A group of people are standing close together and smiling at the camera, whilst someone in the foreground is taking a selfie.

Focus on our employees

Committed and qualified employees are crucial to the success of our company. We are therefore implementing measures to promote satisfaction, motivation and team spirit.

Commitment

We are committed to ensuring a discrimination-free workplace for our employees and offering equal opportunities to all regardless of origin, gender, age, sexual orientation, religion or disability.
We create the conditions that help employees achieve an appropriate work-life balance.
We promote the health of our employees through preventative and supportive initiatives.
We offer opportunities for professional and personal development.

Objectives

We originally set ourselves the following targets to be achieved by 2025. As we have not yet fully achieved them, we are continuing to pursue them and extending the timeframe to 2030.

We want to

achieve gender parity (50:50) in leadership positions (executives and top management).¹
increase the share of internal appointments to executive positions to 80 per cent.²
reduce the number of accidents to 43.5 accidents per 1,000 full-time equivalents.³

By extending our timeframe for achieving these targets until 2030, we continue to systematically implement and refine the existing measures as needed.

We have achieved our targets of maintaining the share of jobs held by people with disabilities at a minimum of three per cent of the workforce by 2025, and of maintaining or increasing our apprenticeship rate to at least 5.4 per cent. We are also extending these targets until 2030.

You can find more information on our objectives and their achievement in our overview of Objectives and KPIs.

¹ The target of 44.9 per cent had not yet been achieved by 2025, as women predominantly move into leadership positions via internal career paths, and this takes time. However, we are on the right track and are creating the right conditions to open up career progression for more women. We will continue to pursue this objective systematically.

² Unlike last year, the internal recruitment rate was calculated this year at management level due to a change in the system. Instead of 71.5 per cent, we therefore achieved 72.2 per cent in 2024. Nevertheless, we did not achieve our target of 74.8 per cent in 2025. This is attributable to structural changes in the labour market, a rise in applications from outside the organisation, higher skill requirements and demographic factors. We are continuing to strengthen internal development, professionalising succession planning and removing barriers to advancement for internal talent.

³ The accident rate rose from 50.3 per cent to 51 per cent in 2025, as high levels of sick leave, additional workload on staff and an increased need for induction training disrupted existing routines. Existing prevention and safety measures have been reviewed and further developed in order to improve health and safety at work and to reduce accident figures again in the medium term.

Our measures*

What we are doing specifically

Our successes*

What we have already achieved

We pursue a strategic approach to Human Resources management, featuring employee-focused initiatives, high standards in occupational health and safety, training opportunities and measures to foster a sense of appreciation.

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We want to promote diversity within our company. That is why, in May 2025 – Diversity Month – we held our interactive diversity conference, which attracted just under 1,500 registered staff members. Staff from the German sales divisions are also actively involved in the “Diversity” network, promoting diversity and anti-discrimination, whilst over 1,400 female colleagues exchange ideas via the f.ernetzt women’s network (as at the end of 2025).

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Through our online platform and app “Gemeinsam.topfit” (Together in top shape), we currently offer about 90,000 registered employees access to health programmes, preventative courses and challenges, in partnership with DAK Gesundheit. In 2025, the focus was on mental health, well-being in the workplace and cancer prevention. Over 3,800 colleagues ordered a bowel cancer screening kit as part of a cancer prevention campaign. The anonymised results are analysed within the occupational health management system. In October 2025, the REWE Group also launched a pilot project through which staff can be referred to outpatient psychotherapy: “MeinMentalHealthCoach” (MyMentalHealthCoach).

STEPs – Strengths-based development planning

By the end of 2025, STEPs had been fully rolled out across our SuccessFactors system – including the sales and logistics departments. We are now fostering a strengths-based mindset amongst a large proportion of our German workforce and actively encouraging a willingness to embrace change. Other national and international entities, such as the DERTOUR Group, PENNY International and BILLA, are also implementing STEPs. In addition to system integration, we have developed a comprehensive range of training and information programmes that bring STEPs’ culture and mindset to life.

