What can I do? World Day of Social Justice was established by the United Nations General Assembly to raise awareness of social justice. Every year on February 20, the importance of fighting poverty, inequality and discrimination is highlighted. It calls for standing up for the rights of all people and promoting fair opportunities for all, regardless of origin, gender or social position. Through our combined efforts, we can create a fairer, more inclusive world in which everyone has the same opportunities. At Rheinmetall, we promote diversity and inclusion and advocate for equal opportunities. Our corporate values – respect, trust, openness – form the framework for all activities against discrimination and for bias reduction at Rheinmetall. We promote respectful and conscious interaction every day. Today, we are once again setting a visible example. In our Rheinmetall Calendar 2025, which is displayed in many Rheinmetall offices, and here. #Rheinmetall #Diversity #WorldDayofSocialJustice
DIVERSITY ON THE TABLE More than 33,000 people at Rheinmetall have one thing in common: a great enthusiasm for technology. However, in addition to this common ground, there are also many differences within the workforce of our global technology group. But how do we make these differences “palatable”? Simple exercises can be very memorable. At a recent internal conference in Rome, participants from all over the world shared their favorite sweets with the group. This gesture quickly put everyone at ease and led to a lively exchange about local specialties and international similarities. For some participants, the meeting was perhaps unforgettable for this reason as well. It was certainly a successful start to the further development of joint, innovative, global activities for employer branding, recruiting and diversity. The interaction in this passionate group showed how much can be achieved when people work together and pull together without reservation. A big thank you to Rheinmetall Italia for their hospitality. They did an incredible job of taking care of the participants and making their business trip something very special.
Embraer has contracted with Rheinmetall to supply C-390 flight simulators to the Royal Netherlands Air Force. The Düsseldorf, Germany-based technology group will be furnishing a Full Flight and Mission Simulator as well as a Cargo Handling Station Trainer. Production of the modern simulators will begin immediately, with delivery scheduled for the end of 2026. The order value is in the double-digit million Euro range and was booked in the first quarter of 2025. Rheinmetall C-390 simulators are used to train aircraft crews and ground personnel for the Embraer C-390 transport aircraft. The Full Flight and Mission Simulator (FFMS) meets the Level D standard and satisfies all international qualification standards. It enables crews to be trained under normal and emergency conditions, military operations to be practised and more than 350 malfunctions to be carried out. Moreover, it is easy to maintain and offers a high level of user comfort. The Dutch model is the first to use a new image generator. For Rheinmetall, the FFMS ordered as part of the C-390 programme is the third major order worldwide and the second in Europe. Prior to the Dutch armed forces, Embraer itself and the Portuguese Air Force had already acquired an FFMS.
Today, at Rheinmetall, we celebrate and honor women who drive innovation and progress. Let's inspire the next generation to shape the future by bringing three female scientists from Rheinmetall on stage! They are leaders who have turned their passion for science into impactful careers at Rheinmetall Denel Munition in South Africa. Through determination, resilience, and a love for problem-solving, they have risen to excel in fields traditionally dominated by men, paving the way for a more inclusive and diverse future. From overcoming challenges to sharing words of encouragement, they highlight the power of mentorship, education, and perseverance. Let their experiences inspire you to embrace your potential and take bold steps toward your own aspirations. Rheinmetall encourages women to pursue STEM careers, whether they are already working in science or feel a passion for science. Wether they are inside and outside of Rheinmetall: Break down barriers, drive innovation and support the next generation of female scientists.
During his internship, Ruben is getting to know the Human Resources department at Rheinmetall. Jan Hübenet has drawn up his schedule. He is the Inclusion Officer at Rheinmetall AG and has clearly formulated the goal for this stage in Ruben's professional life: “We will make this internship a success story for both Ruben and Rheinmetall.” Ruben's suggestions for improvement are gratefully received. Ruben is enjoying his time at Rheinmetall and feels like he has been accepted as a colleague. “On a personal level, I like it a lot because no one saw me as Ruben in a wheelchair, but simply as Ruben. Nevertheless, it is no problem at all for the team members to push my wheelchair from time to time when the drive fails. That has given me a feeling of great team spirit.” The internship is a special experience for Ruben as part of his training to become an office management assistant. It is his great wish to join Rheinmetall after successfully completing his training. He hopes that it will enable him to take responsibility for something important. Both sides will do everything they can to be prepared for this.
