DHL 2009 Annual Report Download - page 89

In the  ,  division, the number of full-time equiva-
lents dropped by .  to ,.  e   division improved its competitive
position by reducing the number of employees by .  to ,.
In the Corporate Center / Other segment, sta levels continued to decline, drop-
ping by .  to ,. Our cost reduction programme is beginning to take e ect,
particularly in the indirect functions such as  and accounting.
 e majority of our employees work in Germany, where the workforce has re-
mained stable. In the rest of Europe, the Americas and the remaining regions, sta
levels have declined because of the economy and the reorganisation of our  express
business. In Asia, the number of employees has increased as a result of an acquisition.
Our aspiration: to be the most attractive employer in our sector
Having dedicated, skilled employees is crucial to the success of Deutsche Post DHL.
For this reason, we want to be regarded as a preferred employer wherever we operate.
Our new human resources organisation, which we introduced in the middle of the year,
will allow us to meet the Group’s requirements even more e ectively. We have de ned
 ve cornerstones for our e orts in human resources: to establish a leadership culture
based on our principle of Respect and Results; to motivate our employees even more;
to strengthen co-operation within the Group; to promote the growth of our business;
and to increase the e ciency of our human resources processes by  nding simplifying
and sustainable solutions.
Important step: wage agreement reached
On  October , we reached agreement with the Verdi trade union on ex-
tensive measures to relieve our cost burden and secure the jobs of the approximately
, employees of Deutsche Post . According to the agreement, there will be no
pay increases in  or . We have also reduced paid breaks during night shi s,
suspended payment of overtime premiums and agreed upon additional cost-cutting
measures. In return, layo s have been ruled out until the end of , extending the
previous agreement by another six months and securing jobs.
A healthy and safe workplace
 e health and safety of our employees is of great importance to us. To ensure
this, we have put a Group-wide system into place, which includes, for example, our
Corporate Health Award, with which we recognise exemplary health initiatives each
year. In  – as in  – our corporate health management system was awarded the
German Corporate Health Award by the European Commission and the  Bundes-
verband (German federal association of company health insurance funds).  anks to
our thorough preparations for a potential  u pandemic, we have minimised the risk of
our employees contracting the in uenza   virus (“swine  u”). At . , the ill-
ness rate in Germany remains at a low level (previous year: . ).
We expanded our Group-wide network of occupational safety experts. Some 
specialists in  countries are able to share their experiences and discuss proven methods
and products via an intranet platform. In the year under review, the certi cation of our
occupational health and safety organisation’s quality management system was renewed.
. Illness rate1
2009
6.9 %
2008
6.6 %
 According to a survey of organisational units
in Germany.
. Employees by region, 1)
 Full-time equivalents as at  December.
16 % North, Central
and South America
14 % Asia Pacifi c
3 % Other regions
39 % Germany
28 % Europe
(excluding Germany)
Deutsche Post DHL Annual Report 
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