DHL 2007 Annual Report Download - page 77
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Non-fi nancial Performance Indicators Group Management Report
Deutsche Post World Net Annual Report 2007
Road safety campaign
In 2007, our occupational safety team launched a road safety campaign throughout
the Group. e response was very impressive. Some 76,000 employees of Deutsche
Post AG alone attended courses on safe and considerate driving practices in 2007. In
the same period, the number of work-related road accidents involving personal injury
fell by over 1,300, a decrease of more than 17%. In view of our desire to instil in the
workforce a thorough awareness of safety issues, the successful Global Road Safety
Initiative is to continue for at least two more years.
Training pact targets exceeded
In 2005 Deutsche Post AG agreed in a training pact with the service sector trade union,
ver.di, to o er 2,300 traineeships in Germany every year until 2007. We continued to
meet our obligations under this agreement in the year under review. Furthermore,
the provision requiring us as a general rule to o er employment to 30% of trainees
and students in Berufsakademie (German universities of co-operative education)
programmes in the period from 2007 to 2009 applied for the rst time. We actually
o ered posts to most of the suitable candidates upon completion of their training
programmes and therefore far exceeded the quota agreed in the training pact.
Cultivating talent, caring for the disadvantaged
We have developed a separate programme speci cally to recruit, foster and retain
particularly capable trainees and Berufsakademie students. We undertake to o er
permanent employment to the best trainees and students in each year’s group who
successfully complete the training programme, a clear incentive for improving per-
formance and raising commitment. For several years, we have been running the
Youth Job Market Entrance Quali cation programme. is long-term internship
serves as a foundation for formal vocational training and thus improves the prospects
of young people with restricted access to the employment market. In 2007, we o ered
traineeships for skilled positions in courier, express and mail services to just under
90% of the 280 young people who embarked on the programme in 2006.
Treating each other with respect
We not only respect but encourage diversity in our workforce. Everyone is assessed
exclusively according to their skills, performance and conduct. We are developing
special programmes to ensure equal opportunities for all. e mentoring programme,
for example, which develops the skills of those aspiring to management positions, was
extended in 2007 to embrace the entire Group. In December, we signed the charter
of diversity, once again underscoring the fact that we foster a climate of acceptance
and trust.
We continued to translate our seven corporate values into action in 2007. In numer-
ous workshops, our employees developed measures relating to everyday work experi-
ences. Alongside the binding terms of reference introduced by the Code of Conduct
in summer 2006, we launched an internet-based information tool in spring 2007.
Strategy and goals, page 32