Mercedes-Benz Mobility AG
Siemensstr. 7
70469 Stuttgart
Deutschland
Tel.: +49 711 17 0
E-Mail: mobility@mercedes-benz.com
Represented by the Board of Management: Franz Reiner (Chairman), Eefje Dikker, Gerrit-Michael Dülks, Jörg Lamparter, Peter Zieringer
Chairman of the Supervisory Board: Harald Wilhelm
Commercial Register Stuttgart, No. HRB 737788
VAT registration number: DE 81 11 20 930
Here you can find the most important facts and figures about Mercedes-Benz Mobility.
2020 | 2021 | |
---|---|---|
Revenue* | 27,699 | 28,646 |
New business* | 67,786 | 74,377 |
Contract volume (December 31)* | 150,553 | 162,843 |
EBIT* | 1,436 | 2,140 |
EBIT adjusted* | 1,595 | 1,827 |
Return on Equity (RoE), in % | 9.8% | 15.3% |
Return on Equity (RoE) adjusted, in % | 10.9% | 13.1% |
Employees (December 31) | 11,650 | 12,680 |
*Amounts in millions of €
Status Quo 12/2021 | Target 12/2025 | |
---|---|---|
Supervisory Board | 50% | 40.0% |
Executive Board | 28.5% | 28.5% |
First management level | 26.6% | 28.0% |
Second management level | 30% | 28.0% |
In accordance with the targets defined by German legislation regarding equal participation by women and men in executive positions in both the private and the public sector, Mercedes-Benz Mobility AG has issued the following statement:
In 2020, the responsible governing bodies of Mercedes-Benz Mobility AG set new targets for the year 2025. The status quo at the end of 2020, as well as the targets for the years 2020 and 2025, are shown in the tables on this page.
The targets for the Supervisory Board, the Board of Management and the first management level under the Board of Management were exceeded by the status quo in December 2020. In spite of an increase in the absolute number of female managers, an increase in the total number of managers in the second management level under the Board of Management resulted in a decrease of the percentage of women in management positions from 29.5% (the status quo when the targets were set in 2016) to 25%. The main reason why the target was missed at this level was the departure of a number of female managers who took parental leave, participated in redundancy programmes or moved to other units of the Group. Moreover, when vacancies were filled, the proportion of female managers was affected by necessary internal reintegration and relocation measures.