The diversity of our workforce is one of the cornerstones of our commercial success and therefore a material consideration for our company. We benefit in large measure from the abilities and know-how of our employees, whether they be female or male, older or younger, and from the various nationalities within the Group's workforce. This diversity helps us to appropriately reflect within our own organisation the diverse business environment in which our company operates and to fulfil the exacting quality standards of complex reinsurance services. Diverse cultural backgrounds thus contribute to our ability to act globally in a professional manner. What is more, the cultivation of diversity within the company enables us to foster a positive working environment and boost employee motivation.
We have enshrined the promotion of diversity and equal opportunities in our Sustainability Strategy 2018-2020 and backed this up with concrete goals which we are constantly working to achieve.
The focus and quality of our diversity goals are reviewed at least every three years as part of the company-wide strategy review, thereby assuring the close interlinking of the corporate strategy with diversity considerations. In addition, the annual review of planned and implemented measures forms part of the ongoing Performance Excellence process and reporting.
We do not tolerate any discrimination based on race, colour, gender, age, origin, religion, sexual orientation, gender identity and expression, relationship status, citizenship, disability, medical condition or due to any other legally protected factor. This is specified in our globally effective Code of Conduct and exemplified by our executives and staff in the course of day-to-day business. Any violations can be reported through the whistleblower system that we have installed Group-wide. No instances of discrimination that would have necessitated consequences in employment law were recorded in the year under review.
We are committed to equal opportunities for men and women and want to increase the proportion of women in managerial positions over the long term. Through our mentoring programme and other development measures we help women at our company to reflect on their professional development so far and take active steps to shape their future career path. Our range of seminars serves to develop all the company's employees and is designed to encourage a willingness to engage in life-long learning, even among our more seasoned staff.
We have been quick to tackle the challenges of an ageing workforce. In the context of our demography and generation management, for example, we have put in place measures to promote cooperation between new and seasoned members of staff. Furthermore, we have implemented numerous programmes and measures throughout the Group to attract young job applicants.