Audi 2015 Annual Report Download - page 184

CORPORATE RESPONSIBILITY
EMPLOYEES
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Parents can register children aged between 2 and 14 for child
care at the miedelHaus partner establishment up until 7 p.m.
the evening before. This is a valuable service for our employees
especially when professional appointments come up at short
notice, on days when the regular facilities are closed and at the
start or end of the working day. Child care consultancy and
placement services complete the range of services available
under the “Audi Spielraum” program.
A total of 2,362 employees took parental leave during the year
under review, 63 percent of who were male colleagues. Our
employees took an average of around ten months’ parental
leave, with women taking 23 months on average and men an
average of two months.
To support employees who need to care for family members,
AUDI AG offers a variety of working-hour models. For example,
“Audi caregiver leave” enables employees to be released from
work for up to three years over and above the statutory entitle-
ments under the Caregiver Leave and Family Caregiver Leave
Act. After taking “Audi caregiver leave,” employees may choose
to leave the company for up to four years with a reemployment
guarantee, so that they can continue to devote their full atten-
tion to looking after close relatives requiring care.
/WOMEN AT AUDI
Under our corporate strategy, we attach particular importance
to attracting female employees to Audi and promoting their
careers. To achieve a permanent increase in the proportion of
women in our Company at all levels – from apprenticeship to
top management – we set internal targets in 2011. The aim is to
increase diversity as well as the creative and innovative poten-
tial of our Company. This approach was affirmed by the adop-
tion of the “Law on Equal Participation of Women and Men in
Leadership Positions in the Private and Public Sector” in 2015,
which requires companies to define specific targets and dead-
lines. In connection with this, AUDI AG has set itself the target
of 5.6 percent women for the top management tier by the end
of 2016, and 13.3 percent for the second management tier.
Furthermore, the Supervisory Board of AUDI AG has resolved
to increase the proportion of women on the Board of Manage-
ment to 30 percent in the long term.
As an engineering company, Audi is dependent on specific
framework conditions. Many areas of the company require
predominantly graduates in engineering sciences – yet in me-
chanical engineering, for example, only around ten percent of
them are women. When recruiting employees with an academ-
ic background, we therefore take account of the proportion of
women studying each course. Averaged across all courses of
study relevant for the Company, the target proportion of women
among new recruits has been identified as around 30 percent.
At management level, too, our long-term target is a proportion
of 30 percent women.
By holding a variety of workplace discovery days such as the
“Girls’ Day,” the “Women in Research” and the “Girls for Tech-
nology” camp as well as excursions and internships, we seek to
generate enthusiasm among girls for technical topics from an
early age and recruit qualified women for our Company.
In addition to supporting various women’s networks, the
Company helps talented, high-performing female employees
from all areas and at all levels along their career path with the
“Sie und Audi” program series. As part of this drive we offer,
for instance, a mentoring program for high potentials, along
with various seminars and networking opportunities. In addi-
tion, the framework conditions for achieving a work-life bal-
ance are continually being improved.
Proportion of women at AUDI AG
in % 2015 2014
Total proportion of women 14.8 14.2
Apprentices 28.1 26.9
of which industrial apprentices 24.6 23.3
of which clerical trainees 81.2 81.7
Management 8.9 8.3