STADA’s personnel policy is currently still organized decentrally. This means that the international subsidiaries in particular – in accordance with Company Guidelines and standards, especially the Compliance Guidelines – remain largely independent in many areas of personnel management such as personnel selection, qualification and remuneration. Within the scope of the increasingly stronger centralization, the Human Resources area will in future be positioned much more internationally.
Employee motivation and retention also took on significant meaning in the reporting year due to the takeover of STADA by a new majority shareholder in the third quarter of 2017. In this regard, internal communication was an important instrument in counteracting the uncertainty within the workforce accompanying the takeover process. The entire process, from takeover bid to its conclusion, was accompanied by regular electronic communication on behalf of the Executive Board. Management was also provided information materials such as discussion guidelines and questionnaires in order to engage in a dialog with their respective team members. In financial year 2017, STADA also issued invitations to five employee meetings at Company headquarters, which could be accessed by all domestic and international companies via a webcast and was translated simultaneously into English. It was possible for all employees to ask questions concerning the takeover directly onsite, via chat or to submit them beforehand anonymously and in written form.
Employee Recruitment and Retention
A company’s success is primarily dependent on the competence, commitment and motivation of its workforce. In order to recruit and retain qualified employees, STADA offers its staff, in Germany for example, 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 benefits from 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, among other things, subsidies for the purchase of employee shares through the employee stock ownership program, payments or subsidies for the commute to the workplace, supplementary occupational disability insurance in the chemical industry (BUC) for every full-time 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 labour of each individual employee – one of the Company’s key resources – STADA also established company health management at its headquarters in Bad Vilbel, which supports the workforce in staying physically fit.
As a result of the takeover process, employee recruitment was a significant challenge for the Company in financial year 2017 despite this diverse range of measures and services. This was especially true for management-related positions that needed to be newly filled.
Employee Rights and Occupational Safety
With due regard to local laws, STADA respects the rights of its employees throughout the Group and ensures their safety at the workplace by complying with common standards.
The Company commits itself to the principal of equal treatment and pursues violations against the German Non-Discrimination Act (AGG) with disciplinary consequences. In order to promote protection against discrimination at 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 in 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. Should an accident still occur, its course of events is discussed decentrally in the production locations under the guidance of local production managers and afterwards in the production management team to raise awareness among the team onsite, and to define suitable preventive measures.
STADA also achieves the best safety possible through trustful collaboration with its employees, whose knowledge and experience form the basis for continuous improvements in occupational safety.
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 development of employees is defined and coordinated by the respective departments on a needs-oriented basis and in accordance with individual targets.
In 2017, eleven people were in an apprenticeship or a dual studies program at STADA. 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.
Fostering Equal Opportunity
STADA values the diversity in personal qualities, talents 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. And also as part of the succession planning for managers, the Executive Board ensures to 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 are always at the forefront and not their gender.
In relation to the STADA Group’s total workforce, the proportion of women as of December 31, 2017 was approximately 58%. The Group-wide percentage of women in the first and second management levels below the Executive Board was at 25.0% and 25.6% respectively as of June 30, 2017. As a target for the proportion of women, the Executive Board in June 2017 determined to at least maintain the relevant status quo with an implementation deadline of December 31, 2018 (see Corporate Governance Report including the Corporate Governance Declaration for STADA Arzneimittel AG and the Group).