisions allowing a better balance between private and professional life.
Assistance to families
Among other things, in Germany the Group offers services such as childcare in affiliated nursery facilities, an allowance in the case of privately organised childcare, parent-child office spaces, family services, holiday care services and support in caring for family members.
Flexible Working concept
Bonuses, for example, can be converted into leave time in the form of short sabbaticals to allow employees to benefit from longer periods away from work. Longer sabbaticals are also possible. In consultation with their line managers, the specific working days and working hours per week can be flexibly defined. These models are digitally supported, thus making it possible to work en route or at home.
Retain our employees after parental leave
With training courses, ERGO’s parenting network, and flexible working hours models for parents, we aim to make it easier to return to work following a break from professional life.

Healthcare promotion for our employees

Munich Re support for employees`s healthcare often exceeds the statutory requirements. At iour head offices in Germany, for example, we provide medical care, preventative measures as well as sports and relaxation programmes by our own company medical staff and partners. There are also individual measures for the reintegration into the workplace following a longer illness as well as healthcare counselling services.

To promote the mental well-being of our employees, we also offer expert counselling at several locations in Germany to help employee deal with difficulties at work or at home. In addition, the reinsurance group in Munich cooperates with the Fürstenberg Institute to offer an Employee Assistance Programme (EAP). 

 

Explore further Sustainability topics

Sustainability Report 2021

In our Sustainability Report, we describe the ways in which we embrace sustainability in our day-to-day operations.