Workforce

Slight increase in number of employees

At December 31, 2015, the Daimler Group employed a total of 284,015 men and women. Due to the high demand for our products, the workforce grew by 1 % compared with the end of 2014. We had anticipated that the workforce would grow slightly at the beginning of 2015. The number of employees in Germany increased to 170,454 (2014: 168,909) and employee numbers also rose in the United States, to 24,607 (2014: 22,833). At the end of 2015, Daimler employed 11,669 men and women in Brazil (2014: 12,313) and 11,002 (2014: 11,400) in Japan. (See graphic B.42) Our consolidated subsidiaries in China had a total headcount of 3,155 at the end of the year (2014: 2,664). At the end of the reporting year, the parent company Daimler AG employed a total of 151,183 men and women (2014: 151,524).

B.42 Employees by region

Workforce numbers in nearly all divisions increased compared with the previous year. Growth primarily took place at Daimler Financial Services, Daimler Buses and Mercedes-Benz Vans. (See table B.43) Within the context of the Customer Dedication initiative, the employees previously reported under “Sales & Marketing Organization” were included in the employee numbers for the respective divisions for the years 2014 and 2015. Since the end of 2015, this has also applied to the Group’s own sales and service centers in Germany and the global logistics center in Germersheim, whose employees are now grouped under Mercedes-Benz Cars, Daimler Trucks, Mercedes-Benz Vans and Daimler Buses. The figures for comparison from 2014 have been adjusted to reflect these changes.

B.43 Employees by division

  2015 2014 15/14
Employees (December 31)     % change
       
Daimler Group 284,015 279,972 +1
Mercedes-Benz Cars 136,941 135,553 +1
Daimler Trucks 86,391 87,628 -1
Mercedes-Benz Vans 22,639 21,598 +5
Daimler Buses 18,147 17,473 +4
Daimler Financial Services 9,975 8,878 +12
Other 9,922 8,842 +12

Around the world, we have combined in-house services such as those for financial processes, HR, IT and development tasks, sales functions and certain location-specific services into shared service centers. Some of the shared service centers are not consolidated because they do not affect our profitability, cash flow or financial position; those companies employed more than 6,800 men and women at the end of 2015.

The Group’s workforce also does not include the employees of companies that we manage together with Chinese partners; on December 31, 2015, they numbered approximately 19,000 people.

Number of years at Daimler

The average number of years our employees have worked for Daimler was close to the prior-year level at 16.0 years (2014: 16.1 years). In Germany, employees had worked for the Group for an average of 19.4 years at the end of 2015 (2014: 19.4 years). The comparative figure for Daimler AG was 19.9 years (2014: 19.8 years). Daimler employees outside Germany had worked for the Group for an average of 10.9 years (2014: 11.0 years).

Attractive compensation

We continually strive to further enhance our appeal as an employer — both within the company and externally on the job market. Our employees receive market-rate wages and salaries and additional benefits, such as company pension plans, which also conform to market practices. We also let our employees share in our success. For example, in April 2016 eligible employees of Daimler AG will receive a profit-sharing payout of up to €5,650 for financial year 2015 — the highest such payout in the company’s history. In April 2015, we issued a profit-sharing payout of €4,350 for financial year 2014.

High degree of employee commitment

We regularly conduct employee surveys to determine how satisfied our employees are and the extent to which they identify with the company. The feedback we receive helps us improve our organization and further develop our management culture. Our level of employee commitment is well above the global average as determined by benchmark studies. The results of the 2014 employee survey were carefully analyzed and used to identify areas where action was subsequently taken to achieve sustained improvements for the benefit of the Group and its employees. The next Group-wide employee survey will be conducted in 2016.

Mobile working

Employees are increasingly demanding more flexible working hours in line with the requirements of a modern lifestyle. In response to this development, Daimler’s executive management launched an initiative in 2015 together with the Group’s General Works Council, the IG Metall trade union and the Fraunhofer Institute. This initiative featured surveys and brought together managers and employees for a broad dialogue that resulted in the creation of a framework of rules and limitations for mobile work. The goal here is to incorporate the knowledge thus gained into a new Group-wide agreement and thus make Daimler an even more attractive employer.

Extension of Safeguarding the Future at Daimler agreement

An agreement was reached in the summer of 2015 to extend the Group-wide Safeguarding the Future at Daimler agreement. The agreement includes measures designed to improve competitiveness and flexibility, and it also excludes the possibility of layoffs for employees at Daimler AG in Germany until December 31, 2020. The basis for the extension was the local transformation plans that were agreed upon beforehand at Daimler AG plants. These plans also include investment commitments. They will enable us to utilize market opportunities, respond flexibly to demand fluctuations and quickly increase the workforce as needed.

