Working with Wienerberger’s employees
From safety and well-being to the international exchange of knowledge: learn more about what Wienerberger does for its employees.
Our success has many facets: our approximately 16,000 employees worldwide are the key to further developing the Wienerberger Group. We see that creating the best possible working environment for them is our number one priority. In addition, we are strengthening our communication culture, launching group-wide initiatives, offering customized development programmes and are enabling international exchanges.
The basic principles of employee management
Wienerberger’s company values, in particular responsibility, integrity and respect, determine how we interact with our employees. We look after safety and well-being in the work place and create equal opportunities for all employees. In addition, we are determined to look after employee satisfaction. In light of this, we support personal development. We encourage success and autonomy and welcome entrepreneurial thinking and behavior.
In analyzing what is fundamental to our company, with regard to interaction with employees, the following was defined as crucial:
Safety and well-being
As a manufacturing company, we take responsibility for the safety of our employees very seriously. We take structural, technical and organisational measures in the workplace and encourage a clearly defined culture of safety, for example through training courses and incentives. Regarding health and well-being, we support our employees with a number of options.
The satisfaction of our employees is the driver of success behind Wienerberger. To guarantee this, we facilitate the exchange of information across different departments, encourage the transfer of knowledge in the workplace and support effective collaboration.
Communication and inclusion
Wienerberger is internationally represented in 30 countries. Across all our business locations, we offer our staff a wide range of training and information exchanges. They can collaborate and actively shape the future of this company using their ideas. By doing so, we strengthen their personal development and well-being.
Aims and actions
Initiatives for health and safety
Our aspirations for employee health and safety are very high. The long-term aim is to eradicate accidents in the Wienerberger Group. To work towards this, in 2010 we implemented the group-wide Safety Initiative through the use of uniform safety standards and then further developed the initiative in 2014.
In addition, our individual business areas are implementing initiatives such as the Safety Roadmap of the Clay Building Materials Europe Business Unit or the behavioral observation programme of our subsidiary company Pipelife. Further measures include, for example, the Semmelrock Safety Book or DuPontTM STOP® (Safety Training Observation Programme) from Steinzeug-Keramo.
In terms of health, we believe in prevention. We offer all employees regular medical check-ups, company medical care, ergonomic workplace advice, as well as providing fitness and health activity offers. In selected countries we promote supplementary insurance policies for staff. An example: in the North American Division, all full-time members of staff benefit from health insurance. This is above and beyond the obligations set out by the local laws (Affordable Care Act).
Employee satisfaction survey
Job satisfaction is extremely important to us. We gauge this based on regular employee satisfaction surveys across the entire Wienerberger group. The survey uses various detailed criteria to determine the satisfaction levels of our employees. The results were correlated depending on the business area and were shared with all employees. Using these results, we create further steps and measures to build on progress.
Staff communication and training
We are working on continuously implementing the core Wienerberger values throughout the entire group. To achieve this, we keep our employees constantly informed about Wienerberger Strategy, corporate goals and current business developments. Our iComm intranet enables cross-border communication and collaboration. Furthermore, we support our staff with customized training programmes. This ensures a high level of expertise in all business areas and long-term succession management. Additionally, networking and the international exchange of knowledge are encouraged by all internal and external training measures.
The following table provides an overview of any staff-relevant figures.
|Employees||2015||2016||2017||Chg. in %|
|Ø Employees as at 31/12||Full-time equivalents (FTEs)||15,813||15,990||16,297||1.9|
|Employees as at 31/12||Headcount||15,690||15,878||16,258||2.4|
|Accident frequency rate 1)||8.0||6.5||5.4||-16.8|
|Accident severity rate 2)||209||177||173||-2.1|
|Ø Sick-leave days / employee 3)||in days||9.1||9.6||10.2||6.5|
|Ø Training hours / employee 4)||in hours||15.5||12.7||13.6||7.1|
|Ø Training costs / employee||in €||211||228||255||11.8|
|Percentage of women||in %, relative to total headcount||13.5||13.6||13.8||-|
|Employee turnover 3)||in %||9.2||9.0||9.2||-|