GRI 102-41, GRI 402
50Hertz is committed to the freedom of association, collective industrial agreements and the protection of employees’ representatives. 50Hertz particularly values the trusting and constant cooperation with all codetermination bodies in our organisation. The supervisory board of 50Hertz comprises six members and is above the equal representation of employee and employer interests as contractually guaranteed by legal requirements. In a total of five supervisory board meetings in 2020, the supervisory board was updated about and advised on the current status of our business, our economic situation and the status and development of risks through written reports and verbal presentations by the management. A spokesmen’s committee with information and consultation rights represents the interests of our executives. Our works council is responsible for representing all employees who are covered by collective agreements and all non-pay-scale employees at 50Hertz. A group-wide exchange takes place in the European works council of Elia Group. During joint activities like the Industrial Group Committee of the Electricity Industry and the Work Group of Network Operators, we actively foster employee interests. Furthermore, we regularly send guest speakers and lecturers to educational events hosted by IG BCE. In order to support our employees’ union commitment, we offer "Schnupperkurse Mitbestimmung" (trial courses on codetermination). A youth and trainee representation (Jugend- und Auszubildendenvertretung – JAV) represents the interests of our young employees. JAV works closely with the codetermination bodies.
A regular exchange of opinions with employees is facilitated through various platforms (see stakeholder engagement section) and, in particular, the regularly conducted employee survey "Sag es!" (Say it!). The survey took place for the fourth time in November of the reporting year. The participation rate stood at 91% (2017: 91%) and 50Hertz was once again able to achieve an above-average Employee Commitment Index (ECI) of 71 (2017 survey: 68). The detailed results will be discussed across the organisation and across hierarchies. In a follow-up process commencing in the first quarter of 2021, company-wide areas of activity and measures will be derived for the individual teams. For the first time, the employee survey could be carried out across the Group during the same period using the same questions. Questions regarding diversity were included in a topic section on corporate culture for the first time.