Corporate Social Integrity at Rheinmetall

Commitment to Inclusion and Support

Sandra Kaukers ran for the position of Group Representative for Severely Disabled Employees because she wants to advocate for equality and inclusion of people with disabilities within the company. Her focus is not merely on providing support in individual cases, but on achieving structural improvements in the day-to-day work environment.

Greater dialogue and growing attention to inclusion

In recent years, the visibility of the representative for employees with severe disabilities within the Group has improved significantly. Regular dialogue with the Works Council, HR departments, managers, and affected employees has been intensified. At the same time, internal networking among representatives for employees with severe disabilities at the various locations is growing.

Fundamentally, the topic of inclusion is receiving more attention. Events such as Inclusion Day or the International Day of Persons with Disabilities are being promoted more widely and supported through internal communications and social media. Additionally, other departments, such as Global Health Management, are now involved in these activities.

For Sandra Kaukers, one thing is clear: inclusion is not an add-on, but part of a modern corporate culture in which variety of perspectives is seen as a strength.

Building Trust and Finding Solutions

Sandra Kaukers describes her work on the disability representative committee as a labor of heart. She finds it particularly motivating when discussions lead to new perspectives or solutions that make day-to-day work easier.

The trust of her colleagues plays a central role in this. Many turn to the representative body for employees with severe disabilities with personal challenges—with the goal of finding ways together to retain jobs and enable fair solutions.

At the annual Inclusion Day, the inclusion teams from the various locations regularly report on such real-world examples—and demonstrate how participation can be concretely implemented in everyday work.

Her personal highlight

A special experience for Sandra Kaukers was supporting a colleague who had contacted Rheinmetall through the Group’s representative body for employees with severe disabilities. With support from Group headquarters, he was given the opportunity to start an internship.

Today, he is fully integrated into the team and is even beginning an apprenticeship—a step that people with disabilities still rarely achieve in the job market.

Fostering openness—without pressure

Dealing with a severe disability in professional life remains a personal decision. From the perspective of the Representative Body for Severely Disabled Employees, the most important thing is to build trust and provide information about available support options.

After all, a recognized severe disability is not a stigma, but can serve as the basis for targeted support and legal protection in everyday work life—for example, through individual workplace accommodations or additional benefits.

Goals of the Representative Body for Severely Disabled Employees

The goal of the representative body for people with severe disabilities is to find individual solutions and to support colleagues facing health challenges.

The work of the representative body focuses on four key areas:

• Safeguarding rights and protection against discrimination
• Maintaining employability, for example through prevention and support in the company’s integration management program
• Removing barriers through technical and organizational adjustments
• Counseling and confidential support for employees

By the way: About 97% of people with severe disabilities or those deemed equivalent acquire their disabilities only during the course of their working lives.

Participation in everyday life

Many successes manifest themselves in practical improvements in the workplace. For example, in collaboration with integration offices, technical aids such as height-adjustable workbenches or lifting aids can be procured. Such measures help preserve jobs and reduce health-related stress.

What has changed most for him personally since his mandatory internship at Rheinmetall – both professionally and personally?

Ruben answers this question without hesitation. Thanks to the cooperation agreement with Rheinmetall, he was able to start a year-long internship – and to discover how much he feels at home in IT. His enthusiasm has made an impression:

“We are currently in negotiations about whether I can start an apprenticeship as an IT specialist for system integration next year.”

For Ruben, this would be a milestone:

“Getting this opportunity was one of the greatest moments in my life.”

What companies can do

Ruben has clear ideas about what really supports people with disabilities.

When asked, “What three things should companies definitely consider if they want to support people with disabilities on their way into working life?”, he mentions:

• The willingness to take unfamiliar paths
• Recognizing the personality behind the disability
• Accepting people as full members of the team
  
  

Fairness, participation – and real opportunities

Moments of genuine fairness? Ruben experienced them. Especially when it became clear that his work during his year-long internship could open the door to an apprenticeship.

“For me, that was real participation.”

Skills that make things easier

“Openness, politeness, and team spirit” – these are qualities that Ruben consciously brings to the table.

Orientation and sources of energy

The day at the Security Operations Center was particularly decisive for him: “The internship day at the SOC made my desire to go into IT even stronger.”

Advice for young people with disabilities

If Ruben can pass on one tip, it's this: “Never give up. Believe in yourself, fight – but never alone. Get support from family and friends and don't let anyone tell you that you can't do something.”

What is neurodivergence?

• Autism spectrum disorders (ASD)
• Learning and partial performance disorders
  • Dyslexia (reading and spelling disorder),
  • dyscalculia (dyscalculia)
• AD(H)S (attention deficit/hyperactivity disorder)
• Dyspraxia (coordination disorder)
• Tourette syndrome
• and many other variations

Why does this affect us all?

Neurodivergent people are part of our society, families and work teams. They bring special perspectives, strengths and often creative solutions. At the same time, they often encounter misunderstandings, sensory overload or inappropriate expectations in everyday life.

A neurodivergence-friendly working environment is not an "extra", but an investment in team health, productivity and fairness. Even small adjustments to the environment – such as a quiet workplace or flexible break arrangements – can make a big difference. Understanding differences in social skills is just as crucial. People with autism, for example, often fail to pick up on non-verbal signals such as facial expressions or posture. However, with exercises and an analytical approach, they can learn to interpret these cues. Conversely, neurotypical individuals can learn to better understand the behavior of people with autism or ADHD, for example.

Equal opportunies start in the mind and make us strong as a community!

Neurodivergence is not a weakness, but part of human variety – including in professional life. Those who recognize, value and specifically support differences not only promote inclusion, but also participation, motivation and mental health.

Sources: Neurodiversity: Is being different normal? | BARMER