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In 2015, the "Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst" (German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors) obliged certain companies to set targets for the proportion of female executives in management bodies and in the two management levels below the Board of Management. The shareholder meeting of Elektrobau Mulfingen GmbH takes this into account by setting a target for the proportion of female executives on the Board of Management of 0 percent, to be achieved by June 30, 2017. Making a personnel adjustment in the Board of Management at short notice for the sole purpose of raising the proportion of women after careful consideration appears to be unrealistic and has therefore been ruled out. Decisions about other targets were not relevant.

In 2015, the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors (Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst) obliged affected companies to set targets for the proportion of female executives in management bodies, and in the two management levels below the Board of Management. The shareholder meeting of Elektrobau Mulfingen GmbH took account of this by setting a target of 0 percent for the proportion of female executives on the Board of Management with a deadline for implementation of June 30, 2017. Short-term changes of personnel on the Board of Management with the sole purpose of increasing the proportion of female executives appeared unrealistic after careful deliberation, and were therefore ruled out.

On June 30, 2017, the proportion of female executives on the Board of Management corresponded to this target.

For the period lasting from July 1, 2017 to June 30, 2022, the shareholder meeting once again set the targets which were previously set in 2015.

Decisions about other targets were not relevant.

In 2015, the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors obliged affected companies to set targets for the proportion of female executives in management bodies, and in the two management levels below the Board of Management. The shareholder meeting of Elektrobau Mulfingen GmbH took account of this by setting a target of 0 percent for the proportion of female executives on the Board of Management with a deadline for implementation of June 30, 2017. Short-term changes of personnel on the Board of Management with the sole purpose of increasing the proportion of female executives appeared unrealistic after careful deliberation, and were therefore ruled out. For the period of July 1, 2017-June 30, 2022, the shareholder meeting reset the target that was set in 2015.

Decisions about other targets were not relevant.

In fiscal year 2017/2018, on reporting date 03/31/2018 and at the time of submission of this declaration on 02/15/2019, the proportion of female executives on the Board of Management was equal to this target.

In 2015, the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors obliged affected companies to set targets for the proportion of female executives in management bodies, and in the two management levels below the Board of Management. The shareholder meeting of Elektrobau Mulfingen GmbH took account of this by setting a target of 0 percent for the proportion of female executives on the Board of Management with a deadline for implementation of June 30, 2017. Short-term changes of personnel on the Board of Management with the sole purpose of increasing the proportion of female executives appeared unrealistic after careful deliberation, and were therefore ruled out. For the period of July 1, 2017-June 30, 2022, the shareholder meeting reset the target that was set in 2015.

Decisions about other targets were not relevant.

In fiscal year 2018/2019, on reporting date 03/31/2019 and at the time of submission of this declaration on 02/27/2020, the proportion of female executives on the Board of Management was equal to this target.

In 2015, the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors obliged affected companies to set targets for the proportion of female executives in management bodies, and in the two management levels below the Board of Management. The shareholder meeting of Elektrobau Mulfingen GmbH took account of this by setting a target of 0 percent for the proportion of female executives on the Board of Management with a deadline for implementation of June 30, 2017. Short-term changes of personnel on the Board of Management with the sole purpose of increasing the proportion of female executives appeared unrealistic after careful deliberation and were therefore ruled out. For the period of July 1, 2017-June 30, 2022 the shareholder meeting reset the target that was set in 2015. 

Decisions about other targets were not relevant.

In fiscal year 2019/2020, on reporting date 03/31/2020 and at the time of submission of this declaration on 02/26/2021, the proportion of female executives on the Board of Management was equal to this target.

In 2015, the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors obliged affected companies to set targets for the proportion of female executives in management bodies, and in the two management levels below the Board of Management. The shareholder meeting of Elektrobau Mulfingen GmbH took account of this by setting a target of 0 percent for the proportion of female executives on the Board of Management with a deadline for implementation of June 30, 2017. Short-term changes of personnel on the Board of Management with the sole purpose of increasing the proportion of female executives appeared unrealistic after careful deliberation and were therefore ruled out. For the period of July 1, 2017-June 30, 2022 the shareholder meeting reset the target that was set in 2015.

