Our employees are our most important resource and the foundation of our success. Weidmüller can only remain efficient and fit for the future with motivated, healthy and qualified employees. We attach great importance to an appreciative corporate culture, diversity as well as employee development and the promotion of young talent. The health and safety of all our employees is our highest priority. Racism and discrimination have no place at Weidmüller. Since 2009, we have explicitly committed ourselves to the Diversity Charter .

Number of employees and staff turnover

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Key figure calculation:

Number of employees by gender (worldwide).

Interpretation:

The total number of employees has increased in recent years. Women make up about 37% of the workforce, and the gender distribution has remained relatively the same. Generally, new hires are made based on the required qualifications and experience for the vacant function.

Vision:

The aim is to grow the number of employees in line with demand. Specific programmes are being implemented to increase the proportion of women and, in the context of demographic change, to alleviate the shortage of skilled workers in the natural sciences and engineering professions, including in Germany.

Note:

No values are currently available for the third gender.

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Key figure calculation:

Voluntary departures in relation to the average number of staff (main location in Detmold).

Interpretation:

The rate is at a very low level and testifies to high employee retention and continuity. By comparison, the turnover rate in the metal and electrical industry was 10 % in 2018.

Vision:

The aim is to continue to achieve a high level of staff retention, especially in key positions, and thus keep the turnover rate low.

Education, qualification and promotion of young people

We have brought all of the training topics in the company together under the umbrella of the Weidmüller Academy. Here, we take care of the training of our junior staff with an extensive range of apprenticeships and dual study places. Securing young talent internally is elementary for securing the future as a technology company.

At the heart of our staff training is our digital learning management system with an extensive range of online courses and digital knowledge resources. This offer is supplemented by numerous face-to-face trainings and extensive topic- or target group-specific educational programmes.

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Key figure calculation:

Proportion of apprentices, dual students and trainees in the workforce (Germany).

Interpretation:

The trainee ratio of 6 %, which is above average in an industry comparison, was maintained in 2021.

Vision:

An optimal trainee quota is geared to the needs of the specialist departments as well as to long-term trends. Careers in IT and electronics are coming to the fore. Basically, activities for career orientation and cooperation with schools must be expanded in order to secure the demand for junior staff.

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Key figure calculation:

Proportion of apprentices, dual and sponsored students taken on with a permanent contract (Germany).

Interpretation:

In 2021, the takeover rate could be increased significantly to almost 80 %.

Vision:

Our declared goal is to take on all trainees and dual students after they graduate. Taking into account graduates who are going to university or planning their future outside Weidmüller, we are aiming for a takeover rate of ≥80%.

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Key figure calculation:

Sum of all participant hours divided by the total number of employees (worldwide).

Interpretation:

Further training measures have been ramped up again after the pandemic has subsided. With the establishment of a learning management system in 2019, the share of online training has steadily increased, seminar duration has decreased and the absolute number of participants has increased significantly. At the same time, the reach of the training measures has increased due to successfully passed trainings. The training offer was expanded to include future topics.

Vision:

With the further weakening of the pandemic, on-site trainings, primarily product trainings, are being conducted again.

Occupational safety and health promotion

The health and safety of our employees is always our top priority. With our comprehensive occupational safety management system, we ensure that risks are identified in advance and systematically minimised. Human-friendly and ergonomic workplace design is an embodied practice at our company.

Our occupational health management ensures that the health of employees is not only protected, but also additionally strengthened. Low accident figures and a low sickness rate testify to the success of our measures, whereby we work every day to become even better in the interests of our employees.

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Key figure calculation:

Number of accidents with at least 1 day lost divided by productive hours (main production sites).

Interpretation:

The LTIFR has increased slightly. Germany and the Czech Republic are the main contributors to the accident rate, which is why the observation of near misses in these countries is intensified. In this way, we are pushing for early detection of dangerous situations and their reduction.

Vision:

The aim is to permanently achieve a value below 4 through a joint approach to accident prevention and raising staff awareness. These efforts must be raised noticeably.

Note:

LTIFR stands for "Lost Time Injury Frequency Rate".

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Key figure calculation:

Absence time in relation to planned working time (main location in Detmold).

Interpretation:

The sickness rate was reduced through targeted measures and also kept below the level of the regional industry benchmark. A low sickness rate reflects, among other things, the satisfaction of the employees. Thanks to a variety of protective measures, the level was also maintained during the pandemic.

Vision:

The aim is to maintain the health of the workforce through targeted measures and thus to consolidate the sickness rate at a low level.

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Key figure calculation:

The number of participants in health measures in relation to the workforce (main location in Detmold).

Interpretation:

The negative trend, especially in 2020 and its continuation, is largely due to the pandemic. Classroom events have been cancelled and could only be covered to a limited extent by the expansion of digital offerings.

Vision:

The aim is to include half of the workforce in the health promotion measures. The range of online measures is to be increased in order to reach employees in mobile work in particular and to inspire them to lead a healthy lifestyle.

Relevant sustainability activities