Diversity management

The statement “Daimler’s success. Your benefit. Our responsibility.” underscores the importance of diversity management as a strategic factor for success at Daimler. The various skills, expertise and composition of our workforce enable us as a global company to effectively reflect the diversity of our customers, suppliers and shareholders around the world.

Increased proportion of women employees

Our instruments for supporting the targeted promotion of women include special mentoring programs, special seminars for women, and women’s networks. We also support both men and women who are managing a career and a family through numerous company agreements, flexible working time models, daycare services and sabbaticals.

In this context, we consider not only the new legislation for equal participation of women and men in management positions. Already in 2006, Daimler committed to raising the proportion of women in senior executive positions at the Group to 20 % by the year 2020. The proportion of women in such positions has continually risen over recent years to reach 15.4 % at the end of 2015 (2014: 14.1 %). Because we are a technologically oriented company, the targets take into account sector-specific conditions and women’s current share of our workforce. At the Daimler Group, the proportion of women in the total worldwide workforce increased to 17.3 % (2014: 16.8 %). At Daimler AG, women accounted for 15.2 % of all employees at the end of the year under review (2014: 14.9 %).

Slight increase in average age of our employees

The average age of our global workforce in 2015 was 42.5 years (2014: 42.4). Our employees in Germany were 44.0 years old on average (2014: 43.8). Employees who are 50 years old or older currently make up about 37 % of our permanent workforce at Daimler AG. On the basis of current assumptions, this proportion will rise to about 50 % over the next eight years.

Basic agreement on generation management

In the fall of 2015, executive management and the General Works Council signed a basic agreement on generation management at the Group. The components of the agreement form the framework of Daimler’s strategy for addressing the demographic transformation. The main aspects here include health, work arrangements, leadership, learning and human resources development. The associated measures are designed to help maintain the health and performance capabilities of both young and old employees, while promoting cooperation across all age groups. Examples include extensive health programs and measures to ensure ergonomic workstations.

The Daimler Senior Experts program allows experienced retired employees to return to the company for a temporary period. Around 300 senior experts have participated in the program since it was launched, with most of them helping out in production, development and IT departments. More than 600 interested former Daimler employees have set up senior expert profiles that list their areas of expertise and experience.

Securing young talent

Daimler takes a holistic approach to securing young talent. For example, for five years now, our Genius initiative has been enabling children and teenagers to gain valuable information about technologies of the future and professions in the automotive industry. (See Social responsibility) School leavers can apply to participate in a technical or commercial apprenticeship at one of our locations or to study at the Cooperative State University of Baden-Württemberg. After completing their college degrees, they can directly join our company or launch their careers at Daimler by taking part in our global CAReer training program.

We had 8,307 apprentices and trainees worldwide at the end of 2015 (2014: 8,346). A total of 1,871 young people began their vocational training at Daimler in Germany during the year under review (2014: 1,990). The number of people we train and subsequently hire is based solely on the Group’s needs and its future development. In 2015, 84 % of Daimler trainees were hired after completing their apprenticeships (2014: 89 %).

Employee qualification

We provide our staff with training and continuing education opportunities throughout their entire careers. Our range of qualification measures includes practical training courses, seminars, workshops, specialist conferences and instruction through digital media. In Germany alone, we spent €126 million on the training and qualification of our employees in the year under review (2014: €121 million). On average, every employee spent four days on qualification courses in 2015 (2014: four days).

Measures for lifelong learning, such as the Daimler Academic Programs for active employees, enable us to enhance the qualifications of our employees and improve their performance and innovative capability throughout their entire careers.

Assistance for refugees

Daimler believes it has a responsibility to help with efforts to assist refugees. In order to support the professional integration of refugees into the German labor market, Daimler is offering 14-week “bridge internships” for several hundred refugees in the coming years. After a successful pilot phase with 40 “bridge interns,” the project will be expanded to the number of 300 additional places within the first half of 2016. The 14-week “bridge internships” are being carried out in close cooperation with the Federal Employment Agency and local job centers in Germany. The latter organizations are also responsible for selecting those refugees who have the best chance of being granted residency. The internships include alternating days of German language instruction and production work. A total of 50 additional trainee positions for refugees are also being offered at various Group locations in Germany in the coming years. For information on other assistance activities see page Social responsibility.

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