Social Performance
Our Workforce
Our People Agenda
We have defined three key strategic pillars built on a strong foundation that together make up our People Agenda:
Our growth culture
guides how we work internally and address the market and customers externally. It increases our capacity for change, drives efficiency, and ensures accountability, helping us deliver high-performance results for our customers and markets. By executing in line with our strategy, we strengthen the engagement and commitment of everyone – employees, partners, customers, and shareholders.
Our skills-led people ecosystem
prioritizes HR practices that focus on skills at every stage of the employee lifecycle: from skills-based job descriptions and personalized skill assessments, to enhanced individual learning and development opportunities tailored to growth, to hiring based on skills and abilities rather than just experience or academic qualifications.
Our game-changing people technology
harnesses SAP’s own technological capabilities. SAP SuccessFactors will form the core of our processes going forward and equip us to deliver data-driven, AI-enhanced, and fully individualized solutions for everyone at SAP. This will enable us to foster data-driven and transparent decision-making for leaders and allow everyone to grow and develop to their best abilities based on data insights.
These pillars rest on the strong foundation of our people-centric work environment, which fosters employee well-being, safety, and health, as well as workforce diversity and workplace inclusion. Together, these elements are designed to establish a forward-thinking workplace.
#Unfiltered Survey
#Unfiltered
#Unfiltered, our employee engagement survey program, runs twice a year to measure key people metrics, engagement drivers, and employee sentiment. #Unfiltered is a demonstration of our commitment to listen regularly to our employees and act together on their feedback. In 2024, we ran surveys in June and November to gauge sentiment on employee engagement, leadership trust, health and well-being, and other topics.
The EEI is part of the short-term, one-year performance-based compensation (Short-Term Incentive, STI) of the Executive Board members.
Diversity
Diversity & Inclusion
Our diversity and inclusion (D&I) strategy supports SAP’s corporate goals by fostering innovation and profitability. A diverse workforce produces innovative ideas and solutions, and drives engagement and productivity. This diversity not only strengthens our business; it also helps us serve our global customer base better. By recruiting a diverse workforce, we enhance our reputation, attract top talent, and align with the values of our customers.
| Workforce | Management¹ | In Executive Roles¹ | |
| Male | 71,007 (64.6%) | 6,755 (69.8%) | 535 (77.5%) |
| Female | 38,965 (35.4%) | 2,923 (30.2%) | 155 (22.5%) |
| Other | 1 (0%) | 0 (0%) | 0 (0%) |
| Not reported | 0 (0%) | 0 (0%) | 0 (0%) |
1Does not include employees at Taulia, Emarsys, Volume Integration, LeanIX, or WalkMe.
Workforce Breakdown
Employee Headcount by Region and Function
The following table provides an overview of employee headcount, broken down by function and by the regions EMEA (Europe, Middle East, and Africa), Americas (North America and Latin America), and APJ (Asia Pacific Japan).
Key Performance Indicators
The page above shows the KPIs included in the Integrated Report that we find particularly important. For KPIs not included in the Integrated Report which are nonetheless monitored, please refer to the Report Data Hub.