Social
Competence development, equal opportunities, diversity and social responsibility are the cornerstones of our people strategy. Our goal is to provide a fair and safe working environment in which all employees can grow both professionally and personally. Protecting health, ensuring occupational safety and supporting employee participation are central priorities for us. Our approach is grounded in international social and human rights standards and guided by the principles of the UN Global Compact. Miele promotes continuous learning, mentoring and talent development. Employee networks strengthen inclusion, while flexible working models and health programs help employees balance work and private life - fostering an innovative and inclusive company culture.
Promoting women’s careers is an integral part of our human resources strategy and a key focus of our diversity initiatives. At the end of 2024, women accounted for 24.9% of management positions worldwide, and we aim to continue increasing this share. Women with high potential receive targeted support to pursue their career goals, including during family phases. Miele helps them achieve a sustainable work-life balance.
Employees who identify as part of the queer community, or who wish to engage as supportive allies, first came together informally in 2017 in what would later become the LGBTIQ+ network “Queer & Mie.” Since 2022, the network has been officially active and now has its own presence on the company’s intranet. In addition to running campaigns that promote pride (awareness, respect and solidarity) across Miele, the network has been meeting regularly ever since to exchange ideas and foster connection.
In 2024, Miele launched the global network of DEIB Ambassadors. DEIB stands for Diversity, Equity, Inclusion & Belonging. The initiative aims to connect employees worldwide who are passionately committed to fostering diversity and inclusion. The community provides space for exchange, learning and active engagement, helping to strengthen a diverse and inclusive culture at Miele. So far, more than 140 employees from various countries have joined the network.
The network initiative, founded within Miele in 2024, supports employees in better reconciling family responsibilities and professional life. The initiative provides parents with a protected space for open exchange, regardless of the age of their children.
Miele regularly hosts action days dedicated to diversity, inclusion and equity. During Pride Month 2024, workshops on unconscious bias were held. For International Women’s Day, we invited employees to our “Female Pioneers Sessions” under the motto “Inspire Inclusion.”
At its headquarters in Gütersloh, Miele operates its own childcare center with extended opening hours to help families better manage their daily schedules. The center places particular emphasis on early childhood education in the fields of science and technology, and in 2023 it was certified for the second time as a “Haus der kleinen Forscher” (“Little Scientists’ House”).
Our technological progress is driven by many brilliant minds. Since 1951, we have been collecting, using and rewarding the ideas of our employees through our idea management program - and its success continues: around 3,000 improvement proposals are submitted each year. By implementing these ideas, we achieved savings of approximately 2.5 million euros in 2024.
Whether it involves childcare or caring for relatives, employees in Germany receive dedicated counseling services to help them navigate these and other often challenging life situations. At several locations, we also offer psychosocial counseling for issues that can be particularly stressful, such as workplace conflicts or family and financial difficulties. In addition, a nationwide crisis hotline is available around the clock to provide support in acute emergencies.
Miele is committed to fair and living wages that reflect local conditions and are complemented by voluntary social benefits, regardless of economic fluctuations. Gender-equitable pay is both a guiding principle and an established practice. In Germany, compensation follows collectively agreed pay scales and is based on individual performance without the influence of inappropriate criteria. Internationally, Miele strives to ensure pay equity as well. To identify and eliminate gender pay gaps, the company is developing a global job architecture that enables a systematic comparison of roles and harmonizes HR processes across all regions.
Our people development programs are designed for international use. New employees begin their journey with a globally standardized onboarding process. Young talents find a wide range of entry opportunities at Miele, from internships and apprenticeships to doctoral programs. Continuous professional development holds high strategic importance, with targeted support for leaders and emerging talent that takes individual strengths into account. Learning and development offerings foster personal growth and prepare employees for future responsibilities. A global talent-management process ensures early succession planning, enabling around half of all leadership positions to be filled internally in 2024.
We share responsibility for the health and wellbeing of our employees, which is why Miele promotes both physical and mental wellness through a holistic occupational health management approach. This includes preventive measures, ergonomic workplaces, psychosocial support, digital health offerings, and programs that encourage physical activity and healthy nutrition. These initiatives are complemented by a structured reintegration program designed to support employees returning to work after a long illness. Target-group-specific formats such as “Azubi Fit,” sports classes, and health screenings help strengthen health literacy across the workforce. Mental wellbeing is a particular priority, with workshops and information sessions offering dedicated support.
Protecting the safety and wellbeing of employees is not only a legal requirement but a core responsibility for Miele. All production sites are certified according to DIN EN ISO 45001, the internationally recognized standard for occupational health and safety management. Safety specialists and designated safety officers support the design of safe workplaces and take part in regular training sessions. Safety dialogues, checklists, and on-site inspections ensure that protective measures are effectively implemented; at the Gütersloh site alone, around 25 inspections are conducted each year. Health and safety committees, together with training formats, help raise awareness and strengthen safety culture. All regulations apply equally to external personnel and are continuously refined through the Miele management system.
