Porsche 2015 Annual Report Download - page 75

Porsche received the 2015 Total E Quality award,
which is sponsored by the German federal govern-
ment, in recognition of its successful commit-
ment to promoting equal opportunities within the
Company.
Goals for the Percentage of Women on the
Supervisory Board and Executive Board,
and in Management
As part of the implementation of the German
Acton Equal Participation of Women and Men in
Executive Positions in the Private and Public
Sector (Gesetz für die gleichberechtigte Teilhabe
von Frauen und Männern an Führungspositionen
inder Privatwirtschaft und im öffentlichen Dienst),
Porsche AG is required to set targets for the
percentage of women in the Supervisory Board,
the Executive Board and the top management
levels.
The percentage of women on Porsche’s Super-
visory Board was 10 percent as of the date by
which the law stipulated that a specific target
had to be set. The members of the Supervisory
Board are elected until at least 2019. In light
ofthis, the Supervisory Board set a target for the
percentage of women on Porsche’s Supervisory
Board of 10 percent until December 30, 2016.
As of the date by which the law stipulated that a
specific target had to be set, all positions on the
Executive Board were held by men. The respec-
tive contractual terms extend beyond 2016. In
light of this, the Supervisory Board did not resolve
to adjust the target for the percentage of women
on Porsche’s Executive Board in the period up to
December 30, 2016.
Porsche AG set the following targets for the per-
centage of women in management: the percentage
of women in the first executive level should
be 9.3 percent as of the end of 2016, and the
percentage of women in the second executive
level should be 8.0 percent.
Internal Initiatives and Programmes
The increase in the number of employees at
Porsche AG over the past several years and the
associated challenges were essential compo-
nents of the 2018 HR strategy, which success-
fully responded with specific HR measures as
part of the ongoing “Excellent human resources
management” programme.
HR processes were further optimised and
made more efficient in the networked projects
as part of the Porsche improvement process.
The continuous expansion of the HR IT system
means that HR information is now more
up-to-date and transparent, and large amounts
of information can now be channelled.
The Group-wide employee survey was suspended
at Porsche AG in the reporting period. However,
employees at five German subsidiaries and
Porsche AG’s international subsidiaries were
surveyed. Employees expressed their opinions
on issues such as collaboration with colleagues
and supervisors, quality of work, work pro-
cesses and provision of information on current
developments at Porsche.
As the number of employees at Porsche’s sites
in the greater Stuttgart area increases, so does
the volume of traffic. In cooperation with the
city of Stuttgart, all employees were surveyed
on their commutes and work-related travel.
Theaim of the survey was to identify potential
for improvement in the traffic situation and
tointegrate this into urban planning. One focus
was how to reduce private transport (for
example through use of local public transport
or carpooling).
Refugee Aid
In October 2015, Porsche called on its employ-
ees to help support and integrate refugees
byvolunteering for charitable associations and
refugee organisations. Volunteer positions
andtestimonies from employees who already
volunteer for refugee groups are published on
the porsche-hilft.de website.
Since October 2015, Porsche Catering has also
supported the food banks near Porsche’s three
locations in Stuttgart, Weissach and Leipzig with
donations in kind (food and hygiene products)
tohelp them cope with the influx of refugees.
9.3 %
The percentage of
women in the rst
executive level should
be 9.3 percent as
of the end of 2016.
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