Reebok 2015 Annual Report Download - page 95

GROUP MANAGEMENT REPORT – OUR GROUP
Our People
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ONLINE PLATFORMSTO DRIVE EMPLOYEE COLLABORATION AND LEARNING
We believe that a robust and state-of-the-art internal communication platform is essential for driving
employee engagement and fostering learning as well as open collaboration within our organisation. We
use an enterprise collaboration platform called ‘a-LIVE’, which encourages employees to share knowledge,
collaborate and discuss current topics. In addition, we have established an ‘Ask the Management’ platform
on our intranet, enabling employees to openly address questions to our senior leaders. Via a-LIVE we also
offer all employees access to the adidas Group ‘Learning Campus’: a state-of-the-art learning platform
that provides opportunities for both e-learning and knowledge sharing. Employees are able to access
content 24/7 in a virtual environment.
DEDICATED PROGRAMME TO SUPPORT WORK-LIFE INTEGRATION
We aim to harmonise the commercial interests of the adidas Group with the professional, private and family
needs of our employees. Our Work-Life Integration Programme includes flexible work time and place,
people development and leadership competence related to work-life integration, as well as family-oriented
services. In addition to providing flexible working arrangements, teleworking, sabbaticals and parent/child
offices, we have child-care facilities at our company premises in Canton, USA, and a day-care centre at our
headquarters in Herzogenaurach, Germany.
EMBRACING DIVERSITYAND INCLUSION
We believe it is crucial for the success of our Group to have a very diverse workforce and individuals with
different ideas, strengths, interests and cultural backgrounds. We see a great benefit in the diversity of our
employees as this helps us to better fulfil the wishes and multi-faceted demands of our consumers around
the world. All our employees are appreciated – regardless of gender, nationality, ethnic origin, religion,
world view, disability, age, sexual orientation or identity.
At our Group’s global headquarters in Herzogenaurach, we have employees from more than 80 nations.
As part of our global diversity approach we proactively pursue a portfolio of internal and external activities
as well as memberships:
•Our active membership in ‘Charta der Vielfalt’ (‘Diversity Charter’), Prout at Work and the non-profit
organisation ‘Catalyst’ allows us to promote communication and the sharing of best practices and
insights.
•We have regular events highlighting diversity as a key topic, such as our global Diversity Day.
•We provide diversity training to our employees.
•
Within our Group, for example, we support the 500-member strong ‘Women’s Networking’ group in
Herzogenaurach. Additionally, we continue our support of the international LGBT community, which is
also driven by our employees at our major Group locations.
•
We have been participating in diversity career fairs in Germany, such as the ‘Women & Work’ conference
in Bonn and ‘Sticks & Stones’ in Berlin. In Bonn, we were awarded the ‘Female Recruiting Award’ for
the fifth time in 2015.
•The adidas Group is listed in the genderdax and was a sponsor of the Mixed Leadership Conference in
2015, 2013 and 2012.
•We regularly take part in benchmark studies in order to review our activities in the fields of diversity
and inclusion.
see Glossary, p. 260
see Glossary, p. 260