In the Group-wide personnel policy, we consciously aim for a balanced mix of diverse personalities, skills, and experience when putting together teams of employees.
We understand diversity as a management concept, which through the inclusion of various cultures, talents, and levels of experience ensures that the composition of our workforce mirrors our presence in the international markets, our customer structure, and our business environment. We aim to achieve this in the following ways:
- local country management and therefore an international management team,
- an international workforce at the Group headquarters,
- a complementary composition of management and other teams (international, specialist, experience, age, sex etc.),
- women in management positions reflecting the proportion of women in the total workforce in Germany.
The goal is to advance and attract highly qualified and committed employees around the world who can bring various social and professional skills to our company and thus contribute to the success of the Group.
The international composition of our management team enables us to benefit from a broad range of experience and different cultural backgrounds, thereby allowing us to respond more flexibly to both global challenges and local market needs. The proportion of local managers at the upper management level remains unchanged at around 80 %.
At the Group headquarters, we consciously aim to ensure that the workforce is composed of employees from the countries in which we operate. We benefit considerably from their local knowledge and this also facilitates cooperation with the local personnel. We have 584 employees at the Group headquarters and at our technical centers, the Competence Center Materials and Heidelberg Technology Center in Heidelberg and Leimen, with 160 of these employees representing 42 different countries.
To aid diversity, we believe it is important for management positions to be held by both men and women, thereby providing a true reflection of our employee structure. Within the Group, women made up 15 % of the total workforce and held 9 % of the upper management positions in 2015.
Together with other DAX companies, HeidelbergCement signed a self-commitment in 2011. So far we have voluntarily committed to more than double the proportion of women in leadership positions in Germany from 7 % in 2011 to 15 % in 2020. In Germany, women represented 15 % of the total workforce and held 8 % of leadership positions in the top, senior, and middle management in 2015.
According to the legislation on the promotion of women in leadership positions, specific targets must be set for the two leadership levels below the Managing Board of the company. Managers who in their main role report directly to the Managing Board form the first level at Heidelberg- Cement, and any of their employees with leadership responsibility form the second level below the Managing Board. In 2015, the proportion of women in leadership positions in Germany at the first level below the Managing Board was 10 %, and 9 % at the second level.
HeidelbergCement decided to retain its voluntary target for the two levels below the Managing Board, but to bring forward its achievement to mid-2017. In specific terms, this means that we aim to achieve a proportion of 14 % of women in leadership positions at the first level below the Managing Board and 15 % at the second level by 30 June 2017. As a result, the proportion of women in leadership positions would correspond to the proportion of women in the total work- force of HeidelbergCement in Germany. The decision to bring forward the target achievement to mid-2017 is a clear indication that we have worked consistently on the promotion of women in the last few years and achieved significant success. The proportion of women in programmes for the advancement of future executives across Germany is already 24 % and therefore significantly higher than the proportion of women in the total workforce.
Share of women in Germany
Target: 30 June 2017
First leadership level
Second leadership level
The global “NOW – Network of Women” at HeidelbergCement is an initiative that brings together female employees worldwide both virtually and face-to-face. Among other things, it enables the regular, informal exchange of ideas and targets the development of individual careers as well as the promotion of women.
Our Group, too, is faced with the consequences of demographic change. Around 14% of our employees are younger than 30. The majority of the employees are aged between 30 and 49, making up around 51% of the Group’s total workforce. 35% of our employees are above 50 years of age.
We are responding to the effects of demographic change with numerous measures adapted to regional requirements. In Germany, for example, we have continued to develop our health management activities and have incorporated them in the “FIT for LIFE” initiative. It includes a prevention programme for the early diagnosis of illnesses and risk factors, but primarily focuses on the initiative of individuals to adopt a healthy lifestyle. This service covers, among other things, colon cancer screening, flu vaccinations, eye examinations, special health days, and lectures about health. In the future, health management activities will continue to focus on the prevention of typical age-related health risks and change in awareness. We are therefore specifically promoting company sports activities for all age groups.