A competitive workforce

We can only be successful if we have a skilled and high-performing workforce. It is therefore crucial that we continuously promote the development of our employees in order to remain competitive.

Employee development and securing young talent

The goals of our professional training, continuing education, and qualification programs are to offer our employees opportunities for lifelong learning and continuous further development, safeguard the competitiveness of our company, and ensure that we can recruit and secure young talent. Further aims include establishing an agile management culture and organization that is supported by digital systems and ensuring that we keep pace with the technological transformation of mobility. For this reason, we offer various programs on a regular basis that enable our employees to improve their qualifications, become familiar with changed requirements, and acquire and develop new skills. Among other things, the approach we employ here makes use of digital learning formats and qualification measures that are implemented directly in the workplace. In 2019, we defined strategic areas of action for professional education. These areas include the transformation of mobility, agility in professional education, digital education projects, and internationalization. The areas apply equally to Daimler AG, Mercedes-Benz AG, and Daimler Truck AG.

The “company-wide agreement on qualification” regulates professional training at Daimler AG, Mercedes-Benz AG, Daimler Truck AG, and Daimler Brand & IP Management GmbH & Co. KG. This agreement standardizes the qualification process and makes it more efficient. Our employees should take part in professional training and qualification for their professional and personal development throughout their careers. Employees are supported by our managers as they proceed along their career paths. A key focus of our qualification measures in the reporting year involved topics relating to electric mobility, for example.

The Daimler Corporate Academy helps the Group develop a new management culture and world of work. The central mission of the Academy is to safeguard the further development of managers throughout the Group and around the globe within the framework of a leadership program. Around 150,000 participants worldwide have received personal and professional training in 2019 with the programs of the Corporate Academy. The portfolio includes courses in business skills, as well as initiatives that address trends such as the digital transformation of the Group, agile work methods, and future skills for experts. The Corporate Academy also offers Daimler Academic Programs, which enable employees to pursue a course of study while they continue to work.

Programs such as “Skilled Worker in Focus” and the team leader development program ensure that employees in production and production-related units also receive non-specialized general training and education according to uniform standards. In 2019, for example, 76 employees used the “Skilled Worker in Focus” program. We also focus especially on the development of talented young managers.

The Global Training unit safeguards and increases the skills of our employees at the Mercedes-Benz sales organization. In 2019, more than 700 Mercedes-Benz trainers in over 80 countries worldwide instructed approximately 203,000 participants. Employees complete 1.8 million training courses each year.

INspire is the name given to a series of international talent training programs that optimally prepare young professionals for their careers. Each one of our talent training programs offers cross-unit insights, training, and personal coaching.

In Germany, we recruit most of the young talent we need through our industrial-technical and commercial apprenticeships and the programs at the Cooperative State University. We developed the “Daimler Training System” for technical apprenticeships in Germany. Daimler also offers dual work-study programs for 13 internationally recognized bachelor courses of study at 13 Group locations throughout Germany.

Our STEM education initiative, “Genius,” is designed to get children and young people enthusiastic about technology and technology topics. Genius also helps teachers make their classes varied and future-oriented by offering them practice-related instructional materials, digital education materials, and interactive advanced training courses.


At Daimler, we encourage equal opportunity and a culture of appreciation and respect — a culture in which one’s ethnicity, age, gender, individual physical capabilities or sexual identity or orientation have no bearing whatsoever on one’s job or career. Diversity and inclusion are firm components of our sustainable business strategy, for which we have set ourselves targets and defined areas of action.

As a supervisory board of a listed company subject to parity codetermination, the Daimler AG Supervisory Board is legally required to have a gender ratio of at least 30 % women. The Supervisory Board fulfills this requirement as a whole and also in terms of the side of the Supervisory Board representing the shareholders and the side representing the employees. In line with a further legal requirement, the Supervisory Board defined a target of 12.5 % for the proportion of women on the Board of Management, with a deadline of December 31, 2020. This target has been clearly surpassed, as the proportion of women on the Board of Management is currently 25 %. The Board of Management defined a target of 15 % for the proportion of women in the first and second management levels of Daimler AG below the Board of Management, with a deadline of December 31, 2020. As of December 31, 2019, the proportion of women at the first management level below the Board of Management was 12.5 %; at the second level it was 23.8 %. As a result of the deconsolidation of the Cars & Vans and Trucks & Buses divisions into Mercedes-Benz AG and Daimler Truck AG as part of Project Future, the number of executives of Daimler AG at the two management levels below the Board of Management and thus the number for determining the proportion of women at these levels decreased significantly on December 31, 2019.

