DHL 1997 Annual Report Download - page 59

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56
Personnel
Moreover, in 1997, we offered for the first time a technical and manage-
ment trainee program. Some 80 technical college and university gradu-
ates are to be hired through this program in 1998. Course duration will
be geared to the level of the individual’s past training and will range
from 6 to 18 months.
We are greatly expanding efforts to develop our managerial staff.
Candidates who show potential for higher managerial responsibilities
are screened in special career advancement seminars. We then prepare
them for career-advancing jobs in Germany and abroad, assigning
them challenging tasks and integrating them into managerial develop-
ment groups. Our focus is to train and develop entrepreneurially-
minded, motivated managers who thrive on taking responsibility and
make a success of it.
Our training methods employ modern learning systems. We have
developed a proprietary multimedia system that has often proven more
efficient and economical than traditional forms of training.
Equal occupational opportunities for men and women
Women comprise 47.3 percent of Deutsche Post’s workforce,
making us the largest employer of women in Germany. We promote
employee performance without regard to gender, as stipulated
by our internal equal opportunity program. Focal points in 1997 were
training and occupational re-integration for women who have been
absent from the workforce while raising a family, employment during
leaves of absence and a non-sexist attitude at every workplace. Local
equal opportunity contact persons at our district offices and direc-
torates as well as 15 regional equal opportunity commissioners, who
work on a cross-divisional basis, ensure that our equal opportunity
plan is more than just a piece of paper.