Audi 2011 Annual Report Download - page 168

165
Management Report
134 Audi Group
143 Business and underlying
situation
159 Financial performance
indicators
162 Social and ecological aspects
162 Employees
166 Audi in society
167 Location-based
environmental aspects
170 Product-based
environmental aspects
175 Risks, opportunities
and outlook
187 Disclaimer
devised specific qualification programs here for various target groups. A Project and Training
Center was also set up, new vocations were introduced and local trainers at Győr were qualified.
In addition, the Training Department at AUDI AG has been providing openings for less able appren-
ticeship applicants for over 30 years. The arrangements offered by the Company include entry-
level qualifications for young people who have not been able to secure an apprenticeship for
personal reasons or who need assistance towards acquiring the necessary qualification to train
for their chosen career.
Health, job and family
The Company has been offering new preventive health care services since summer 2006. In 2011
alone, over 8,000 employees took a voluntary health check-up. The total number of people tak-
ing advantage of this service since its launch has now exceeded 44,000. This thorough preven-
tive health check can be taken during working hours and includes an in-depth consultation with
a physician as well as a range of lab tests.
AUDI AG has furthermore established a permanent facility for stem cell typing. Audi Health Care
is working in close partnership with the Aktion Knochenmarkspende Bayern (Bavarian Bone Marrow
Donation Foundation) and the DMKS Deutsche Knochenmarkspenderdatei (DMKS German Bone
Marrow Donor Center). Employees who are interested in this option can be tested and typed at
the health centers free of charge at any time.
1,365 Audi employees took the option of parental leave during fiscal 2011. 59 percent of the
men entitled to take parental leave took advantage of this arrangement. The average length of
parental leave in 2011 was 11 months. Women took on average 24 months’ parental leave, and
men two months.
A new arrangement to promote the compatibility of working and family life was introduced in
August 2011. Under the “Audi Summer Children” program, for the first time employees at the
Ingolstadt and Neckarsulm locations were able to take advantage of the offer of professional
child care during the summer vacation. A total of 242 children and young people between six
and 14 years of age attended the vacation program.
Equal opportunities for women
As an attractive employer, AUDI AG is eager to promote equal opportunities for women, attract
women to the Company and offer them good career prospects. As part of a voluntary commit-
ment made during the past fiscal year, the Company adopted differentiated targets for increas-
ing the proportion of women at all hierarchy levels, from apprentices to top managers. Higher
proportions of women should promote diversity at AUDI AG, thus further boosting the creative
and innovative potential of the workforce.
When hiring female academic graduates, the Company looks at the proportions of women
studying each subject. Taking the example of mechanical and electrical engineering, AUDI AG
correspondingly aims for 9 percent women in the people it recruits from that course of study.
Averaged out across all courses of study that are relevant for the Company, the target propor-
tion of women among new recruits is 28 percent. This increased proportion for highly qualified
women taken on by the Company will make it possible to steadily increase the proportion of
female managers at the various management levels over time, with 11 percent women in top
management by 2020, 12 percent in senior management and 15 percent in management.
Another AUDI AG goal is to increase the proportion of female skilled workers to 10 percent and
the proportion of women in first line management to 8 percent by 2020.
A large number of measures are already in place for attracting women to Audi and furthering
their development. For example, AUDI AG specifically directs advertising at talented women and
takes account of their specific circumstances. In that context, it offers special fact-finding days
on technical vocational training, as well as workplace discovery days for young women. The
Company also holds various career orientation events aimed specifically at schoolgirls, such as
the “Female Researchers” or “Girls for Technology” camps, and is a long-standing participant in
the nationwide Girls’ Day. There is a separate series of events entitled CareerDay Women aimed
specifically at female graduates and engineers already in employment.