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. I
The “company-wide agreement on qualification” regulates professional training at
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 i
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. I
The Global Training unit safeguards and increases the skills of our employees at the Mercedes-Benz sales organization. I
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
Beyond the current legal requirements, we have sinc
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.
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 a
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 i
The principle of equality between men and women has been set out in binding form at
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«)