Globally, just over 50,000 people (FTEs) work for voestalpine. Each and every employee is valuable on account of their individual strengths and abilities and must be respected. The fact that voestalpine’s CEO signed the company’s “Diversity Charter” in February 2018 underscores the Group’s approach to both diversity and equal treatment. voestalpine is committed to respecting all people with whom it has a relationship (employees, customers, business partners)—irrespective of gender, skin color, nationality, ethnicity, creed or worldview, impairment, age, sexual orientation, and identity. This commitment and corresponding actions create a climate of acceptance and mutual trust. As laid out in the chapter on “Respect and Integrity” of the voestalpine Code of Conduct, the Group does not tolerate any discrimination, whatever form it may take.
New standards in the applicant management system
The FABIS applicant management system is a platform for both potential employees and voestalpine itself that makes it possible to electronically process and track job openings and applications as well as the entire application process including all related communications.
Following the switch to a different provider, the existing standards that had been used in Germanspeaking territories for years were revised and rolled out internationally. For example, gender-neutral wording was developed for job announcements. These new standards will be adopted in short order by all Group companies.
Differently-abled individuals
In Austria, companies with more than 25 employees are required to make jobs available for differently-abled individuals. A total of 752 voestalpine employees in Austria have reported that they are subject to the beneficiary classification under the Austrian Act on the Employment of Differently-Abled Individuals (Behinderteneinstellungsgesetz). For reasons related to data privacy and protection, outside of Austria no information is collected on employees’ potential impairment. It goes without saying that voestalpine fulfills all statutory requirements regarding the employment and integration of differently-abled individuals that may apply at any given location.
A range of measures also ensures respectful treatment of each other in the Group. voestalpine supports integration measures outside of the Group’s purview as well.
Women in voestalpine
It is voestalpine’s stated goal to increase the percentage of women at all employment levels—whether among apprentices or among executives. Through actions that differ by region and company, voestalpine not only makes sure that it is an attractive company for female applicants but also creates an environment that is conducive to their professional advancement within the Group. As of the annual reporting date (March 31, 2020), women made up 14.7% of all employees in the voestalpine Group. The percentage of female workers is 5.8%; among salaried employees it is 29.1%. As of March 31, 2020, women accounted for 12.5% of female executives (salaried employees with permanent responsibility for human resources, including forepersons, but excluding members of the Management Board). There was a slight increase in the number of women in most of these categories. At 47.8%, the percentage of women among apprentices completing non-technical training (shown in the “Female apprentices (other)” category) is particularly high.
Womanpower in skilled technical trades
At home, voestalpine is a pioneer in educating and training women in technical trades requiring apprenticeships. The company’s plant in Linz, Austria, for instance, welcomed the first female apprentices in technical trades as early as in 2003. Nowadays, women are an integral part of most of the Group’s 50 companies: They work as welders, mechanical engineers, electricians, or foundry technicians. In fact, female apprentices regularly deliver persuasive performances in competitions. At the Upper Austrian Apprentice Competition 2019, for example, a female apprentice mechanical engineer of voestalpine Stahl GmbH took the first prize not just in one category but in three.
Percentage of female employees |
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In each case as of the March 31 reporting date |
|
2015/16 |
|
2016/17 |
|
2017/18 |
|
2018/19 |
|
2019/20 |
|---|---|---|---|---|---|---|---|---|---|---|
|
|
|
|
|
|
|
|
|
|
|
Women overall |
|
13.1 % |
|
13.5 % |
|
13.8 % |
|
14.4 % |
|
14.7 % |
Female executives |
|
12.0 % |
|
11.5 % |
|
12.3 % |
|
12.5 % |
|
12.5 % |
Female salaried employees |
|
28.4 % |
|
28.5 % |
|
28.8 % |
|
28.9 % |
|
29.1 % |
Female wage employees |
|
3.9 % |
|
4.5 % |
|
4.9 % |
|
5.7 % |
|
5.8 % |
Female apprentices (technical) |
|
11.8 % |
|
12.4 % |
|
13.5 % |
|
13.4 % |
|
15.6 % |
Female apprentices (other) |
|
55.2 % |
|
50.8 % |
|
47.4 % |
|
52.7 % |
|
47.8 % |
Salaried employee structure by gender
In each case as of the March 31 reporting date
Wage employee structure by gender
In each case as of the March 31 reporting date
Age structure of employees
As of the annual reporting date (March 31, 2020), the average age of employees in the Group was 41.5 years. The following table shows the average age by employment contract and gender.
Average age of employees |
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In each case as of the March 31 reporting date |
|
2015/16 |
|
2016/17 |
|
2017/18 |
|
2018/19 |
|
2019/20 |
|---|---|---|---|---|---|---|---|---|---|---|
|
|
|
|
|
|
|
|
|
|
|
Wage employees |
|
40.5 |
|
40.5 |
|
40.4 |
|
40.4 |
|
40.8 |
Salaried employees |
|
42.3 |
|
42.2 |
|
42.4 |
|
42.3 |
|
42.6 |
Women |
|
39.8 |
|
39.5 |
|
39.7 |
|
39.9 |
|
40.1 |
Men |
|
41.4 |
|
41.4 |
|
41.3 |
|
41.4 |
|
41.7 |
Salaried employee structure by age group
In each case as of the March 31 reporting date
Wage employee structure by age group
In each case as of the March 31 reporting date
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