Sustainability Report 2016

Value-based corporate culture

The working environment of many of our employees has changed tangibly in recent months. We have moved into our new headquarters in Berlin: the 50Hertz “Netzquartier”. The building was completed in September 2016 and will further improve the way we work together. Distances have become shorter; the entire Berlin staff now works together geographically as well. The very architecture of the Netzquartier building conveys transparency, openness and a willingness to cooperate Company-wide. In Hamburg and Röhrsdorf as well, our colleagues have moved into offices in newly constructed regional centres that express the same sentiment.

The maintenance and development of our value-based corporate culture is one of our organisationʼs main goals and the strategic foundation for all personnel decisions. As part of our extended management team, our Chief Human Resources Officer Dr Katharina Herrmann is responsible for all personnel strategy issues. An annually updated 5-year business plan serves as a framework for our qualitative and quantitative personnel planning. We comply with international guidelines beyond the reach of our collective agreements and Company agreements, such as the core labour standards of the International Labour Organisation (ILO) and the UN Global Compact.

Together with the General Works Council and the Industrial Mining, Chemicals and Energy Union (Industriegewerkschaft Bergbau, Chemie, Energie [IG BCE]) we have established an agreement on fostering and maintaining the employability or of our staff. This agreement provides a basis for personnel policies that will help us face the effects of demographic change. The goal: Employees will be able to carry out their work activities without any limitations until they reach their regular retirement age.

What does this mean for our employees?

  • Creation of a performance-oriented working environment
  • Long term preservation and expansion of competence for achieving our corporate goals through qualitative and quantitative human resources planning 
  • Ensuring skills transfer and active knowledge management 
  • Target-oriented and needs-based employee development to prepare our staff to master existing and future challenges
  • Maintaining employee satisfaction and employability through active personnel development and empowerment 
  • Regular qualification and training of employees regarding occupational health and safety 
  • Continuous development of systems and processes to avoid accident hazards

Number of employees

Eurogrid GmbH, consisting of Eurogrid GmbH, 50Hertz Transmission GmbH and 50Hertz Offshore GmbH, employed a total of 1,012 employees as of 31 December 2016 (including inactive employees and apprentices). Compared to the previous year, this represents a plus of 57 employees (+6.0 per cent). The majority of our employees work full time under unlimited contracts.

Group total * 1.012
Limited contracts 66
Unlimited contracts 946
Part time 49
Full time 963

* Not including leased personnel. Including inactive employees and apprentices. Consolidated companies: Eurogrid GmbH, 50Hertz Transmission GmbH, 50Hertz Offshore GmbH. Status: 31.12.2016

Age profile – average age in years

Group total * 43,1
Collective agreement 42,6
Non-collective agreement 47,5
LManagement 51,6

* Consolidated companies: Eurogrid GmbH, 50Hertz Transmission GmbH, 50Hertz Offshore GmbH. Status: 31.12.2016

The average age of 50Hertzʼs employees has remained largely unchanged compared to the previous year and is now 43.1 years. As of 31 December 2016, our staff consisted of 228 female employees and 784 male employees. The proportion of female colleagues has increased further compared to the previous year..

Number of employees – by age profile and gender

Age Women Men
15-19 2 6
20-24 5 22
25-29 27 73
30-34 41 130
35-39 39 111
40-44 21 74
45-49 22 92
50-54 27 97
55-59 26 109
60-64 18 69
65-69 0 1
Gesamt Konzern* 228 784

* Consolidated companies: Eurogrid GmbH, 50Hertz Transmission GmbH, 50Hertz Offshore GmbH