Strategy Roadmap 2026
Our plan for a diverse, inclusive, and equitable future bei OnlyPerks
Overall Progress der Annual Goals
62%
Completede Initiatives
12 von 18
Im Plan liegende Milestones
87%
Budget allocated
850.000 EUR
Strategic Pillars
Diverse Workforce
68%
- Recruitment Diversity Initiative
- Mentoring program for minorities
- Diversity Training for Managers
- Inklusives Employer Branding
Inklusive Culture
75%
- ERG-Community-Development
- Inklusive Event-Planning
- Barrierefreie Work Environment
- Newrodiversity-Initiatives
Equitable Systems
52%
- Pay Equity-Audit
- Bias-freie Rating systeme
- Transparente Promotionskriterien
- Diversity in Leadershipsteams
Community & Belonging
58%
- Lokale Community partnershipen
- Employee Support Programs
- Diverse Suppliersnetze
- Giving-Back-Initiatives
Jahreszeiten-Roadmap 2026
Q1 2026
Completed
Diversity-Audit starten
Completed
ERG-Leads ernennen
Completed
Manager Training
Completed
Audit Accessibility
Completed
Q2 2026
In Progress
Audit Pay Equity
In Progress
Community-Partnershipen aufbauen
In Progress
Diversify Recruiting Channels
In Progress
Implement Mentoring Platform
In Progress
Q3 2026
Planned
Promotionsprogramme aktualisieren
Planned
Supplier Diversitysinitiative
Planned
Newrodiversity-Trainings
Planned
Q4 2026
Planned
Annual Resultse bewerten
Planned
Align 2027 Strategies
Planned
Erfolge feiern & danken
Planned
Budget allocation by pillar
850K EUR
Diverse Workforce
285.000 EUR (33,5%)
Inklusive Culture
230.000 EUR (27,1%)
Equitable Systems
215.000 EUR (25,3%)
Community & Belonging
120.000 EUR (14,1%)
KPI-Tracking
| KPI | Destination | Current | Status | Progress |
|---|---|---|---|---|
| Women in Leadershipspositionen | 45% | 38% | In Gefahr | |
| Underrepresented groups in organization | 35% | 32% | Im Plan | |
| Pay Equity Ratio | 1.00 | 0.97 | In Gefahr | |
| Employee Belonging Scores | 8,5/10 | 8,1/10 | Im Plan | |
| Diverse candidates in pipeline | 50% | 56% | Im Plan | |
| ERG-Participation | 40% | 47% | Im Plan |
Responsibility Matrix
| Initiative | Owner | Mitwirkende | Reviewer |
|---|---|---|---|
| Diversity-Audit | SVP Talente | HR Data Analysis | CEO |
| Pay Equity | CFO | HR Finanzwesen | Vorstandsvorsitzender |
| Mentoringprogramm | VP Talent Development | HR Buwithss Leader | SVP Talente |
| ERG-Development | Head of Culture | HR Employee | CHRO |
| Accessibility | Head of Inclusion | IT Operations | CHRO |
| Lieferer-Diversity | VP Procurement | Finanzwesen Operations | CFO |
Risk Register
H
Budget Cuts
Economic uncertainty may lead to budget cuts in D&I initiatives lead
Mitigation Plan:
Building buwithss cases, tracking ROI, stakeholder managementleadership forces
H
Leaderships-Buy-in
Managers may not adequately support D&I initiatives
Mitigation Plan:
Manager training, incentives tied to D&I goals, regular feedbackback
M
Implementation Delays
Complex initiatives may experience delays due to resource constraints
Mitigation Plan:
Dedicated project management resources, clear milestones, status tracking
M
Talent-Turnover
Key people may resign from D&I leadership roles
Mitigation Plan:
Competitive compensation, career development, bench talent
M
Data Quality
Incomplete or inaccurate demographic data may impair effectiveness
Mitigation Plan:
Data governance guidelines, optional disclosure, data validation processes
L
Technische Integration
D&I platforms may not integrate with existing systemsen
Mitigation Plan:
Early IT assessment, API evaluation, fallback plans