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Steps for promoting women

In the business year 2017/18, the percentage of female executives was about 12.3%, a slight increase over the previous year (11.5%). One woman has been appointed to a divisional management position since the business year 2013/14.

Within the scope of internal leadership development efforts, great importance is being placed on continuing to expand the percentage of female participants. The Group is trying to ensure that women are represented at each training level of the Leadership Development Program (“value program”). Of the total of 254 participants in the business year 2017/18, 15.7% were women. This means that the percentage of women has increasedslightly compared with the previous year (15.1%) and still exceeds the percentage of women in the Group.

Overall, the percentage of women in the voestalpine Group in the business year 2017/18 was 13.8% (previous year: 13.5%). There are industry-specific, historical, and cultural reasons for this percentage—which remains low compared with other industries. In the consciousness of the public, the image of a steel, technology, and industrial goods company is still the image of heavy industry and, therefore, broad-based recruitment of female employees is a challenging undertaking. Nonetheless, the percentage of women in the voestalpine Group among salaried employees up to the age of 30 is now around 40.5%; despite all of our efforts, however, women still only account for a mere 6.0% among workers.

None of the Group companies have explicit “female quotas.” Instead, the voestalpine Group is striving to raise the percentage of women in the Group at all levels through appropriate measures. This includes a number of activities, some of which are country-specific, e.g. participation in the “Girls’ Day,” the specific advancement of women in technical apprenticeships, and/or boosting the hiring of female graduates of technical schools and universities. In addition, the establishment and expansion of in-house child care facilities and/or collaborations with external facilities is being accelerated. Such facilities and collaborations can be found at the Group’s plants in Linz and Leoben/Donawitz, Austria, for instance. As a result of these efforts, by now women are also employed in leadership positions in traditionally male-dominated, technical areas of the Company. Women also occupy executive positions in the financial, legal, strategic, communications, and human resources departments in a number of Group companies. For example, “Legal and Compliance” in two of the four divisions is headed by women.

As part of the annual human resources report, data on the percentage of women in executive positions is regularly collected and analyzed based on qualifications and training programs for the purpose of monitoring the sustainability of all measures.

About voestalpine

In its business segments, voestalpine is a globally leading technology and capital goods group with a unique combination of material and processing expertise. With its top-quality products and system solutions using steel and other metals, it is a leading partner to the automotive and consumer goods industries in Europe and to the aerospace, oil and gas industries worldwide. The voestalpine Group is also the world market leader in turnout technology, special rails, tool steel, and special sections.


50 Countries on all 5 continents
500 Group companies and locations
51,600 Employees worldwide

Earnings FY 2017/18

€ 13 Billion


€ 2 Billion


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