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Daimler 360 GRAD - FAKTEN zur Nachhaltigkeit 2008 Daimler Nachhaltigkeitsbericht 2008 / Employees / Workforce and management relations / Diversity Diversity management at Daimler As a globally operating company, Daimler values the diversity of its employees and the variety of their personal skills, talents, and capabilities. Since 2005, the Group has pursued a diversity management approach designed to exploit employee differences and variety for the success of the company. Daimler aims to become one of the most highly respected automakers with regard to diversity and inclusion management by 2010. Our immediate objective in Germany is to increase the proportion of women in management positions. We’re utilizing a large range of measures here. For example, we’ve conducted diversity workshops for more than 1,500 managers since 2006, we currently have mentoring programs for 200 female participants, and we seek to promote women to management positions in numbers defined by firm target corridors (see table). Proportion of women employees at Daimler AG in % Dec. 31, 2006 Dec. 31, 2007 Target corridor of the previous company agreement (2000 – 2005) Target corridor of the new company agreement (2006 – 2010) Workforce 12 12 12.5 – 15 12.5 – 15 White - collar 24 24 – – Trainees 19 19 18 – 20 20 – 24 Commercial-technical apprentices 11 11 09 – 11 11 – 14 Level 4 management 10 11 08 – 12 10 – 14 Diversity masterplan and measures
Daimler 360 GRAD - FAKTEN zur Nachhaltigkeit 2008 Daimler Nachhaltigkeitsbericht 2008 / Employees / Workforce and management relations / Diversity / Diversity management activities* Diversity management activities* Diversity and AGG workshops. Since 2006, some 1,500 managers have attended mandatory workshops on diversity management and Germany’s General Equal Treatment Act (AGG). Among other things, the workshops present diversity management as a business issue. We at Daimler are dedicated to achieving a broad understanding of diversity throughout the Group, because we are aware that the creativity and abilities of all our employees are essential to our long-term business success. Daimler managers have also become acquainted with the principles and goals of diversity management in the five diversity conferences that have been held to date by both HR units and the divisions. Flexible work. Flexible work models are becoming increasingly important in the competition to obtain the most talented employees. We already utilize a variety of work time models and are now cooperating more closely with the business units to further increase the acceptance of such flexible setups. Studies have shown that the ability to alter work time through mobile working, part-time work, or job sharing increases employee efficiency. Mentoring programs for women in managerial positions. The TANDEM mentoring program has been available to assist female managers at various hierarchical levels since 2007. Nearly 200 women are now taking advantage of the opportunity the program offers them to discuss Group-specific topics, and personal and professional development with an experienced executive from a unit other than their own. Increasing the proportion of women in management positions. The selection of candidates to fill vacant management positions, as well as the professional development of managers, is governed by the Aspirational Guidelines — a set of voluntary annual targets agreed on by the divisions for increasing the proportion of women in management positions. At the Group level, we are striving to achieve an annual increase of one percentage point each year. Women currently account for approximately 7.5 percent of all managers at the Group worldwide. The Group-wide “General Works Council Agreement on the Promotion of Women” also sets targets to be achieved by 2010 (see table). Childcare at Daimler. The Daimler Board of Management has authorized the creation of daycare facilities near Group locations by 2009, to provide services for up to 350 employee children. In addition to meeting currently valid quality standards for preschool education, these daycare centers must also offer a dual language program and extremely flexible opening hours and registration processes. Such sternchen (“Little Star”) centers have already been opened in Wörth, Untertürkheim, Bremen, and Sindelfingen, and others will follow in 2008. Daimler also offers employees spots for their children in external kindergartens, as well as short-notice daycare and alternative childcare services. Diversity Charter. In 2007, we also stepped up activities in Germany related to the Diversity Charta that we drew up in December 2006 with the German federal government, Deutsche Bank, Deutsche Telekom, and Deutsche BP. More than 200 companies, associations, municipalities, and clubs have since signed the Charta, thereby underscoring the economic and social significance of diversity. * Content on this page is available exclusively on the Internet.
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