DHL 2011 Annual Report Download - page 91

. Work-life balance
1
Headcount
2010 2011
State-regulated parental leave 2,036 1,809
Unpaid holiday for family reasons 2,419 2,286
Part-time employees 2 63,126 65,322
Share of part-time employees  36.9 37.5
1 Includes employees of Deutsche Post .
2 Excluding in partial retirement in the release phase.
Providing opportunities for young people
We hired approximately , trainees and students in Germany during the re-
porting year. Around , young people were o ered an employment contract a er
completing their training. Since , more than , such trainees have become
permanent, full-time employees. We foster the top   of our trainees in Germany
in our Top-Azubi talent programme.  ese trainees are o ered special seminars and
permanent contracts upon successfully completing their training. Furthermore, we give
young people whose career prospects seem bleak a chance of a traineeship as part of
our Perspektive Gelb job entrance programme. In , we took on nearly   of the
approximately  participants in the class of .
Acquiring young talent
We are increasingly making use of the internet to reach potential young applicants.
Each year, we publish more than , job openings online and receive an average of
over , applications.  e Top Employer Web Benchmark  put out by Poten-
tialpark Communications, a market research institute, ranked our online career portal
amongst the top  ve in Germany and Europe.
Our Group-wide Graduate Opportunities Worldwide  programme is aimed
at attracting suitable young people for specialist and leadership positions. We hired
 college and university graduates in the reporting year. In an e ort to be considered
an employer of choice amongst students, we created the  internship programme in
Germany in addition to the traditional internship. It complements our partnership with
, the international student-run organisation.
Systematically promoting health and safety
To maintain and promote the health and safety of our workforce, we employ a
Group-wide system that is closely tied to risk management.  e system includes, for
example, our Corporate Health Award, with which we recognise exemplary health initia-
tives within the Group each year. Targeted initiatives and activities are implemented to
improve our employees’ health. Our Health Work Group is an example of one of these
initiatives. At . , we managed to maintain the illness rate for  in Germany at the
prior-year level.
As a transport company, road safety is a central part of our preventative e orts in
the area of occupational safety. We implement tra c safety measures including appro-
priate online training on a Group-wide basis, we co-operate with domestic and inter-
national tra c safety organisations and we develop informational materials for accident
prevention.
. Traineeships, Deutsche Post DHL,
worldwide
1
1 Number of trainees, annual average: ,.
10.3 % Forwarding and
logis ticsservices
specialists
8.5 % Berufsakademie
students
50.6 % Courier, express
and postal services
specialists
22.6 % Other traineeships
8.0 % Warehousing
logistics specialists
. Illness rate
1
2011
7.4 %
2010
7.4 %
1 All organisational units in Germany.
Deutsche Post DHL Annual Report 
Group Management Report
Non-Financial Performance Indicators
Employees
85