With the project “GO!” – Group Opportunities – we have been creating transparency about development opportunities within the REWE Group since 2024 through an internal job market.

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We offer 25 training options. Provided the required standard is met, a guaranteed placement is provided. We are currently training 10,879 (2024: 10,588) young people in Germany. Of these, 5,195 apprentices (2024: 4,856) began their apprenticeships in January 2025 (up to and including September).

The “Job-Turbo” initiative, launched in 2023 by the government coalition in power at the time, aims to integrate refugees into the labour market more quickly. As a company with colleagues from more than 150 countries, we support the initiative and work in partnership with politicians and job centres. Pilot projects enabled further recruitment, including in logistics and in stores in the Western Region. The share of Ukrainian colleagues continued to rise in 2025.

A crowd of people in pink T-shirts are gathered outdoors, whilst one person is waving a large rainbow flag in front of a Gothic cathedral.

We are DITO (different together)

Our queer network, DITO, has been in existence for twelve years and aims to promote tolerance and acceptance of LGBTIQ+ people in the workplace. The number of members – just under 700 in 2025 – and over 1,400 social media followers is growing steadily. DITO organises various events and enables people to take part in Christopher Street Day.

We are committed to supporting our approximately 380,000 colleagues across Europe in order to strengthen long-term loyalty and attract top talent in a targeted manner. This commitment has been recognised through external awards.

In 2025, the REWE Group in Germany became the 500th company in North Rhine-Westphalia to sign the “Vereinbarkeit von Beruf und Pflege” (Work-Life Balance and Care) charter. This means the company is committed to supporting employees who care for relatives alongside their work. The aim is to raise awareness of existing support services within the company and to expand them further. Against the backdrop of an ageing society, the REWE Group regards the ability to balance work and care responsibilities as a key employer responsibility.

Excellent!

Our work and development environment were confirmed as outstanding for the eleventh year in a row by the globally recognised Top Employers Institute. In the national certification programme, we received strong marks in the categories of People Strategy, Employer Branding, Wellbeing, and Ethics & Integrity. Furthermore, this year marks the first time we have met the criteria for a European award, and we now also hold the title of “Top Employer Europe”.

In 2025, we were once again among the top-rated companies in Germany on the Pride Index and when it comes to LGBTIQ+ friendliness: Through our DITO network (see box under “Measures”), the REWE Group was awarded the PRIDE Champion Platinum seal for the first time, scoring over 98 per cent (2024: 95 per cent). DITO was honoured with the Queer Network Award from the PROUT AT WORK Foundation for its LGBTIQ e-learning.

In 2025, the REWE Group in Austria launched IN.klusion, a new employee network for people with disabilities or neurodivergence and their supporters. The aim is to design the working environment in such a way that people with disabilities or neurodivergence can realise their full potential, to provide them with equal opportunities in working life, and to break down barriers. The network serves as a platform for exchange, support and raising awareness, and helps to foster a corporate culture in which respect, appreciation and non-discrimination are taken for granted.

REWE and PENNY in Germany, the REWE Group headquarters and the REWE Group in Austria are certified according to the “audit berufundfamilie” (careerandfamily audit) quality seal. This seal stands for the sustainable organisation of a family- and life-phase-conscious personnel policy and family-friendly working and study conditions. In 2025, the REWE Group headquarters and several REWE regional offices were also certified for the first time under the “audit berufundvielfalt” (careeranddiversity audit) scheme. It focuses on recognising and promoting diversity in the workplace and honours those who do so.

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In 2025, numerous colleagues from the REWE Group once again took part in company runs and demonstrated their team spirit: over 1,300 employees took part in the B2Run across seven locations, and two further locations are already planned for 2026. Around 600 colleagues took part in the 2025 Cologne Marathon.

A large group of people in sportswear are gathered on a lawn in front of white tents under a cloudy sky; some are holding banners bearing the word ‘REWE’.

^* Scope: REWE Group in Germany and Austria, including independent retailers.

Read our Progress Report 2025 as PDF

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