Diversity management

During the reporting period, people from 171 countries worked for METRO GROUP.

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2013/14

2014/15

Average age of the workforce (years)

38.1

38.5

Recruitment of employees in the 50-plus age group in Germany

544

678

Recruitment of employees in the 50-plus age group at international level

973

996

Share of employees in the 50-plus age group as a proportion of the total workforce in Germany

32.6%

33.6%

Share of employees in the 50-plus age group as a proportion of the total workforce at international level

9.9%

10.3%

Employees with recognised severe disability or equivalent persons in Germany

4,723

4,885

Employees with recognised severe disability or equivalent persons at international level

n/a

1,906

The proportion of employees with a recognised severe disability or equivalent persons in METRO GROUP is above the legal minimum requirement of 5 per cent. Our company also works to support the long-term provision of vocational training positions for people with disabilities: in one reflection of this effort, our sales lines began in 2007 to promote the project “Verzahnte Ausbildung mit Berufsbildungswerken” (Integrated Training with Vocational Education Centres) organised by the German Association of Vocational Education Centres (Bundesarbeitsgemeinschaft der Berufsbildungswerke). This programme makes it possible for young people with disabilities to receive occupational training.

Our Real sales line has also directed its attention to young people who have been unable to find a vocational training position or are not fully prepared to assume such a position, who have learning difficulties or are socially disadvantaged. They are given the opportunity to take part in the company initial qualification programme Einstiegsqualifizierung, EQ. This is a national occupational orientation programme in Germany that is part of the Nationaler Pakt für Ausbildung und Fachkräftenachwuchs (National Pact for Career Training and Skilled Manpower Development). The young people become acquainted with working life over a period of six to twelve months. The initial qualification programme serves to open doors to a training position or job. During the reporting period, more than 70 young people at Real took part in the programme. About 50 per cent began an apprenticeship position after having completed the programme.

During the reporting period, METRO GROUP fleshed out its strategy for promoting inclusion and diversity and implemented initial measures. It launched the programme Inclusion and Diversity with the aim of advancing general cultural change within the company. Workshops and an e-learning module were designed to sensitise employees in all countries and at all hierarchical levels to the issue of inclusion and diversity. Implementation of the programme is currently being initiated at METRO AG as well as at METRO Cash & Carry. In addition, we will amalgamate all diversity initiatives using the guiding theme “inclusion starts with a smile” in the future.

METRO GROUP has been represented on the board of directors of Charta der Vielfalt e. V. (Charter of Diversity) since 2013. To mark the third German Diversity Day (Deutscher Diversity-Tag), we organised a Diversity Week in Düsseldorf in June 2015. Among the features for employees were an information stand as well as daily workshops and events on various dimensions of diversity.

The Women in Trade (WiT) employee network now has about 130 members. The network intends to help to raise the share of women in management positions, to promote internal and external dialogue and to create better working conditions for women in the company. The network has an international orientation.

In addition, the employee network METRO PRIDE was founded during the reporting period for lesbian, gay, bisexual, transsexual and intersexual individuals. The network has set itself the objective of raising awareness of the topic of sexual orientation and identity.

Equal opportunities

As part of our diversity management, we promote equal professional opportunities for men and women. In 2011, together with other listed German companies, METRO GROUP voluntarily pledged to increase the share of women in management levels one to three. During financial year 2013/14, METRO GROUP renewed its voluntary pledge to increase the share of women in management positions. By 2017, the share of women in management positions (levels one to three) is to reach 25 per cent company-wide. At METRO AG, the share of women in the first two management levels below the Management Board should also amount to 25 per cent by 2017. These objectives have been incorporated into our recruiting and succession planning and correspond with the Supervisory Board’s objectives for the Management Board.

Share of women METRO GROUP

Share of women in the entire workforce

Share of women METRO GROUP (bar chart)

Share of women in management positions

For more information about the objectives regarding the composition of the Management and Supervisory Boards, see the chapter “corporate governance – corporate governance report”.

Work-life balance programmes based on phases of life

Our headquarters in Düsseldorf has three day care centres with 242 full-time slots for children from the age of four months. The staff speak German and English to the children.

Since 2010, the headquarters of Media-Saturn in Ingolstadt has been certified as a family-friendly company by the Hertie Foundation. As part of an array of measures aimed at supporting work-life balance, childcare during school holidays as well as nursery slots for children of employees are offered in Ingolstadt. In emergency situations, the services of the non-profit care services association Mobile Familie e. V. can be used for issues surrounding childcare or family member care.

The share of part-time employees at METRO GROUP rose slightly to 26.6 per cent compared with the previous year’s period (2013/14: 26.4 per cent). In Germany, 43.7 per cent of our staff worked part-time (2013/14: 43.7 per cent),16.5 per cent internationally (2013/14: 16.6 per cent).

METRO GROUP wants to support employees in all phases of life – and that includes the care of loved ones. In cooperation with the German carers’ organisation Deutscher Pflegering, METRO AG began offering its employees two service models in March 2014: The online care portal offers information about the topic and includes an index with more than 25,000 care providers. The care hotline allows employees to discuss their questions directly with caregiving experts.