DHL 2012 Annual Report Download - page 97

Our processes can only run seamlessly if our essential  systems are always avail-
able. To ensure this, we have designed our systems to protect against complete system
failures. In addition to third-party data centres, we operate two central data centres in
the Czech Republic and Malaysia. Our systems are thus geographically separate and
can be replicated locally.
Access to our systems and data is limited. Employees can only access the data they
need to do their job. All systems and data are backed up on a regular basis and critical
data are replicated across data centres.
All soware is updated frequently to address bugs, close potential gaps in security
and increase functionality. We employ a patch management process, a dened proce-
dure for managing soware upgrades, to control risks that could arise from outdated
soware or from soware upgrades.
We make all eorts to manage the low-probability, high-impact incidents in order
to provide the high level of service that our customers have come to expect. Despite
these measures, an element of risk involving medium to high nancial consequences
cannot be ruled out entirely.
Security is our pledge for the -Postbrief product. All attempts to attack the so-
ware have been repelled to date. In , the product passed its second surveillance
audit. is annual audit is carried out by the German Federal Oce for Information
Security in accord ance with  . In addition, the Unabhängiges Landes zentrum
für Daten schutz Schleswig-Holstein (Schleswig- Holstein independent data protection
centre) certied that the -Postbrief product complies with data protection regulations.
Risks arising from environmental management
Our Group-wide risk management system also monitors environmental policy
developments. At present, we are not aware of any environmental risks that signicantly
impact the Group’s earnings, nancial position and assets and liabilities.
Risks arising from human resources
It is the motivation and competence of our employees that make a good impression
on our customers and thus shape our long-term success. Demographic change and in-
creased competition for qualied specialists and executives mean that the pool of poten-
tial young talent is becoming smaller, particularly in our core market of Germany. e
risk therefore exists that we may not be able to recruit and retain a sucient number of
suitable employees. We plan to take various measures to decrease this risk. For example,
we place great importance on providing a motivating work environment and suitable
professional and employee development programmes. e results of our employee survey
testify to our progress in this area: employee approval ratings for “working conditions”
improved by one percentage point to  , and the ratings for “learning and develop-
ment” even rose by two percentage points to  .
Employees, page 
Deutsche Post DHL Annual Report 
Group Management Report
Outlook
Opportunities and risks
93