Diversity

We have identified diversity as one of four values that are especially important to our organisation. For a global group, an intercultural workforce is a crucial advantage. We rely on employees who understand their local markets and can use their different experiences and perspectives to advance the work of their team.

70%

of senior managers are from countries other than Germany

As at 31 December 2013, the Group employed staff from 139 different countries, while 65 nations are represented in the German companies alone. The proportion of senior managers from countries other than Germany in The Linde Group exceeded 70 percent in the reporting year, with more than 50 nations represented at this level. In 2013, more than 260 Linde employees were sent on secondment to subsidiaries abroad.

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Diversity

 

 

 

 

 

 

 

 

 

 

 

 

 

2013

 

2012

 

2011

 

2010

Staff up to 30 years old

%

 

18.2

 

17.6

 

16.0

 

16.4

Staff between 31 and 50 years old

%

 

58.0

 

58.4

 

59.0

 

59.6

Staff over 50 years old

%

 

23.8

 

24.0

 

25.0

 

24.0

Nationalities of employees in Germany

 

 

65

 

67

 

63

 

58

Non-German nationalities in senior management positions

%

 

72.9

 

69.7

 

 

Proportion of female employees in total workforce

%

 

27.3

 

26.9

 

19.5

 

19.3

Proportion of female employees in Germany

%

 

25.9

 

25.4

 

 

Proportion of female employees in senior management positions

%

 

13.2

 

12.3

 

11.0

 

10.3

Women in the Executive Board

%

 

0

 

0

 

0

 

0

Women in the Supervisory Board

%

 

16.6

 

8.3

 

8.3

 

0

Severely disabled employees (Germany)

%

 

3.5

 

3.1

 

3.6

 

3.5

As a result of the first-time application of the revised accounting standards, the sites in the scope of our reporting changed in the 2013 financial year. Accordingly, the key financial, environmental and employee KPIs for 2012 were adjusted retrospectively. In addition, the KPIs for employees, occupational health and safety and environmental protection for the year 2012 were retrospectively adjusted to account for the effects of the acquisition of the US homecare company Lincare. To ensure that the figures for 2012 and 2013 can be compared, we reported the full year 2012 for Lincare.

Another of our main priorities in the area of diversity is the promotion of female managers. We have set ourselves the target of increasing the proportion of women in senior managerial positions to between 13 and 15 percent by 2018. Various measures have been introduced in a bid to achieve this target. Diversity as a value has also been integrated into executive development. Moreover, the promotion of diversity forms part of the individual target agreements for managerial staff in the relevant positions.

Goal

13 – 15%

of women in senior management positions by 2018

In 2013, Linde launched an initiative in several regions and across various business areas which is designed to support women as they develop their careers within the Group. In Germany, we have designed an internal mentoring programme for women and a training programme aimed at supporting female managers. Once again, the number of women taking part in our two major management development programmes grew during the reporting year. In the Global Leadership Development Circle, the most important development programme for senior managers, the proportion of women rose to 23.4 percent, which is almost twice as high as the previous year's level. In the Global Talent Circle, which is aimed at middle management, the proportion of women taking part was 35.6 percent (2012: 29.0 percent).

Another important issue in relation to diversity is how to tackle the impact of demographic change and ensure cooperation between employees from all age groups. The Family and Career working group has been looking at demographic issues at Linde since 2008. With our health management measures and opportunities for flexible working, we are also responding to the particular challenges presented by an ageing workforce.