GRI 405-1, GRI 405-2, SDG5, SDG8
The goal of equal opportunities for men and women is enshrined in the IG BCE's "Charter of Equality" signed by 50Hertz.
The continuous recruitment and promotion of female managers is an important part of the 50Hertz human resources strategy. In the medium term, 50Hertz Transmission therefore aims to achieve or exceed a so-called "fair share" concerning the talent market, i.e. are presentative representation of the proportion of women outside the company in the occupations that occur at 50Hertz.
The company's in-house initiative "50:50 - the women's network" has set itself the goal of promoting the further development of personal and professional skills as well as the presence and influence of women at 50Hertz. In 2017, 50Hertz submitted the first report on equality and equal pay in the annex to the management report. The share of women on the Supervisory Board of 50Hertz Transmission remains unchanged from the previous year at 17 percent. In the extended managementboard, the share of women rose from 0 percent on 31 December 2018 to 17 percent one year later.
On 7 August 2017, the Management Board of 50Hertz Transmission decided that the share of women in the first and second management levels (divisional and departmental managers) below the Management Board should reach 10 per cent and 16 per cent in the third management level below (departmental managers) by 30th June 2022. As of December 31, 2019, the target of 10 percent at the first and second management levels below the management level was easily exceeded with just under 11 percent, while the target of 16 percent at the third management level was optimally achieved.
At 50Hertz, adopting diversity and equal opportunity also means giving people with health-related disabilities the same opportunities as those without. We concluded an inclusion agreement in 2013 with the Works Council, the Spokesmen’s Committee, and the representative body for disabled employees at 50Hertz, which contains measures aimed at supporting people with disabilities in their working life. An internal inclusion team is charged with implementing and monitoring the agreement. During the financial year, the proportion of severely disabled and equivalent employees was 2.3%. In total, 10 employees with restrictions were employed by 50Hertz in the reporting year. This proportion will continue to be gradually increased in accordance with workplace-specific requirements in commercial and technical departments. In line with this, a cooperation with the Annedore-Leber-Berufsbildungswerk has been established to better facilitate young people with disabilities to enter the job market. In the year under review, the first trainee was taken on as a permanent apprentice and another started her internship. Furthermore, a cooperation with AfB gGmbH for the disposal of IT client hardware is continued. As a recognised inclusion company, AfB gGmbH offers disabled people a job as well as contributing to the avoidance of additional CO2 emissions by refurbishing and selling used IT equipment.
There were no cases of discrimination recorded in 2019.