Diversity and inclusion

LLB regards diversity as an important part of its corporate culture. That is why we aim to offer equal opportunities for employment and development. This applies regardless of gender, age, religion, nationality, ethnic background, sexual orientation or physical abilities.

Diversity and inclusion are embedded in the company’s values.

We advocate diversity.
We treat each other as equals – without prejudice.
We act together and with foresight.
We value diversity as an asset.

The LLB focuses on two specific aspects: gender diversity and generation diversity.

Qualitative and quantitative targets have been set for diversity and inclusion.

Our existing management processes are geared towards creating an inclusive corporate culture right from the time we first encounter a prospective colleague (from initial contact and recruitment to development and retention).

But an inclusive corporate culture is only possible if we work together. A group of interested employees is working in consultation with Group Executive Management/Senior Management, focussing on the visibility and the ongoing further development of the measures for the defined focus topics.

"To be an attractive employer for all generations."

Initiative 55+

LLB offers specific measures for staff aged 55 and over. These employees bring valuable professional and life experience to the company. We offer them various types of employment – flexible retirement models, specialist careers, expert roles, leadership roles or project-based tasks, for example – commensurate with the stage of life they have reached and their specific needs.

One of the cornerstones of our 55+ programme is active dialogue with our experienced employees.

Young Talent Programme

We also offer a dedicated programme for our up-and-coming stars – the Young Talent Programme. The programme offers opportunities to get involved in a range of different areas of work.

Young employees bring different perspectives and experiences to the table. At LLB, they are involved in projects right from the start and can contribute their specialist knowledge as well as the latest insights from research and training. Extensive training, coupled with insights into operational and strategic activities, enables young talents to develop their potential.

"Our aim is to promote gender diversity at all levels of the organisation."

Remuneration – transparent and fair

LLB has a group-wide compensation system that provides clear performance-based compensation for all employees. The remuneration system is intended to promote equal treatment regardless of gender.

Equal opportunities

The LLB Group is committed to providing fair opportunities for professional development and training for all staff. We consider diversity aspects, such as the existing team mix, as early as the recruitment process. Furthermore, recruitment decisions are down to a group comprising various genders and generations rather than to one person alone.

Our development tools

The LLB Group has two essential and harmonised development tools: the Performance Management Process (PMP) and the People Development Process (PDP). The key feature of the PDP is that the assessment is not conducted by the direct supervisor alone; it has to be confirmed by a group of managers. This is intended to support the objectivity of the assessments. The process is intended to help identify talents.