Page 64 - KELAG Annual Report 2019

pay gap between women and men. Emphasis is also placed planned measure from 2020 onwards is to offer more
on non-discrimination and equal opportunity with regard mobile working opportunities for employees, so long as it
to religious denomination. Compliance officers in the is compatible with the respective activity.
company are the points of contact for acts of discrimination
and other breaches of the code of conduct.

GRI 405-1
The strategic alignment of the company and of the
Family-friendly conditions also promote diversity and equal
departments as well as the individual development needs
opportunity. The company has now held the “family-
of employees serve as the basis for targeted personnel
friendly company“ certificate from the “berufundfamilie”
development priorities. Future competencies conducive to
(work-and-family) audit since the autumn of 2013. A
achieving business objectives are identified. These
successful re-certification process took place in 2019.
competencies provide a basis and guidance for identifying
Creating family-friendly working conditions is recognised
development needs in the departments. Within the scope
as a key factor for promoting employee satisfaction. To
of these personnel development objectives, particular
ensure the continuous improvement of working conditions
focus in the financial year 2019 was placed on building and
as well as safeguard the rights of employees, there is regular
promoting digital competencies.
communication between employee representatives and
employer representatives on the topic of balancing work
The evaluation of the measures implemented is used as a
and family life. In the financial year 2019, a parental leave
basis for the continuous optimisation of the transfer of
guide was developed as one of our action priorities. In this
learning in everyday work situations. To increase learning
way, KELAG would like to support expectant mothers and
efficiency and effectiveness, e-learning and blended
fathers in this special phase of life. The new parental leave
learning solutions as well as “training on the job” were
guide supports parents particularly in the planning
promoted. Tools for in-house knowledge sharing, such as
certainty of starting and ending their parental leave.
mentor programmes and learning circles, were also
continued.
In the financial year 2019, 1,216 employees participated in
Balancing work and family life is an important component
3,448 training days.
of future-orientated and modern human resources
management. For this reason, flexitime options with
shortened core working hours, the family leave bonus,
parental leave options and flexible working time models for
resuming work after a leave are some of the measures
actively offered. Balancing work and family life is also
reinforced by KELAG through measures for managing
childcare. Every year during the summer holidays, half-day
or full-day childcare with sport activities is offered at a

favourable price for employees’ children. Since 2014, the GRI 404-1
KELAG child daycare centre “Energiebündel” has made it
easier for employees to resume work after their parental
leave. The opening hours – all day and all year round – are Within the scope of a long-term, group-wide leadership
coordinated in line with the working hours at KELAG. One programme, focus is placed on further developing