Diversity

Diversity and equal opportunities

As a group with global operations, we rely on employees who understand local markets and are able to use their different experiences and perspectives to enrich the work of their team. As at 31 December 2014, Linde employed staff from 136 different countries, while 65 nations are represented in the German companies alone. In the reporting year, over 70 percent of our senior managers were from countries other than Germany, with more than 54 nations represented at this level. In 2014, around 300 Linde employees were sent on secondment to subsidiaries abroad. We are planning to conduct a global analysis in 2015 of the international experience of our senior management.

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Diversity (in %)

 

 

 

 

 

 

 

 

 

 

 

2014

 

2013

 

2012

 

2011

 

 

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.

Staff up to 30 years old

 

18.4

 

18.2

 

17.6

 

16.0

Staff between 31 and 50 years old

 

57.5

 

58.0

 

58.4

 

59.0

Staff over 50 years old

 

24.1

 

23.8

 

24.0

 

25.0

Number of nationalities of employees in Germany (total)

 

65

 

65

 

67

 

63

Non-German nationalities in senior management positions

 

71.0

 

72.9

 

69.7

 

Proportion of female employees

 

 

 

 

 

 

 

 

in total workforce

 

28.7

 

27.3

 

26.9

 

19.5

in Germany

 

25.4

 

25.9

 

25.4

 

in senior management positions

 

13.9

 

13.2

 

12.3

 

11.0

in the Executive Board

 

0

 

0

 

0

 

0

in the Supervisory Board

 

16.6

 

16.6

 

8.3

 

8.3

Severely disabled employees (Germany)

 

3.4

 

3.5

 

3.1

 

3.6

For several years now, diversity as a value has been an integral part of our executive development programmes. At Executive Board level, Thomas Blades is responsible for Diversity & Inclusion. The promotion of diversity is also one of the targets which is included in the target-setting agreements which are made with individual managers in appropriate positions. In the Engineering Division, the Diversity Committee started work in Germany in 2014. The aim of this committee, which comprises experienced male and female managers, is to ensure that the appointment process is conducted in a transparent manner and takes account of diversity. The Diversity Committee works together with the personnel department to evaluate all applications for management positions not only for diversity, but also to ensure openness and equal opportunities in the application process.

Goal

13-15%

of women in senior management positions by 2018

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. Given the changes which are expected to be made to the German Stock Corporation Act (AktG), we will provide more detail about this target in due course. In 2014, the proportion of female senior managers was around 14 percent. In the first half of 2015, we are planning to run information and communication workshops on the topic of gender diversity for top management. The Executive Board is also supporting numerous employee initiatives to promote women. These include networking events, training programmes for women with management responsibility or leadership potential, and a pilot scheme for an internal mentoring programme. The proportion of women taking part in the Global Leadership Development Circle, the development programme for senior managers, rose in 2014 to 26.5 percent (2013: 23.4 percent). The proportion of female participants in the development programme for middle management was 26.1 percent (2013: 35.6 percent).

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