GRI 405-1, GRI 405-2, SDG5, SDG8
As a reflection of its convictions and in compliance with the ILO convention 111, 50Hertz is committed to fostering diversity and strictly condemns any discriminatory conduct in all aspects of professional life. All of our employees enjoy equal rights regardless of their ethnic origin, age and gender, their sexual orientation, religious affiliation, political views, national or social origin, or any other factors. In the reporting year, 50Hertz became a member of the German Diversity Charta, a working initiative for fostering diversity in companies and institutions, thus reinforcing an open and appreciative corporate culture.
Equal opportunities for men and women: This goal is part of the“Equality Charta” of the IG BCE, which 50Hertz has signed. TheCompany feels it is its duty to support the idea of “Fair Share”and strive for a proportion of female employees in our job profiles equal to that outside of the Company. As of 31 December2018, there was a 9% share of female managers, an almost 17% share at the second management level, a 17% share of Supervisory Board members and 20% share in management. The in-house initiative “50:50– das Frauennetzwerk” (The Womenʼs Network) works towards promoting the development of personal and professional competence and the presence and influence of women at 50Hertz. The EntgTranspG [“Entgelttransparenzgesetz”: GermanRemuneration Transparency Act] entered into force on 6 July 2017. 50Hertz Transmission GmbH has submitted its first reporton equal opportunities and equal pay in the Management Report of 31 December 2017.
At 50Hertz, fostering diversity and equal opportunity alsomeans giving people with health-related disabilities the sameopportunities as people without disabilities. 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 fiscal 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 2017, the Company entered into a partnership with the Annedore-Leber Vocational Training Centre and integrated a trainee with disabilities. In the fiscal year, 50Hertz entered into a partnership with AfB gGmbH for the disposal of IT clients’ hardware. The renowned inclusion company offers employment to disabled people and contributes to the prevention of further CO2 emissions by processing and selling used IT equipment. There were no cases of discrimination in 2018.
GRI 401-1, G4-EUS-EU15
Employees of 50Hertz benefit from a family-friendly work environment and the opportunity to find a work-life balance. In order to give mothers and fathers the necessary flexibility for managing childcare, there is a company agreement promoting compatibility of work and family. The agreement regulates questions of parental leave, support services, flexible work hours, special leave and sabbaticals, as well as professional support. In the 50Hertz Netzquartier building, there is also a day care centre for the children of our employees, which also offers spaces for children from the neighbourhood. Beyond that, we have established a parent-child office for short-term childcare needs.
Together with the General Works Council and the IG BCE, an agreement was established on fostering and maintaining the employability of our staff. This agreement provides a basis for personnel policies that will help us face the effects of demographic change. Our objective is for employees to be able to carry out their work activities without any limitations until they reach their regular retirement age.