Global Compact International Yearbook Ausgabe 2013

Good Practice
Labour Standards
ecutive Officer, Dr. Peter Köhler. In his
opinion, it is not only immoral to count
colleagues over the age of 50 as past
their prime, but faced with demographic
change, it is also unwise from a corporate
perspective. Older colleagues have a huge
wealth of experience that they bring to
the daily work processes. Combined with
the newest qualifications of the younger
staff, this experience creates the perfect
mix for a company that is dedicated to
innovation and precision.
Based in Detmold, the company has
maintained an academy of its own since
2003. “We have united international
activities for qualifying and building
knowledge in our company and transferring
that knowledge to and from external
institutions, universities, and partners
under the umbrella of the Weidmüller
Academy,” states Köhler. The academy
has had an offshoot in Shanghai since
2011. It is dedicated to ensuring, for example,
that the successful “dual course
of studies” model takes off in Asia. Additionally,
the academy cooperates with
well-known universities in Germany,
Asia, and across the world – for instance
with the Centrum Industrial IT
in Germany and the Shanghai Jiaotong
University – to promote research.
Weidmüller places particular emphasis
on being involved at an early stage by
providing support for solid education and
making the right choices – not simply
when youngsters are starting their professional
lives. Every year, more than 3,000
pupils all over the world experience their
first taste of a “corporate atmosphere”
at Weidmüller. In 2011, the company
was awarded the Hermann-Schmidt
prize for its professional orientation
program, which accompanies pupils
on an ongoing basis starting in the 7th
grade. “We harness the natural curiosity
and enthusiasm of teenagers to steer
them toward topics such as mathematics,
natural sciences, and technology in
a playful way,” explains the Managing
Director Human Resources, Dr. Jürgen
Ober. “According to the Association of
German Engineers (Verein Deutscher
Ingenieure), there are currently 98,000
vacant jobs for engineers in Germany,
and the need for engineers in the future
will be even greater. Investing in education
is, for Weidmüller, sustainability in
action,” summarizes Köhler.
With its diverse range of opportunities,
Weidmüller also makes every effort to
offer the right path for each candidate as
they begin their work life. The company
has trained apprentices for more than
60 years, and every year it accompanies
more than 200 apprentices and trainees
worldwide as they begin their professional
lives. Alongside the classic apprenticeship
for a total of 10 professions
in the technical and commercial spheres,
the dual course of studies and trainee
program provide further attractive possibilities
for an ideal start in the chosen
profession. Three-month periods abroad
in one of Weidmüller’s global branches
are an integral part of the training plan
of the 18-month trainee program. Furthermore,
there are integrated “mentoring
programs”: Junior staff have direct
access to managers who also help them
with career planning. A direct exchange
of ideas promotes a culture of dialogue
within the company.
“For today’s employees – whether starting
work or already experienced – alongside
salary, the whole package has to be
just right: A motivating company culture
Dr. Peter Köhler, spokesperson of the board,
believes in the encouragement of employees
as a crucial factor of success.
is part of this, as is a productive work atmosphere,”
states Ober. This is influenced
positively by an appreciative management
culture and pleasant colleagues,
but also by additional fringe benefits
such as individual training measures
and joint sporting and leisure activities.
Measures aimed at catering to the needs
of older staff are currently being developed.
Opportunities tailored to older
staff should help maintain performance,
the ability to work, and –last but not
least – the motivation of staff aged 57
and older, particularly in the years right
before reaching the statutory retirement
age. For example, older staff can reduce
their work hours and enter into a parttime
arrangement, with which they can
alternate between five-day and four-day
work weeks. From the age of 57, staff
members are also granted two extra
days of “extraordinary holiday.” With
increasing age, the number of additional
holiday days rises as well and allows for
up to 36 days of extra holiday. Longer
periods of exemption are also possible:
For example, staff on part-time contracts
could work full-time for three months
and then take three months off.
Additional measures are also offered
for the health of older staff. General
examinations by doctors as well as annual
eye and hearing tests and subsidies
for hearing aids are part of the package.
Spouses and partners can be involved in
the individual planning of special fitness
programs: for instance, through a grant
for a holiday in a convalescence clinic or
a joint cookery course for healthy eating.
The innovative activities are not only
well-received by staff, they also help to
counteract the impression that age is an
obstacle that needs to be overcome. In
fact, our program expresses our particular
appreciation for older staff and their
qualifications, which are hugely important
for the company. Köhler emphasizes:
“The difference between a good and an
outstanding company are the staff: the
young and the experienced – together –
in one team.”
Global Compact International Yearbook 2013 107