n 2023, the HR Projects department at Rheinmetall set up a Shared Job and CoLeadership Team to set-up the department ‘from scratch’. Julia Albrecht and Larissa Förster are jointly responsible for this centre of expertise for project management methods within the HR department. They have each agreed to a part-time arrangement with Rheinmetall. The model is proving successful. Based on its establishment, it could also be introduced in other departments. For Rheinmetall, this would mean a broader range of working concepts, which could increase the company’s attractiveness for employees, both internally and externally. This is a major asset in times of demographic change and simultaneous growth of the company. The managers were able to overcome almost all the difficulties they had expected. It remains to be seen whether this is because they have been working together in various roles on HR projects since 2012. They look back proudly on the development of some team members and on positive changes in the HR department. IT challenges remain to this day. They recently shared their experiences with the entire HR department in a Q&A session. There was a great deal of interest from colleagues and the feedback was very positive. If you would like to find out more about this shared job and co-leadership model, you can find more details in the diversity section of our careers page:
As an online marketing manager at Rheinmetall, Carina Jäckel works in an environment that is often perceived as technical and therefore rather male-dominated. But for her, this was never a challenge, but an exciting opportunity for personal development. She was also influenced by a male-dominated environment in her family: she comes from a family of firefighters, an area in which men predominantly work. These experiences have shown her that dealing with male colleagues is often uncomplicated, warm and characterized by a humorous, family-like cohesion. She has always appreciated this positive dynamic. Find out more about her personal views on diversity at Rheinmetall on our careers page.
Our colleague Julie from Rheinmetall in Germany appreciates diversity at Rheinmetall. She says: "For me, diversity at Rheinmetall means working in diverse teams with varied perspectives and experiences, which contribute to a collaborative and innovative atmosphere. This diversity enhances productivity by encouraging new ideas and solutions from different viewpoints. At the same time, it expands my own horizons, enabling me to think outside the box and develop new approaches." What a wonderful recommendation! We take this as inspiration to foster our values respect, trust and openess. Every employee plays their part in making Rheinmetall a diverse company. No matter what generation, gender or cultural background they belong to. Each individual should be appreciated as it is, so that we can alltogether take over responsibility in a changing world.
Erkan Yildirim took over the management of Rheinmetall Soldier Electronics GmbH in Stockach (Germany) one year ago during a restructuring phase and feels that it is a great honor and distinction the group has given a young executive like him the responsibility as managing director of one of its subsidiaries. 𝗢𝗻 𝗮 𝗴𝗿𝗼𝘄𝘁𝗵 𝘁𝗿𝗮𝗷𝗲𝗰𝘁𝗼𝗿𝘆 Today as 39 years old, he has been successfully holding various positions at Rheinmetall for about ten years. Approximately a hundred employees currently work under his leadership in Stockach. The company is on a very positive trajectory and another 20 to 40 jobs are to be created in Stockach within the next years. Erkan Yildirim says, with full of pride: “The company has a lot of potential. We have a very committed and highly competent workforce and the entire production depth in-house. We are on a growth path in all areas.” What a wonderful recommendation! We take this as an inspiration and want to further promote diversity and development opportunities in our company. We strive to expand opportunities for everyone equally. Every employee contributes to making Rheinmetall a diverse company. Regardless of generation, gender or cultural background. Each individual should be able to give their best so that we can all take responsibility in a changing world.
Congratulations to all the managers who have successfully conducted their international Young Manager Program (iYMP) 2024 at the Rheinmetall Academy in Düsseldorf. The participant groups consisted of young managers from various divisions and countries who ran through the modules of the iYMP as an established learning and working group. Each individual of this international groups with members from different cultures and genders will be a vital part in managing the diversity within Rheinmetall in a way that every team member will be able to give the best. The background of the participants from the different divisions enabled an intensive exchange of ideas and helped them to get to know the Rheinmetall Group across country and company borders. This connection will last far longer than the duration of the program.
