Diversity and Equal Opportunities
As a company in the building materials industry, Wienerberger traditionally has a high percentage of male employees. Up to the reporting year, quantitative goals have therefore been defined to increase the percentage of women, above all in administration, sales and management.
|in %||31.12.2012||31.12.2013||31.12.2014 2|
1 Agency and temporary workers and employees under term contracts not included
2 Tondach Gleinstätten not included
3 Employees in sales, marketing and warehousing
Slight decline in the percentage of women across the Group
In the reporting year the percentage of women declined slightly. As at 31 December 2014, 13.5% of the Group’s employees were women, compared to 13.6% in 2013. In sales, marketing and warehousing the percentage rose slightly from 24.0% to 24.2%. In the other functional areas the percentage of women decreased slightly.
Measures to advance women in senior management and in leadership positions
We continue to adhere to our policy of giving preference to women for new appointments to senior management and executive positions, provided the candidates’ qualifications are equal. One specific measure to increase the number of women in senior management and executive positions at Wienerberger is to enable women to embark on suitable career paths from an early time on. In the nomination process for Ready4Excellence, our cross-divisional further training program for international key employees, we focus especially on the potential of female employees and select them on a preferential basis, provided all qualifications are equal.
HR management focus on reconciling work and family
The materiality analysis performed in 2014 showed that, from our stakeholders’ point of view, focusing merely on the percentage of women in the functional areas is not a decisive factor of sustainable human resources management. Moreover, North America has to be excluded from the definition of target figures, as US law does not allow such targets to be set for the percentage of women. We therefore decided to abandon our former quantitative targets and to concentrate on the issue of reconciling work and family for all our employees, regardless of gender.
Indicators adjusted accordingly
We have adjusted our indicators accordingly and, starting from 2014, now gather data not only on the percentage of women in the functional areas, but also the number of newly recruited women and the percentage of women working part-time. On the basis of these indicators, we can take a more differentiated approach in human resources management in order to position ourselves as a family-friendly company and to define appropriate quantitative targets for the future.
|as at 31/12/2014||Women||Women in %||Men||Men in %|
1 Agency and temporary workers and employees under term contracts not included; Tondach Gleinstätten not included
2 Employees in sales, marketing and warehousing
Wienerberger’s flexibility ensures adequate re-entry after maternity leave
Besides the reconciliation of work and family life, human resources management at Wienerberger also attempts to be as flexible as possible with regards to re-entry after maternity leave. As a matter of principle, we want to offer our female employees the same opportunities as their male colleagues and provide an attractive working environment for them. At the same time, we also want to make sure that the same individual solutions are open to our male employees.
|Headcount as at 31/12/2014||Total||of which part-time||part-time in %|
1 Tondach Gleinstätten not included