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STADA’s personnel policy is managed centrally by the Global Human Resources department at Group headquarters. In this regard, the global functional departments “Talent Management & People Development“, “People Analytics, Talent Acquisition & Employer Branding“ as well as “Compensation & Benefits“ lay out the standards, guidelines and processes that are implemented by the international subsidiaries and supplemented in accordance with the conditions specific to the market. To strengthen the centrally managed international HR structure, in financial year 2019, functional reporting lines for all local personnel managers to global HR management were established.
In the reporting year, two HR Leadership conferences took place, bringing together HR representatives from headquarters and those responsible for personnel from the larger subsidiaries in order to improve international cooperation. The focus of the event, which in the future will take place twice a year in different countries in which STADA is active, is especially the presentation of global projects.
The measures initiated globally in financial year 2019 included, among others, the establishment of the global department “Talent Management & People Development”, which in the future will be responsible for the areas of “Culture and Values”, “Change Management”, “Talent Management”, as well as “Succession Planning and Executive Development”. Furthermore, in the reporting year, the process of creating and implementing the new SAP-based HR IT environment was continued, enabling the standardization and digitalization of Group-wide HR processes. In two countries in which the Company is active, the basis module will now be used for the recording of employee core data and organizational structures. In Germany, the modules for personnel recruitment and time recording are also already being used. In addition, a global project team led by the Compensation & Benefits department began working on a global compensation structure in the reporting year.
Employee Recruitment and Retention
A company’s success depends, to a great extent, on the competence, commitment and motivation of its workforce. In order to recruit and retain qualified employees, STADA offers its staff a wide range of social and financial benefits.
Equal opportunities and family-friendly framework conditions are important factors in the success of every company and fundamentally contribute to competitiveness. For this reason, STADA supports its employees in establishing a work-family balance by allowing for flexible work hours, or by granting employees contributions to childcare costs and consultation services on the topic of caring for dependents.
In addition to contributions to childcare costs, STADA’s financial contributions include payments or subsidies for the commute to the workplace, supplementary occupational disability insurance in the chemical industry (BUC) for every employee covered by collective agreements and those covered by similar agreements, the promotion of the ChemiePensionfonds, as well as group accident insurance, which also covers private accidents.
In order to deal responsibly with the labor of each individual employee – one of the Company’s key resources – STADA has, among other things, established Company health management at its headquarters in Bad Vilbel, which supports the workforce in staying physically fit. These include, for example, a fitness room, yoga courses, massage programs and sports groups as well as a health day held annually at two locations in Bad Vilbel.
In order to continue to be perceived as an attractive global employer in the future, the Human Resources department is, on the one hand, constantly developing the above-mentioned programs and framework conditions. On the other hand, in financial year 2019 it began to further expand communication with internal and external target groups. Internal communication takes place in particular through regular reporting on the global intranet and the global newsletter. LinkedIn and the fully-revised global career website are now also used for external communication.
Training and development
STADA attaches great importance to training and development. Particularly against the backdrop of covering its own need for qualified young talent and, with it, securing and strengthening the competitiveness of the Company, STADA makes use of internal promotion and targeted programs. The individual training of employees is defined and coordinated by the respective departments on a needs-oriented basis and in accordance with individual targets.
In the reporting year, STADA introduced a global program for the promotion of talent aligned with the corporate culture and the goal of future growth. In three development cycles, participants are given a comprehensive understanding of STADA’s purpose, values and strategy.
With the goal of recruiting and promoting young talent, STADA also initiated the introduction of a global trainee program called “IMPACT” which will start in financial year 2020. Ten trainees in four functional areas will be trained at STADA for 24 months within the framework of the program and prepared for a potential long-term position in the STADA Group.
In 2019, nine people successfully completed their training or dual studies at STADA in Germany. Six additional persons were still undergoing training in different areas of the Company during this period. As part of its development program, the Company also offers students the opportunity to collect practical experience in the pharmaceutical industry with an internship or clerkship.
