Goals - Employees and social affairs

Within each of our focused fields of action, we have set specific goals for the continuous improvement of our sustainability efforts – including targeted measures for achieving these goals. The current status of these goals and their associated measures is indicated in the following table.

Degree of goal achievement

(graphic)

Measure
not yet started

Measure initiated (graphic)

Measure
started

Measure ongoing (graphic)

Measure
ongoing

Measure concluded (graphic)

Measure
concluded

(graphic)

 New goal
implemented

(graphic)

Goal not yet
reached

Goal reached (graphic)

Goal reached

Goal not reached (graphic)

Goal not
reached

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Field of action: employees and social affairs

 

 

 

 

 

Theme

Goals

Status
goal

Measures

Status
measures

 

 

 

 

 

OCCUPATIONAL HEALTH AND SAFETY

METRO GROUP will expand the key figures and reporting systems on health and safety (H&S) for METRO GROUP by the end of 2013.

Alignment of H&S standards of METRO GROUP by setting uniform KPIs and providing more guidance and standards, preferably linked to the Occupational Health and Safety Assessment Series (OHSAS) 18002.

As part of this measure, employee health programmes and occupational safety in stores and warehouses will be checked and optimised.

 

 

 

 

 

SUSTAINABILITY AWARENESS

METRO GROUP will raise awareness of sustainability and corporate social responsibility throughout the Company.

Development of a concept and accompanying action plan in the first half of 2013 to raise employees’ awareness of sustainability and to further embed sustainability in daily business processes and decisions.

 

 

 

 

 

DIVERSITY

METRO GROUP will continuously increase the number of women in managerial positions.

Intensification of human resource marketing with a special focus on the target group of women and increased consideration of women in managerial development activities and successor planning.

The following measures were concluded in 2011 and 2012:

Testimonial Campaign “Women in Executive Positions” in 2011 focusing on diversity, women and international career opportunities at METRO GROUP .

Foundation of employee network “Women” in 2012 with Management Board commitment.

 

As part of the DAX 30 voluntary commitment, the proportion of women in managerial positions (METRO managerial levels 1–3) is to be increased to 20 percent by the end of 2013 and to 25 percent by the end of 2015. In 2012, the proportion was 19.7 percent.

With active demographic management, METRO GROUP will systematically develop the strengths of its diverse workforce.

Expansion of the qualification and promotion programmes as well as the development of age-appropriate working conditions, including preventative measures.

 

 

 

 

 

EMPLOYEE RETENTION

METRO GROUP will expand its further education activities for employees.

Development of new training modules in the areas of customer management, sales and procurement as well as expansion of e-training modules.

METRO GROUP will further expand its professional development programmes for employees.

In 2012, the decision was made to realign the Development Centre approach with the cultural change initiative – in line with METRO Cash & Carry’s new Guiding Principles. After completion of this alignment process, the activities of the Development Centre will be resumed.

Career development for employees with help of individual development plans.

METRO GROUP will continuously improve employee motivation in order to increase customer satisfaction and business success.

Annual employee survey to measure employee motivation. Increase in employee motivation from 37 percent in 2010 to 70 percent in 2012.

Preparation of action plans by employee teams to increase employee motivation.

Based on the results of the survey conducted in 2011, this goal was accomplished in 2012 with more than 13,000 action plans prepared by the teams.

 

 

 

 

 

FAIR WORKING CONDITIONS AND SOCIAL PARTNERSHIP

METRO GROUP will increase its commitment to fair working conditions and social partnership.

A deepening of the work relationship with METRO GROUP ’s “Euro-Forum” European works council.

Continued partnership with the international union organisation UNI Global Commerce.

METRO GROUP has intensified its commitment to fair working conditions and social partnership. In 2012, METRO GROUP ran a self-assessment in all countries, and a flyer summarising the key facts on fair working conditions was distributed throughout the Company.