Audi 2012 Annual Report Download - page 177

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Since 2010, AUDI AG has provided employees with the opportunity for stem cell typing in part-
nership with the Aktion Knochenmarkspende Bayern (Bavarian Bone Marrow Donation Foundation)
and the DMKS Deutsche Knochenmarkspenderdatei (DMKS German Bone Marrow Donor Center).
Audi employees can be tested and typed at the health centers free of charge at any time.
Job and family
AUDI AG puts much effort into promoting and advancing the compatibility of working and family
life. It brings together all the child care arrangements it provides under the project title “Audi
Spielraum.” For example, in March 2012 we created a further 36 places at daycare centers in
Ingolstadt, bringing the total to 106. There were 45 places available at Neckarsulm last year.
As part of the “Audi Summer Children” program, employees at the Ingolstadt and Neckarsulm
locations are able to take advantage of professional child care during summer vacation. In view
of the high demand, the program in Ingolstadt was extended. In partnership with the city of
Ingolstadt’s “Local Alliance for the Family,” for the first time child care arrangements were also
offered in the other school vacations in 2012. Over 350 children and young people between six
and 14 years of age attended the vacation programs at both locations in 2012.
There is a new, pioneering concept of flexible short-term care for employees’ children aged be-
tween three and 14 years at AUDI AG in Ingolstadt. The long opening hours make the facility
popular with parents when professional appointments come up at short notice, especially at
the start or end of the working day, and on days when the regular facilities are closed.
A total of 1,500 Audi employees took parental leave during the year under review. 61 percent of
those taking parental leave were men. The average period of leave taken in the past fiscal year
was around ten months. Women took an average of 24 months, whereas men were on parental
leave for two months on average.
Women at Audi
In order to be an attractive employer, the various tasks we have set ourselves include promoting
women’s careers, attracting women to the Company and offering them good future prospects.
As part of a voluntary commitment, the Company therefore defined differentiated targets in
2011 in order to permanently increase the proportion of women at all levels – from apprentices
all the way up to top management. The aim is to increase diversity at AUDI AG and thus deepen
the workforce’s creative and innovative potential.
When hiring female academic graduates, the Company looks at the proportion of women study-
ing each subject. In the case of mechanical engineering and electrical engineering, this means
that AUDI AG would like to achieve an overall proportion of nine percent women among its re-
cruits from these courses of study. Averaged out across all courses of study that are relevant for
the Company, the target proportion of women among new recruits is around 30 percent. This
proportion of qualified women that the Company seeks to hire will then gradually filter through
into a higher proportion of women managers at the various management levels in subsequent
years.
There are already a number of measures in place to recruit and promote qualified women em-
ployees. AUDI AG targets advertising specifically at talented women; for instance it holds special
fact-finding days about 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 now a
long-standing participant in the nationwide Girls’ Day. There is a separate series of events en-
titled CareerDay Women aimed specifically at female graduates and engineers already in em-
ployment.
AUDI AG has in addition been supporting internal and external women’s networks for many years.
On their career path to management, talented female employees are also supported through a
mentoring program. In addition to building on and optimizing the basic framework for making
working and family life more compatible, the Company takes other supporting measures.