Decisions about other targets were not relevant.

In fiscal year 2020/2021 on reporting date 03/31/2021 the proportion of female executives on the Board of Management was equal to this target. At the time of submission of this declaration on 02/28/2022 and since Dr. Sonja Fleischer has joined the Management Board of Elektrobau Mulfingen GmbH on 12/15/2021, the percentage of female executives on the Board of Management has been exceeded significantly.

In accordance with the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors the shareholder meeting specified a target of 0% for the proportion of female executives on the Board of Management in 2015. Further, the Board of Management set a target of at least one new female colleague or 5% for the proportion of female executives within the top two management levels in 2015. For each level, the target was to be implemented by June 30, 2017. For the period of July 1, 2017-June 30, 2022, the shareholder meeting and the Board of Management reset the target that was set in 2015.

Decisions about other targets were not relevant.

In fiscal year 2017/2018 and on reporting date 03/31/2018, the proportion of female executives on the Board of Management was equal to the target. On July 1, 2018, Mrs. Stefanie Spanagel became a member of the Board of Management, yielding a proportion of 50%. From that date onward, the specified target has been clearly exceeded. Due to the lack of suitable candidates, the targets for the two top management levels could not be met by the deadline for submission of this declaration: 02/15/2019.

In accordance with the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors the shareholder meeting specified a target of 0% for the proportion of female executives on the Board of Management in 2015. Further, the Board of Management set a target of at least one new female colleague or 5% for the proportion of female executives within the top two management levels in 2015. For each level, the target was to be implemented by June 30, 2017. For the period of July 1, 2017-June 30, 2022, the shareholder meeting and the Board of Management reset the target that was set in 2015. 

Decisions about other targets were not relevant.

In financial year 2018/2019 on reporting date of March 31, 2019, the percentage of female executives within the Management Board was 50%. The set target was significantly exceeded when Stefanie Spanagel joined the Management Board on July 1, 2018. Due to the lack of suitable candidates, the targets for the two top management levels could not be met by the deadline for submission of this declaration: 02/27/2019.

In accordance with the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors the shareholder meeting specified a target of 0% for the proportion of female executives on the Board of Management in 2015. Further, the Board of Management set a target of at least one new female colleague or 5% for the proportion of female executives within the top two management levels in 2015. For each level, the target was to be implemented by June 30, 2017. For the period of July 1, 2017-June 30, 2022, the shareholder meeting and the Board of Management reset the target that was set in 2015. 

Decisions about other targets were not relevant.

In financial year 2019/2020 on reporting date of March 31, 2020, the percentage of female executives within the Management Board was 50%. The set target was therefore exceeded significantly. With the departure of Stefanie Spanagel from the Management Board on July 23, 2020 the percentage of female executives within the Management Board reached the set target again until the date of this declaration on 02/26/2021. Due to the lack of suitable candidates, the targets for the two top management levels could not be met by the deadline for submission of this declaration on 02/26/2021.

In accordance with the German Act on Equal Gender Representation in Executive Positions in the Public and Private Sectors the shareholder meeting specified a target of 0% for the proportion of female executives on the Board of Management in 2015. Further, the Board of Management set a target of at least one new female colleague or 5% for the proportion of female executives within the top two management levels in 2015. For each level, the target was to be implemented by June 30, 2017. For the period of July 1, 2017-June 30, 2022, the shareholder meeting and the Board of Management reset the target that was set in 2015.

Decisions about other targets were not relevant.

In financial year 2020/2021, on reporting date 03/31/2021 as well as on the date of this declaration on 02/28/2022, the percentage of female executives within the Management Board has reached the set target. Due to the lack of suitable candidates, the targets for the two top management levels could not be met by the deadline for submission of this declaration on 02/28/2022.