Diversity

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.

Internationality

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 614 employees at the Group headquarters and at our technical centers, the Competence Center Materials and Heidelberg Technology Center in Heidelberg and Leimen, with 183 of these employees representing 41 different countries.

Gender diversity

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 13% of the total workforce and held 10% of the upper management positions in 2016.

According to § 111 section 5 of the German Stock Company Act, the Supervisory Board defines the target figure for the proportion of women in the Managing Board as well as time limits for achieving such a target. The Supervisory Board of HeidelbergCement AG has decided to maintain the current proportion, as of 30 June 2017, of 0% women in the Managing Board as target figure for the proportion of women in the Managing Board to be achieved by 30 June 2020.

When appointing positions in the Managing Board, the Supervisory Board does not make any distinctions based on gender, origin or any other feature. Decisions about the staffing of management positions within the company are solely based on factual aspects such as the professional qualification and the personal suitability of the respective person for the specific task. The Supervisory Board will take diversity into account when making personnel decisions, as was the case in previous managing board appointments.

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 HeidelbergCement, and any of their employees with leadership responsibility form the second level below the Managing Board.

HeidelbergCement had set itself the target to achieve a proportion of 14% of women in leadership positions in Germany at the first level below the Managing Board and 15% at the second level by 30 June 2017. When determining these targets in 2015, the proportion of women in the total workforce In Germany was 15%. The targeted proportion of women in management positions thus equaled the share of women in the entire workforce at HeidelbergCement in Germany. This target is quite ambitious compared to other companies in Germany.

On 30 June 2017, the proportion of women in leadership positions in Germany at the first level below the Managing Board was 12%, and 9% at the second level.

Share of women in Germany201420152016Status: 30.06.2017Target: 30.06.2017New target: 30.06.2022
Total workforce14%15% 16%1)
First leadership level10%10%10%12%14%15%
Second leadership level7%9%9%9%15%15%

1) Average proportion of women in the total workforce in Germany 2014-2016: 15%

We have worked consistently on the promotion of women in the last few years and increased the share of women at the first level from 10% in 2015 to 12% in 2016. However, we were not able to achieve our targets for the first reporting period. The integration of Italcementi and the associated increase in the number of technical functions, which have a larger share of men than women, prevented a greater increase.

However, we are confident to further increase the proportion of women in leadership positions. For example, the proportion of women in programmes for the advancement of future executives across Germany is already 28% (previous year: 24%) and therefore significantly higher than the proportion of women in the total workforce.

In accordance with the legal requirements set out in § 76 section 4 of the German Stock Company Act (AktG), the Managing Board has defined new targets for the proportion of women for the two leadership levels below the Managing Board. These are each 15%. The proportion of women in the total workforce in Germany continuously serves as a reference point for these target figures. We used the average value of the last three years in order to compensate for short-term fluctuations in the number of employees. The deadline for the achievement of the new targets was set to 30 June 2022. Due to the shift of technical expertise from abroad to Germany, the share of technical functions increased disproportionately. This is a particular challenge with regard to increasing the proportion of women in leadership positions. We are specifically targeting long-term, internal promotion of young talent, which is why a period up to 2022 has been set for achieving the target.

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.

Demographic Development

Our Group, too, is faced with the consequences of demographic change. Around 12% of our employees are younger than 30. The majority of the employees are aged between 30 and 49, making up around 52% of the Group’s total workforce. 36% 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.