Umicore seeks to benefit as much as possible from diversity, for example in gender, culture and ethnicity. Umicore believes that more diverse management teams improve the quality of decision-making.
Umicore developed a group policy on diversity to support an inclusive work culture that offers equal opportunities, leading to a high level of employee engagement for all employees, irrespective of their diverse backgrounds. Diversity includes gender, religion, race, national or ethnic origin, cultural background, social group, disability, sexual orientation, marital status, age or political opinion.
We are especially seeking broader cultural representation in our management teams.
Considering that 60% of our revenues are generated outside Europe and our growing global footprint, we decided to act to ensure that non-Europeans are better represented in our senior management. Currently, 20% of the top management positions in Umicore are filled by non-Europeans, up from 18.5% from 2019 and 16.7% in 2016. Our efforts continue, as a better balance in this regard will enable us to make business decisions that are better aligned with the markets we serve. Umicore employees covered 74 nationalities in 2020, as in 2019.
Women are underrepresented at senior management level at Umicore.
While this can be partly ascribed to the fact that chemical companies tend to attract fewer women, the career prospects for talented women can still be improved within Umicore. In 2020, only 21.6% of Umicore employees were female, a slight increase from 2019. This is attributed to the nature of industrial operations, where candidates are usually male. Despite this, our commitment to an inclusive and diverse workplace remains.
Our overall focus continues to be on recruiting and developing female managers. In 2020, 30% of managers recruited were female. Women in management roles have slowly increased from 18.6% in 2010 to 23% in 2020. The number of overall managers grew again in 2020, leading to a slightly decreased share of women in these roles from 23.1% in 2019 to 23% in 2020, despite our recruitment efforts.
Women in senior management decreased slightly to 10.7% in 2020, down from 10.9% in 2019, and below our overall ambition of 15% by 2020. We remain committed to increasing the female representation in senior management at the earliest possible date.