Tech Industry: More Women for More Growth

20 percent of the people working at the KUKA Group are women. This percentage is above the industry average. We are on a good path, but we are not there yet. After all, a more balanced gender distribution can not only reduce prejudices, but also strengthen KUKA and the economy.

Romy Schoenwetter

2025年5月27日

Society

閱讀時間： 2 分鐘

In recognition of German Diversity Day on May 27, we’re taking a closer look at gender representation in the industrial sector — and how KUKA is actively working to promote equal opportunities. Because many people ask themselves: “Isn’t it enough to simply fill open positions with the best people – regardless of gender?” In principle, yes, and that is what we do. But that also means leaving a lot of potential untapped. If the share of women today (22 percent) in European technology firms rose to 45 percent by 2027, this could increase Europe’s gross domestic product (GDP) by up to 600 billion euros. This represents about four percent growth in three years. By comparison, in 2023 the GDP grew only about 0.4 percent compared to the previous year. The McKinsey ¹ study highlights just how much growth potential lies in a more balanced gender distribution alone – for the tech industry and the European economy. Because, after all: diverse teams are more creative and productive, which ultimately leads to better business results. Why should we do without this?

Role stereotypes remain a key reason for the underrepresentation of women in the tech industry and in leadership positions. Female role models can show that it is possible! My position allows me to draw up policies and guidelines in such a way as to create a diverse working culture.

Sabine Brandl, Chief People Officer, KUKA Group

Encouraging interest early

In Europe, up to 3.9 million workers will be missing in the technological environment in the next few years, and 780,000 in Germany.1 This gap cannot be covered by today’s predominantly male talent pool alone. That is why KUKA also focuses specifically on supporting young women. According to a Microsoft study2, their interest in science, technology, engineering and mathematics is the highest between eleven and 16 years of age. A concrete example is the women’s research camp at the Augsburg headquarters. As a joint initiative with local universities, schoolgirls aged 15 and over discover the world of robotics for a week. The focus is on day-to-day work and the fields of application of a female engineer.

To remain competitive, we need all talent. According to the Harvard Business Review3, a diverse technological workforce, for example, prevents errors in the product design arising from a homogeneous perspective. But it is not just about economic success. It is also about equal opportunities and what working environment we create. Do we want to work in a world where only certain groups feel represented? Or in a world where each person has the same chance of getting involved and growing? So when we at KUKA say that we need more women in tech positions, it is not about a “women’s quota.” It's about unlocking the full potential of every talent – possible only in a diverse and inclusive workplace.

Nadja Doesel, Vice President Global R&D Operations and Governance, KUKA Group

"Teams benefit enormously from a variety of perspectives, ideas and backgrounds. It is critical to actively leverage and integrate the different strengths and perspectives of men and women. By valuing and fostering unique skills and experiences, we can develop innovative solutions and create an inclusive, productive work environment."

Beáta Lázár, Team Leader EMEA IT Support, KUKA Hungary

"While studying languages and communication, I never imagined working in IT. Yet, I’ve been in IT Support for over ten years. It’s inspiring to see people without an IT background grow into their roles. In my team, strong communication, logical thinking, and multitasking are highly valued, which often leads to positions being filled by capable women, breaking down the preconceptions of IT being something for men."

Naima Mohammed, Team Lead ERP, BI & Development Center, Swisslog Healthcare

"I lead a team of six people, three of whom are women. It was not an intentional decision to hire women. We wanted to provide competent, collaborative, and committed individuals with an opportunity to grow. If I could make a wish, it would be raising even more awareness among the employees about the advantages of a gender diverse and inclusive workforce."

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