Beyond the current legal requirements, we have since 2006 been setting clear goals for increasing the proportion of women in the various business units, and we check every month or quarter to see how we are progressing. For example, Daimler has defined its own target for the proportion of women in executive management positions at the Group level over a period of several years within the framework of its in-house guidelines (Gender Diversity Aspirational Guidelines). This target calls for a proportion of 20 % by the end of 2020. The share of women in such positions stood at 19.8 % at the end of 2019. Women currently account for 19.0 % of the total workforce worldwide.

The Board of Management holds regular discussions (on a quarterly basis over the past few years) of the Group’s diversity management targets, activities, and results. The Diversity Update contains gender reporting information and if required information on any Group-wide projects. Our entire workforce knows that we expect all employees to treat one another with respect and appreciation. Managers serve as role models here and thus have a special responsibility for ensuring a corporate culture marked by fairness.

The Integrity and Diversity units at Daimler design the framework and processes for such a culture. The Global Diversity Office is a corporate function that is part of the Group Human Resources organization. This office defines strategic targets and areas of action in cooperation with the business units and initiates group-wide projects, training programs, and awareness promoting measures.

We offer various training and qualification measures for managers that are designed to make diversity and inclusion firm elements of their day-to-day management work. Consequently this topic area is a component of existing training courses for managers and staff in human resources units. Among other things, these courses teach participants how to address stereotypes and prejudices.

In 2019, we held the seventh Daimler Diversity Day in cooperation with the Diversity Charter initiative, of which we are a founding member. The motto of the event was “Changing Perspectives. Ready to Be Different.”

Daimler has 12 official Employee Resource Groups that enable employees with shared interests, experiences, and values to discuss various issues across all business units and hierarchical levels.

Training for young people with disabilities is particularly important to Daimler. As early as 2006, we began cooperating with the severely disabled persons’ representative to put together a plan of action for taking on severely disabled trainees. In previous years Daimler AG already surpassed the legally prescribed share of 5 %. Almost 9,000 employees with disabilities work at Daimler AG, Mercedes-Benz AG, and Daimler Truck AG. Daimler was presented with the German “Inclusion Award for the Economy 2019” in April 2019. The award jury honored the sustainable anchoring of disability inclusion in the company.

Daimler employs people from more than 160 nations, and we utilize this diversity to put together optimal teams.

Our generation management focuses on measures for maintaining the performance and health of younger and older employees as well as for promoting cooperation between people of different ages. Our Senior Experts program offers experienced retired employees the opportunity to come back to work and contribute their expertise to various projects for a maximum of six months. More than 800 assignments of senior experts have taken place since this program was launched in 2013.

The principle of equality between men and women has been set out in binding form at Daimler AG, Mercedes-Benz AG, Daimler Truck AG, and Daimler Brand & IP Management GmbH & Co. KG in company-wide agreements on “The Advancement of Women” and “Equal Opportunity.” Daimler also complies around the globe with relevant international agreements and principles of social responsibility.

Our principles regarding diversity and equal opportunity are described in our Integrity Code and our Group-wide “Fairness in the Workplace” agreement. Employees who have been victims of discrimination, bullying or sexual harassment, or who observe improper behavior by colleagues, can report such violations of policy to their supervisors, the HR department, our counseling service, their local medical services organization or the Works Council. They can also contact our whistleblower system BPO (Business Practices Office). In this way, all staff members around the world, as well as external whistleblowers, can report violations that pose a high risk to the company and its employees. (See »Compliance«)

Occupational health and safety
High attractiveness as an employer