Qualifications

Due to demographic change, there are fewer young and well-qualified professionals in the German labour market and, at the same time, society is ageing. It is therefore becoming increasingly important for companies to consider their internal training and professional development options and how they will deal with an ageing workforce. Companies training and subsequently employing young people themselves can help to specifically develop the skilled workers they need. Affording experienced employees access to interesting professional development opportunities can likewise help a company to position itself as an attractive employer while seeing to it that the employees can apply themselves optimally at all times. There should also be some consideration of how the different technical and social skills of young and older workers can be linked with each other. Mixed teams can help to ensure that the employees’ skills complement one other and that there is active knowledge management.

What needs to be borne in mind?

This criterion focuses in particular on the question of training and professional development, e.g. formalised programmes, special budgets for seminars and vocational training, and a proactive approach to paid educational leave. Please address in particular how you deal with demographic change (e.g. including the form jobs take and the composition of teams) and the challenges of digitalisation. In relation to employee health, please outline how you promote the physical and in particular mental health of the employees above and beyond compliance with the statutory occupational health requirements (see criterion 14) so as to safeguard everyone’s employability (e.g. vocational training on stress management and conflict management).

Aspect 1:

Report on the goals and planned goal achievement time frames for promoting the employability of all employees, in particular in relation to training and professional development, health management, digitalisation and dealing with the challenges of demographic change.

Aspect 2:

Report on the strategies and concrete measures for promoting the employability of all employees, in particular in relation to training and professional development, health management, digitalisation and dealing with the challenges of demographic change.

Aspect 3:

State whether previous goals were achieved and, if so, to what extent, and disclose any goals which were not achieved and why.

Aspect 4:

Report on the material risks arising from your business activities, your business relations and your products and/or services that are likely to have a negative impact on qualifications.

The term employability is understood as the ability of people to participate in working and professional life. The prerequisites for this are, for example, having the technical and social skills which are in demand in the labour market and being of a healthy constitution, in order to be able to perform the activities required. A healthy constitution encompasses not only physical but also mental aspects, with the latter requiring extra special attention as they can impact on an employee’s performance and well-being as well as on physical complaints. The structural change that the working world is currently undergoing due to digitalisation is both a blessing and a curse. You can therefore broaden your perspective in this criterion to include, for example, how you use it to establish a healthy work climate.

Key Performance Indicators to criteria 14 to 16

Key Performance Indicator GRI SRS-403-9: Work-related injuries

a.For all employees:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.
b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

You will find the remaining numbers c-g of the indicator SRS 403-9 in the GRI standard and may additionally report them here.

Key Performance Indicator GRI SRS-403-10: Work-related ill health

a. For all employees:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.
b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.

You will find the remaining numbers c-e of the indicator SRS 403-10 in the GRI standard and may additionally report them here.

Key Performance Indicator GRI SRS-403-4: Worker participation on occupational health and safety

The reporting organization shall report the following information for employees and for workers who are not employees but whose work and/or workplace is controlled by the organization:

a. A description of the processes for worker participation and consultation in the development, implementation, and evaluation of the occupational health and safety management system, and for providing access to and communicating relevant information on occupational health and safety to workers.
b. Where formal joint management–worker health and safety committees exist, a description of their responsibilities, meeting frequency, decision-making authority, and whether and, if so, why any workers are not represented by these committees.

Key Performance Indicator GRI SRS-404-1: Average hours of training

a. Average hours of training that the organization’s employees have undertaken during the reporting period, by:
i. gender;
ii. employee category.

Key Performance Indicator GRI SRS-405-1: Diversity

a. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).
b. Percentage of employees per employee category in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

Key Performance Indicator GRI SRS-406-1: Incidents of discrimination

a. Total number of incidents of discrimination during the reporting period.
b. Status of the incidents and actions taken with reference to the following:
i. Incident reviewed by the organization;
ii. Remediation plans being implemented;
iii. Remediation plans that have been implemented, with results reviewed through routine internal management review processes;
iv. Incident no longer subject to action.

Key Performance Indicator EFFAS S03-01

Age structure/distribution (number of FTEs per age group). Link

Key Performance Indicator EFFAS S10-01

Percentage of female FTEs in relation to total employees. Link

Key Performance Indicator EFFAS S10-02

Percentage of female FTEs in senior positions in relation to total FTEs in senior positions Link

Key Performance Indicator EFFAS S02-02

Average expenses on training per FTE p.a. Link