Background information: Career support for women and generation contract
People make the world go round - and the logistics industry move. At Deutsche Post DHL, this momentum is generated by about 470,000 employees working in more than 220 countries and territories around the globe. As a result, the Group is one of the world's largest employers.
"Logistics is a people business. It's the people who make the difference," says Walter Scheurle, the member of the Board of Management responsible for HR at Deutsche Post DHL. "This is the reason why we have set ourselves the goal of becoming the employer of choice - within our industry and beyond. This is the only way for us to deliver the service that will make us the first choice among our customers and investors." As part of the Strategy 2015 that the Group introduced in 2009, the world's leading postal and logistics group implemented a people strategy that provides each employee with individual career opportunities. Systematic, long-term oriented career support for women and the recently signed generation contract are two examples of the wide range of carefully coordinated measures, that Deutsche Post DHL employs.
Long-range career support for women
Women make up nearly 37 percent of the 470,000 people working for Deutsche Post DHL around the world. In Germany, they comprise nearly half of the workforce at 47 percent. As a result, the Group is one of the largest private-sector employers of women in Germany. There is a good reason for this relatively high percentage: The Group has been working for years to create the right job conditions that will enable women to reach their full potential - regardless of the particular hierarchal level where they work. Enabling a healthy balance between the professional career and the family life is one of these conditions that Deutsche Post DHL has addressed by creating flexible work-day models and by helping to organize child care.
Furthermore, the Group has made the promotion of women to executive positions a top priority and has been using mixed management teams for years as a way of reaching this goal. Today, women hold about 17 percent of executive positions at Deutsche Post DHL around the world. The share of women who are part of the management team working closely with CEO Frank Appel is about 30 percent. A systematic human-resources effort helps identify high-potential women and provide them with growth opportunities. Through the use of specific programs - like the project called "women in executive positions" that was initiated in August 2011 - other tailored measures to support women's careers are being initiated.
The reason for this effort is clear: The logistics company intends to sustainably increase the percentage of women in executive positions over the mid-term. As part of the so-called "vacancy commitment," Deutsche Post DHL has now begun to systematically fill 25 percent to 30 percent of all vacant positions in the upper, middle and lower management in Germany and around the world with qualified female candidates.
Trend-setting generation contract for age-based career solutions
With its generation contract for age-based career solutions, the company has broken new ground. In October 2011, the Group and the German services union ver.di announced a pioneering model that will be used to structure and facilitate age-based career opportunities. This agreement will enable older employees to continue to work until they reach the legal retirement age. In taking this step, Deutsche Post DHL can continue to profit from the invaluable knowledge and experience of older employees and help them retire in good physical shape.
In specific terms, the partial-retirement program available under German law will be supplemented by working-time accounts and a demographic fund. Working-time accounts enable employees to build up a balance of time during their active professional lives that can then be applied before retirement. The company will use contributions from the demographic fund to increase payments received by employees during the partial-retirement period.
The amount of the contribution will be linked to the extent that portions of future wage increases are reallocated. By taking this approach, the Bonn-based company is providing attractive models - also in financial terms - that will enable older employees to work shorter hours at the company until they reach retirement age. At the same time, the generation contract improves the career opportunities of young people: More than 1,000 qualified apprentices will be given full-time jobs next year and at least 1,500 people with fixed-term contracts will be offered permanent positions at the turn of the year.
Consistent career support for women and a groundbreaking generation contract are only two examples for the future-oriented human resources strategy of Deutsche Post DHL. At the same time, they are two important milestones on the Group's way to reaching its goal set in the Strategy 2015: becoming the employer of choice in the logistics industry.