Rheinmetall employees identify with a distinctive corporate culture that focuses on trust, professional performance, initiative, self-responsibility, shared values and mutual understanding, and work together in partnership across functional, divisional and national boundaries.
By signing the principles of social responsibility in October 2018, the parties stress the importance of human and cultural diversity for working together, an inclusive and respectful corporate culture and tolerance in dealing with each other. The global framework agreement contains regulations governing compliance with international human rights, fair working conditions and the rights of employee representatives. The contents of the agreement were negotiated with the European Works Council. Representatives of IG Metall and the international trade union confederation IndustriALL Global Union were provided support through accompanying consultancy and coordination processes.
Diversity and internationality
We view the diversity of our employees as a key factor for long-term success. Diversity ensures that we remain an innovative, growing and competitive company. We aim to recognize, deploy and develop the skills and potential of our employees as effectively as possible, regardless of their gender, age, origin, disability or sexual orientation. The international nature of our business activities means that people from many different countries are employed in our company. With locations on six continents, supply relationships in 143 countries, 12,932 employees abroad (50.2%) and 73 nationalities represented at Rheinmetall in Germany, internationality and diversity have long been part of everyday life in the Rheinmetall Group and are key factors – despite any dissimilarities – in why we remain successful together in our global business activities. At the end of fiscal 2019, 859 employees at our German companies were foreign nationals (previous year: 821). The management teams are made up of German and foreign managers. Multinational teams work together on projects. In addition, 66 German employees were posted to Rheinmetall Group locations outside Germany (previous year: 63) in 2019.
Women in managerial positions
The Rheinmetall Group regards the employment of women as a self-evident and important part of its diversity. A total of 21% of employees were female in the year under review (previous year: 21%). Rheinmetall Automotive employed 2,807 women (previous year: 3,000) and Rheinmetall Defence 2,420 women (previous year: 2,200). A total of 112 women worked in the Group holding company and service companies (previous year: 95).
Generally, the Defence and Automotive sectors are preferred by men, who predominantly tend to choose technical or scientific subjects for study and professional training. For these reasons, the percentage of women occupying management positions in our technology group is lower than in other industries or branches of industry. In the year under review, the Rheinmetall Group employed 2,640 managers in the first four levels below the Executive Board, 269 (10.2%) of whom were women. The ratio of women among the senior management staff of 262 people in the year under review (previous year: 268) was 6% (previous year: 5%).
Our talent management helps us to identify and develop qualified women with potential at an early stage. Women in executive management and other management roles are also to be encouraged more in the future. Suitable women are prepared for future management responsibilities via the internal support and development programs for junior staff. At the same time, the internal management development programs set the respective line managers ambitious targets for the participation of women in these programs.
There were 7.8 million severely disabled people living in Germany at the end of 2017. They therefore represent 9.4% of the total population. Inclusion in the labor market is making progress thanks to the large number of initiatives and measures adopted in recent years. Today, around 1.2 million employees with severe disabilities work in German companies.
We consciously encourage autonomous and equal participation and create the conditions needed for this. As long ago as 2002, we formulated key principles and inclusion targets with the Group representative body for severely disabled employees in a framework integration agreement to this end. An action plan for employing people with disabilities was developed for the German companies of Rheinmetall AG with the representative body for severely disabled employees, which sets out the intention to enter into an agreement with the Group representative body for severely disabled employees of the Group Works Council containing specific targets for the employment of severely disabled people. The Cologne Integration Office conducted a training course for HR managers and representatives of severely disabled employees in order to communicate the legal basis and provide information on funding opportunities.
It is our aim to create a working environment that is based on the cooperation, commitment and appreciation of all employees within the company. Our open corporate culture ensures that employees with disabilities or health problems are fully integrated in working life here at Rheinmetall, where they have every opportunity to bring their talents and skills to the table and prove what they can do. Once again, the focus here is on developing existing strengths and potential. It is vital here that workstations are individually adapted to the type and degree of disability, allowing the employees concerned to achieve work of the same quality as that of colleagues without disabilities. In the year under review, the German-based Rheinmetall Group companies employed 575 severely disabled people (previous year: 555), who are represented by the Group representative body for severely disabled employees.
In accordance with the action plan developed for the German companies concerning the employment for people with disabilities, an inclusion agreement was negotiated in the year under review with the Group representative body for severely disabled employees that, among other measures, is aimed at ensuring greater accessibility at the locations themselves and during the recruiting process. New inclusion teams are tasked with ensuring that the planned changes are implemented.