International Women’s Day: building gender diversity through collective leadership

With operations in over 40 countries and 140 nationalities represented across the Group, FORVIA's strength lies in its people. Each year, thousands of talents join the Group to shape the mobility of tomorrow. Yet attraction is only the starting point. Building inclusive career paths where individuals can grow, contribute and lead is essential to long-term competitiveness and resilience.

By 2030, FORVIA aims to reach 30% women in the Top 300 and 35% women among managers and skilled professionals - clear objectives that reflect both ambition and accountability.

Gender diversity as a strategic priority

For FORVIA, gender diversity is directly linked to performance. Innovation happens when different perspectives meet. In a transforming industry, mobilizing all talents fully is not

optional - it is essential to remain competitive.

Allyship plays a central role in this dynamic. It means recognizing that diversity and inclusion is a shared responsibility, embedded in everyday leadership behaviors: who we listen to, how opportunities are allocated, and how future leaders are actively sponsored.

Gender diversity is therefore integrated into recruitment decisions, succession planning, talent reviews and leadership expectations. It is not a parallel initiative - it is part of how FORVIA leads and delivers.

Developing leadership pipelines

Sustainable gender diversity is built through disciplined and transparent talent management. Over the past years, FORVIA has significantly strengthened female representation across leadership levels: women now represent more than 28% of the Top 300 (vs. 13% in 2018) and 32% of managers and professionals (vs. +23% in 2018) - excluding HELLA perimeter.

This sustained progress demonstrates FORVIA's commitment to identifying high-potential female talent early, fostering equitable succession planning and expanding access to strategic and operational leadership opportunities.

Leadership development initiatives such as RISE, combined with mentoring and coaching programs, support women in strengthening influence, confidence and decision-making capabilities. By investing in targeted development pathways, FORVIA reinforces leadership readiness and builds sustainable diversity across the organization.

Recruiting and learning for long-term impact

Attracting and developing talent go hand in hand. Recruitment at FORVIA is based on skills, potential and performance, while ensuring broad and diverse talent pools. In this con

text, the Group aims to reach 38% women among external hires by 2026 across functions and regions, including in Operations and technical roles.

Ensuring diverse candidate opportunities for open positions, fostering partnerships with universities and professional networks, and investing in global learning infrastructures are key levers supporting sustainable progress.

Through FORVIA University and structured development programs, employees continuously strengthen their leadership, operational and functional capabilities - reinforcing long-term organizational strength and gender balance.

Moving forward

International Women's Day is both a moment of recognition and a reminder of shared responsibility. In industry, gender diversity advances when inclusion becomes a leadership reflex and allyship translates into consistent, everyday actions.

At FORVIA, building the mobility of tomorrow also means building a workplace where talent can thrive equally, contribute fully and lead confidently.

Because sustainable performance and inclusive leadership go hand in hand in shaping the mobility of tomorrow.