Diversity

Diversity and equal opportunities

As a group with global operations, we rely on employees who understand local markets and customers and use their different experiences and perspectives to enrich the work of their team. At 31 December 2015, employees from 134 different countries worked in our Group, while 64 nations were represented in the German companies alone. The proportion of senior managers from countries other than Germany in The Linde Group was 70 percent in the reporting year, with 49 nations represented at this level. In 2015, around 200 of our employees were sent on secondment to subsidiaries abroad.

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Diversity (in %)

 

 

 

 

 

 

 

 

 

 

 

2015

 

2014

 

2013

 

2012

 

 

As a result of the 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

 

17.6

 

18.4

 

18.2

 

17.6

Staff between 31 and 50 years old

 

57.6

 

57.5

 

58.0

 

58.4

Staff over 50 years old

 

24.8

 

24.1

 

23.8

 

24.0

Number of nationalities of employees in Germany (total)

 

64

 

65

 

65

 

67

Non-German nationalities in senior management positions

 

69.5

 

71.0

 

72.9

 

69.7

Proportion of female employees

 

 

 

 

 

 

 

 

in total workforce

 

29.3

 

28.7

 

27.3

 

26.9

in Germany

 

25.4

 

25.4

 

25.9

 

25.4

in senior management positions

 

14.8

 

13.9

 

13.2

 

12.3

in the Executive Board

 

0

 

0

 

0

 

0

in the Supervisory Board

 

25.0

 

16.6

 

16.6

 

8.3

Severely disabled employees (Germany)

 

3.6

 

3.4

 

3.5

 

3.1

Linde’s executives play an important role in promoting diversity. On the Executive Board, Thomas Blades is responsible for Diversity & Inclusion. For a number of years, diversity has been an integral part of our executive development programmes. It is also considered when employee evaluations take place. In the Asia/Pacific segment, which comprises 15 countries, we launched an initiative in 2015 on diversity in the workplace which involved talks, mentoring schemes and workshops and the setting up of women’s networking groups. In the United States, we promoted inter-generational exchange programmes and exchanges between African American and Latin American colleagues.

Goal

14 %

of women in the first management tier below the Executive Board by 2017, 18 % by 2022

Measures taken

  • Initiative for women with management responsibility and leadership potential
  • Networking events and workshops
  • Mentoring schemes

Status

11 %

by the end of 2015

Ziel

17 %

of women in the second management tier below the Executive Board by 2017, 22 % by 2022

Status

16 %

by the end of 2015

An important priority for Linde in the area of diversity is to increase the number of women in management positions. As part of a joint initiative set up by all 30 DAX companies in Germany, Linde set itself the target in 2011 of increasing the proportion of women in senior management positions to between 13 and 15 percent by 2018. In 2015, this proportion was 14.8 percent. During the reporting year, we replaced this target with more detailed targets for the two upper tiers of management. The proportion of women in the first management tier below the Executive Board should rise to 14 percent by 2017 and 18 percent by 2022. In 2015, the proportion of female senior managers in this tier was around 11 percent. In the second management tier below the Executive Board, we want the proportion of women to be 17 percent by 2017 and 22 percent by 2022. This figure was 16 percent in 2015. In order to meet these targets, the Linde Executive Board is supporting various employee initiatives promoting women. These include cross-departmental networking events and training programmes for women with management responsibility or leadership potential. An internal mentoring programme was launched in 2015 in Germany. Experienced managers provide support particularly to women to enable them to continue to develop their personal and professional skills. The programme should be expanded in 2016. The proportion of women taking part in the Global Leadership Development Circle, our development programme for senior managers, was 23 percent in 2015 (2014: 27 percent).