In the reporting year, internal communication assumed a decisive role in the communication of the various growth and transformation initiatives at STADA. The various channels were used on the one hand to provide background information on acquisitions or to explain the overall Group strategy and, on the other hand, to strengthen corporate culture.
This becomes particularly clear on the Group’s newly established intranet that, in line with one of the four corporate values, bears the name @ONESTADA. After various local platforms had made the central flow of information more difficult for years, there is now for the first time a central contact point that combines international information from the Company’s headquarters and countries with national news. A common “Look & Feel” based on Sharepoint, which fits seamlessly into the Group’s existing IT landscape, facilitated the establishment of the new site and creates a sense of togetherness among the participating country organizations both visually and in terms of content. The intranet was initially launched in the Group’s four main languages English, German, Russian and Serbian. The intranet was initially launched in the Group’s four main languages English, German, Russian and Serbian. An expansion to other languages and subsidiaries is planned.
The employee magazine was also further internationalized in financial year 2019. In spring, STADA published the jacket section, which is identical in all languages and contains the most important information at Group level – for the first time also in Vietnamese. The publication now appears in nine different languages and in ten countries. In order to integrate communication topics even better in the future, an international meeting was held for the first time in 2019 with around 40 communication managers from the various countries, which is to be repeated annually. In the meantime, regular telephone conferences ensure the exchange and flow of information with the countries.
A constant on the agenda is the communication of values across the entire STADA Group. As a blueprint for other countries, a concept for a poster campaign was developed at the Company’s headquarters that presents employees as ambassadors of values. It was possible to attract more than forty participants for this. In the future, the images will be used both for internal communication and for all measures relating to the topic of “employer branding”. There are also numerous local value initiatives that can be shared in the form of best practices and adapted if desired.
With regard to direct communication, an ever-increasing degree of internationalization can also be observed. For the first time in the reporting year, a global employee meeting was held outside Group headquarters. Similar to the last events, the one in Belgrade, Serbia, was transmitted to the entire organization via livestream and simultaneously translated into German, Spanish, Russian and Serbian.
Employee rights and occupational safety
Throughout the Group, STADA respects the rights of its employees in compliance with local laws.
The Company is committed to the principle of equal treatment and pursues violations of the German Non-Discrimination Act (AGG) with disciplinary consequences. In order to promote protection against discrimination in the workplace, employees at German locations are, for example, instructed in the applicable non-discrimination policy upon entering the Company and an internal complaints office serves as a contact point.
The Company continues to place importance on the fair involvement of employee representatives and expresses a clear commitment to the freedom of association as well as to the right of its workforce to membership of a union.
With a view to the safety of employees, the prevention of accidents and emergency situations as well as the planning of emergency measures take on great importance. Within this framework, the Group ensures their safety in the workplace in compliance with current standards. You can find more detailed information on this topic in “Health, safety and environmental protection”.
Fostering equal opportunity
STADA values the diversity of personal qualities, talent and performance within its workforce. The future viability of the Company largely depends on how this diversity is promoted and utilized. As an internationally active Group with locations in over 30 countries worldwide, cultural diversity is an important part of the Company.
With regard to equal opportunity for women and men, STADA places importance on the balanced representation of both genders. Also, as part of succession planning for managers, the Executive Board ensures an appropriate promotion of female employees for a constant increase in the proportion of women. When it comes to filling management positions, however, the professional and personal qualifications of the candidates, and not their gender, are always at the forefront.
In relation to the STADA Group’s total workforce, the proportion of women as of December 31, 2019 was approximately 57%.
In 2019, a new global definition for gender diversity was introduced. The new breakdown replaces the previous indicators of female share “1st management level” with 11% and “2nd management level” with 28% (as of December 31, 2018). For 2019, the new global definition for gender diversity calls for a breakdown in “upper, middle and lower management levels”. The “upper management level” includes all members of the STADA Global Leadership Team. In this Group, women have a share of 21%. For the “middle and lower management levels”, the share of women was 53%. A breakdown of these level was not yet possible in the reporting year but will be conducted in the current financial year 2020. In the category “middle and lower management levels”, all employees to whom at least one employee reports were counted.