Page 148 - KELAG Annual Report 2017
P. 148

name but a few. In addition to this, the “HR night” is usually   The number of women in technically orientated companies
           organised  every  year  –  for  university  graduates,  among   is  traditionally  low.  In  2017,  the  female  representation
           others  –  to  boost  the  positive  image  of  KELAG  as  an   quota  in  the  Group  was  around  19%.  As  part  of  the
           employer in an even more targeted manner. Current topics   programme for the promotion of women, management is
           in  personnel  management  are  addressed  in  keynote   encouraged  to  nominate  more  women  with  equal
           speeches by HR experts.                       qualifications for the talent pool. KELAG’s objective is also
                                                         to inspire more women to pursue a technical profession, in
             GRI 103-1, 103-2, 404-2
                                                         particular  a  technical  apprenticeship.  The  percentage  of
                                                         employees in  the  Group  who  are  not  Austrian  is  around
                                                         5.0%, 49 of whom are employed by associates abroad.
           Women in management positions, international exchanges
           and a generational mix in teams allow new perspectives for    GRI 103-1, 103-2, 405-1
           innovation  as  well  as  forward-looking  corporate
           management within the Group. The focus of our efforts in
           this area is the group-wide conviction that a high degree of
           diversity among employees is one of the keys to the success
           of our business.
           The diversity approach involves giving equal opportunity
           to  the  different  generations,  genders  and  cultures,
           increasing  productivity  within  the  company  through
           diversity and also taking on social responsibility. The KELAG
           diversity programme focused on the area of generational
           management.  There  were  also  various  initiatives  and
                                                         The  criteria  for  employee  selection,  training  and
           projects on the integration of persons with special needs as
                                                         development relate exclusively to the work involved. There
           well as on the topic of cross culture. KELAG also attaches
                                                         is no gender pay gap between women and men. Emphasis
           great importance to increasing the number of women in
                                                         is also placed on non-discrimination and equal opportunity
           management positions.
                                                         with regard to religious denomination. Compliance officers
             GRI 103-1, 103-2
                                                         in  the  company  are  the  points  of  contact  for  acts  of
                                                         discrimination and other breaches of the code of conduct.
                                                            GRI 103-1, 103-2, 405-2, 406-1

                                                         Following  the  successful  adaptation  of  personnel
                                                         development  priorities  in  keeping  with  the  company’s
                                                         strategic  alignment,  new  digital  formats  of  learning,  in
                                                         addition to other existing solutions, have been in place in
                                                         the  Group  since  2017.  First  in-house  developments in e-
                                                         learning have been applied, on the one hand, to offer new
                                                         employees the opportunity to familiarise themselves with

                                                         the strategic alignment of the company and, on the other,
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