Select your location:


Select your language:

  • German
  • German
  • English
  • German

Diversity, Equity & Inclusion

An essential basis for our cooperation at KUKA is the appreciation, inclusion and equality of different dimensions of diversity among our employees. Our goal is a working environment that is characterized by respect and appreciation and is free from discrimination and (unconscious) prejudice.

A strong community with diversity management

Diversity refers to the fact that people differ in terms of dimensions. Key dimensions are gender, socio-economic background, physical and mental abilities/disabilities, age, ethnicity, nationality, religion and worldview, sexual orientation and gender identity.
Diversity management at KUKA aims to create equal opportunities across all characteristics and to combat discrimination. To this end, it is also important for us to address the privileges and barriers resulting from diversity.
At KUKA, diversity management is regulated in the Group guideline "Principles of Cooperation within KUKA Group" as part of the Corporate Compliance Manual. One of these principles is "Diversity and appreciation".
We also work with a reporting system that enables evaluations by gender, nationality and age. These figures are evaluated and made available at regular intervals.

Diversity Management: KUKA Entrance
Diversity as an anti-discrimination strategy that also includes addressing power relations.

As a signatory to the Diversity Charter, KUKA has made an official and public commitment to promoting respect, equal opportunities, inclusion and diversity in working life and is structurally anchoring diversity, equity and inclusion in the company.

KUKA has signed the Charta der Vielfalt.
Appreciation, equal opportunities and respect: KUKA supports and promotes the values of the Diversity Charter

Almost 15,000 people from 105 nations work at Kuka. Each and every one of them makes an important contribution to our success, with their respective talents, experiences and perspectives that not only differentiate us in the market, but also strengthen us as a community. I am proud to be part of a company that stands for openness to the world, respect and community.

Peter Mohnen, CEO KUKA AG

KUKA Diversity Principles

The introduction and refreshment of Group-wide Diversity, Equity & Inclusion principles emphasizes KUKA's clearly supportive attitude towards D,E&I within the company. The principles contain a clear expectation of the Executive Board and top management towards the entire KUKA workforce and clearly signal the binding nature of the content. The aim is to promote awareness of the importance of diversity in the global working environment and to encourage appropriate action.

The D,E&I Principles create a transparent basis for action for the non-discriminatory and respectful handling of diversity within the Group. They are intended to ensure equal and respectful cooperation at all functional levels.

The values of our company call for the appreciation and inclusion of individual personal differences of all our stakeholders (shareholders, employees, business partners). In a market that encompasses as many countries, industries and sectors as ours, a diverse team is an important success factor for KUKA.

Employees at KUKA should find a working environment that is free of prejudice and characterized by acceptance.

Diversity in language

We all communicate in pictures and writing, verbally and non-verbally, in order to make ourselves understood. Out of habit and usually without giving it a second thought, we use tried and tested patterns of language and presentation. Because language transports and activates stereotypes, it is important to use them sensitively. Our goal is to address all people in all their diversity in an appreciative manner. KUKA has therefore produced an internal brochure with recommendations for respectful communication in German-speaking countries and published it as part of Diversity Week 2021.

KUKA Diversity Video

Strengthening Gender Diversity

As part of diversity management, KUKA is working to further increase the general proportion of women in the workforce and the proportion of women in management positions, as well as to break down barriers.

With annual offerings such as participation in Girls' Day and the research camp for young women, practical days, robot days and cooperation with girls' schools, the aim is to appeal more to schoolgirls in order to enable them to develop their own interests.

Networks at KUKA

orangeWIN for gender diversity and equality

The internal women's network orangeWIN was founded in 2016 with the aim of promoting women and gender diversity within the company and identifying female talent. Today, we focus on equality, networking and strengthening the visibility of underrepresented talents. The women's network, which is headed by KUKA CEO Peter Mohnen, organizes regular Lunch & Learns, workshops on specific topics, network meetings and other activities.

From February 2022 to June 2024, the network organized 5 workshops, 4 Lunch & Learns, 5 Brain Foods - lunches to exchange ideas with managers, 2 lectures on International Women's Day and a fundraising campaign for the Augsburg Women's Shelter. The women's network is open to all genders.
As of June 2024, 97 tandems of all genders have taken part in the internal mentoring program that emerged from the women's network.

Logo des Frauennetzwerkes von KUKA orangeWIN

Queer at KUKA

Founded in 2022, the Queer Network aims to provide queer employees with access to mutual support and to ensure representation of the queer LGBTQI+ community within the company. There were several activities for Pride Month 2024, including a photo box, Lunch & Learns and information on education.

External networks

KUKA is also active in external networks, such as the "Women in Network" (WIN) association of company women's networks from Munich and the surrounding area. This currently includes 21 companies whose representatives meet once a quarter. KUKA is also involved in a network with other Augsburg-based companies from various sectors.

In addition, KUKA has been participating in the Augsburg Cross-Mentoring Program since 2011. It supports young managers in their professional and personal development and is designed as a cross-mentoring program across companies. KUKA also participates in the MigraNet mentoring partnership, which is committed to the professional integration of people with a migration background.


Facts, figures and data on diversity

Facts, figures and data on diversity
The data refer to KUKA Group worldwide (as of December 31, 2023).



Share of women (general)                                                                                                                           

20,4 %

Share of women (Supervisory Board) 

50 %

Percentage of women (1st management level)*

*denotes the first management level below the Management Board

18,5 %

Proportion of women (2nd management level)**

**refers to the second management level below the Management Board

16,5 %



Average age


Period of employment 

8,3 Jahre