Audi 2006 Annual Report Download - page 70

“It may be that less intensive work, spread
over 38 hours a week, is more tolerable than
a tightly scheduled 35-hour week. Until now,
the mantra has been that a shorter working
week safeguards employment.” Dr. Werner Widuckel
Model-making
training workshop:
Dr. Widuckel and
Dr. Morschhäuser
speaking with
apprentices.
Male Female
15 – 17 years ########33 939 (2.10%) 747 192
18 – 20 years ##############3333 1,877 (4.20%) 1,465 412
21 – 23 years ##########3333 1,425 (3.19%) 1,118 307
24 – 26 years ############333 1,693 (3.79%) 1,399 294
27 – 29 years ########################3333 2,953 (6.60%) 2,585 368
30 – 32 years ###############################333 3,595 (8.04%) 3,237 358
33 – 35 years ###############################3333 3,764 (8.42%) 3,364 400
36 – 38 years ###################################3333 4,129 (9.23%) 3,710 419
39 – 41 years ######################################33333 4,534 (10.14%) 3,976 558
42 – 44 years ######################################33333 4,705 (10.52%) 4,141 564
45 – 47 years ##################################333 3,971 (8.88%) 3,619 352
48 – 50 years ##############################333 3,541 (7.92%) 3,188 353
51 – 53 years ######################333( 2,635 (5.89%) 2,360 275
54 – 56 years ####################333( 2,450 (5.48%) 2,173 277
57 – 59 years #################33(2,083 (4.66%) 1,849 234
60 – 62 years ### 335 (0.75%) 319 16
63 – 65 years #90 (0.20%) 86 4
Total 44,719 (100.00%) 39,336 5,383
The age structure of AUDI AG 2006
SOCIETY: DEMOGRAPHIC CHANGE
68 AUDI 2006 ANNUAL REPORT
permits life-long learning and also vo-
cational development along the entire
process chain. Varied work and learning
experience not only promotes flexibili-
ty; it also influences the process of age-
ing quite considerably. Ageing is a so-
cial process as well as a sociological
one. A working life without scope to de-
velop, with severely restricted learning
challenges, will merely make people
want to retire as early as possible. Work-
ing conditions that promote motivation
and commitment also permit a longer
working life.
When you consider both of these chal-
lenges to human resources – better-
qualified people who have reached the
glass ceiling and people of more limited
performance who need longer breaks or
different working cycles – doesn’t that
mean people will have to be content
with stagnating or falling income?
WIDUCKEL: The issue of demographics
becomes relevant at two points in the
process of collectively negotiated pay.
Let’s look at working life first: I can’t
imagine anyone still working on vehicle
assembly at 67. But if we are to make an
earlier exit possible, the worker has to