Why work for us

The LSG Group is not just a great company to do business with, it’s also a rewarding place to work.

A world leader:

The LSG Group started out in the airline catering industry over 70 years ago. And LSG Sky Chefs is now one of the leading service providers in the industry, serving 578 million meals annually for more than 300 airline partners in over 50 countries. Over the years we have also successfully expanded our business to offer a wider range of products and services to various other industries, such as train operators and retailers.

Dynamic, exciting and fast-paced industries:

The industries we work with offer daily challenges that keep the LSG Group and its employees motivated, engaged and striving to achieve their maximum potential.

International, multicultural and diverse:

More than 32,000 employees with more than 100 different nationalities work in 210 units across 51 countries. And with a multiplicity of regional needs to fulfill, your career at the LSG Group will be rewarding and truly international in scope.

A company of values:

We are guided by a set of company values. They are an integral part of our mission and leadership principles. Trust, Respect, Reaching for Excellence, Customer Commitment, Innovation and Economic Health are part of how we do our jobs, as well as how we behave toward our customers… and one another.

People first:

We know that the success of our business is only made possible by the ongoing commitment of our employees. They are our greatest asset and we treat them that way.

Women’s Quota – Target Figures for LSG Sky Chefs:

In order to comply with the “Law on Equal Participation of Women and Men in Leading Positions in the Private and Public Sector,” LSG Group initially established relevant target figures in 2015. In addition to the statutory quota, all companies within the Lufthansa Group have set a common target figure. Every company will contribute to this figure, taking into account the respective framework of the individual company. LSG Group companies will also contribute. Based on the common target figure for the Lufthansa Group, all German LSG Group companies with legal obligation to determine their target figures have defined their own goals for their supervisory and executive boards, as well as for management levels 1 and 2.

By December 31, 2016, LSG Lufthansa Service Holding AG achieved a quota of 20% (target: 18.2%) on management level 1 and a quota of 18% on management level 2 (target: 27.3%). Not achieving the target quota set for management level 2, was caused by higher fluctuation than expected, including job rotation of female leaders within the LSG Group. At LSG Sky Chefs Frankfurt ZD GmbH, LSG Sky Chefs Frankfurt International GmbH and the LSG Sky Chefs Munich GmbH, the management level 2 target quotas were not achieved for the same reason. The companies are determined to put an even stronger focus on recruiting more female leaders through a specific succession planning strategy.

Within the Lufthansa Group, a five years’ period has been set, with new target figures for the gender quota, until December 31, 2021. For LSG Lufthansa Service Holding AG a quota of 30% has been set for the Executive Board, while for management level 1, the quota is 25% and for management level 2, it is 30%. For the new quotas of all German LSG Group companies with legal obligation to determine target figures please refer to the table below.

 Status Dec 31, 2016Target Figure by Dec 31, 2021
LSG Lufthansa Service Holding AG
Supervisory Board42%30%
Executive Board33%30%
Management Level 120%25%
Management Level 218%30%
LSG Sky Chefs Frankfurt ZD GmbH
Supervisory Board45%30%
Managing Directors0%0%
Management Level 133%25%
Management Level 220%30%
LSG Sky Chefs Frankfurt International GmbH
Supervisory Board50%30%
Managing Directors0%0%
Management Level 10%25%
Management Level 212%25%
LSG Sky Chefs München GmbH
Supervisory Board60%30%
Managing Directors0%0%
Management Level 10%25%
Management Level 222%35%
LSG Sky Chefs Lounge GmbH
Supervisory Boardn/a30%
Managing Directors0%0%
Management Level 117%25%
Management Level 253%55%

Previous experience has shown that the gender quota in leading positions can be truly improved by defined measures regarding the staffing policy as well as programs to foster female talent. LSG Group is encouraging the continuous creation of new initiatives as much as the development of existing ones, like the implementation of a transparent recruitment process which takes diversity criteria into account, or the systematic talent management process, which is fostering young female talents at lower management levels.