We offer equal opportunities for women and men. We have made a commitment
by signing the Mining, Chemical and Energy Industrial Union
(Industriegewerkschaft Bergbau, Chemie, Energie, IG BCE) Charter for
Equality. We feel obliged to uphold the “fair share” concept. According
to this, we wish to keep the proportion of women in the job profiles
at 50Hertz as high as outside of the company. Our company-internal
initiative “50:50 – The Women’s Network” promotes the further development
of personal and professional competences as well as the presence
and influence of women at 50Hertz. On 06 July 2017, the Remuneration
Transparency Act (Entgelttransparenzgesetz, EntgTranspG) entered
into force. We have submitted the first report on equality and equal pay.
Reconciliation of Work and Family
Our employees find a family-friendly working environment at 50Hertz.
They can achieve a balance between life and work. We have anchored
this in a Works Agreement on better reconciliation of work and family.
This regulates questions of parental leave, support services, flexible
working hours, special leave and sabbaticals as well as professional
advancement. At the end of 2017, there were 13 employees on parental
and care leave. At our headquarters, the 50Hertz Netzquartier, we have
set up a children’s day care centre called Energiebündel (Bundles of
Energy). Mainly the children of employees are cared for there but a few
places we offer for children from the immediate vicinity of the living
and working quarters of our corporate seat. 20 employees’ children and
five children from the neighbourhood currently attend the day care
centre. In addition to this, a parent-and-child office was set up within
the 50Hertz headquarters for short-term gaps in childcare.
At 50Hertz, we also guarantee people with health impairments the
right to diversity and equal opportunities. We grant them the same
opportunities as employees without health problems. Together with
the severely disabled persons’ representative, the Works Council and
the speakers committee approved an inclusion agreement in 2013. In
this, measures were set out to promote people with health impairments
in working life. An internal inclusion team supervised the implementation
of this agreement. In 2017, the proportion of severely disabled
employees was 2.8 percent of our workforce. Depending on the job
specific requirements in the commercial and technical areas, the rate
is to gradually increase in the future. In 2017, a Cooperation Agreement
was concluded with the Annedore-Leber-Berufsbildungswerk
(vocational training works) in the context of which a severely disabled
trainee completed her practical placement at 50Hertz.