DHL 2010 Annual Report Download - page 88

Leading through diversity
We want to be the employer of choice for our entire workforce and all applicants,
irrespective of their gender, race, religion, age, disability or sexual orientation. Diversity
management is an integral part of the recruiting policy in the Group’s Code of Conduct.
We are taking part, for instance, in the test project, Anonymous Application Process,
applied by the German Federal Anti-Discrimination Agency, in order to test whether
we can use this methodology to attract new groups of applicants.
In light of the demographic shi taking place in our society, we are striving to attract
the entire range of possible applicants. We know that the population will continue to
age and that this will a ect the Group’s employment structure. In a test project, we are
analysing in what ways this is changing recruitment processes and the requirements
for training and professional development. In co-operation with Münster University in
Germany, we are also researching age-related di erences as regards job motivation and
satisfaction. We intend to use the results to develop suitable measures.
One of our top priorities is to increase the share of women in leadership positions.
 e share in top management was .  in the reporting year (previous year: . ).
We continued to improve the work-family balance environment at Deutsche Post DHL.
In Bonn, Germany, we expanded our child day care o ering to include a company-
supported nursery school. Across Germany we work with  Familienservice, which
o ers a host of services such as placing day care professionals, providing childcare for
our employees’ children in emergency situations and school holiday programmes.
We are committed to ensuring that people with a disability enjoy equal treatment
when it comes to taking part in working life. At Deutsche Post , the average annual
employment rate of people with a disability is .  (as at  January ), well above
the national average in the German private sector (.  in , source: Bundesagentur
für Arbeit (German federal employment agency)).
Employee opinion survey is a catalyst for improvement
 e results of our annual employee opinion survey are an indicator of the progress
we are making on our way to becoming the employer of choice.  e fourth edition of
ourGroup-wide survey in  saw a clear rise in the response rate to   (previous
year:  ). All  key performance indicators saw improvements.  e highest marks
went to customer promise with  , co-operation with   and working conditions
with   (previous year:  ,   and  , respectively). Although the ratings for
measures taken as a result of the survey ( , previous year:  ) and for implementa-
tion of our First Choice Group initiative ( , previous year:  ) were up considerably,
we continue to see room for improvement.
. Gender distribution in top
management1), 
 Based on fi rst and second-level executives.
14.6 % Women
85.4 % Men
. Work-life balance1)
Headcount
2009 2010
State-regulated parental leave 2,302 2,036
Unpaid holiday for family reasons 2,559 2,419
Part-time employees
2) 67,010 63,126
Share of part-time employees  38.4 36.9
 Includes employees of Deutsche Post .
 Excluding employees in partial retirement in the release phase.
Deutsche Post DHL Annual Report 
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