The workforce

Slight increase in the number of employees

At December 31, 2018, the Daimler Group employed a total of 298,683 men and women (2017: 289,321). As was forecast in Annual Report 2017, the number of employees increased slightly (+3 %). This increase was primarily a result of the positive overall business situation. Workforce numbers increased at all divisions in 2018. (See table B.39)

B.39 Employees by division

  2018 2017 18/17
Employees (December 31)     % change
       
Daimler Group 298,683 289,321 +3
Mercedes-Benz Cars 145,436 142,666 +2
Daimler Trucks 82,953 79,483 +4
Mercedes-Benz Vans 26,210 25,255 +4
Daimler Buses 18,770 18,292 +3
Daimler Financial Services 14,070 13,012 +8
Group functions and services 11,244 10,613 +6

The number of employees in Germany increased from 172,089 in 2017 to 174,663 in the year under review. Whereas employee numbers rose in the United States to 26,310 (2017: 23,513) and in Brazil to 10,307 (2017: 9,800), the number of employees in Japan remained close to the prior-year level at 9,918 (2017: 10,016). Our consolidated subsidiaries in China had a total of 4,424 employees at the end of the year (2017: 4,099). At the end of the year under review, Daimler AG employed a total of 149,797 men and women (2017: 148,953). (See graphic B.38)

Daimler AR2018 B.38 Employees By region

Around the world, we have combined in-house services, such as those for financial processes, human resources (HR), IT and development tasks, sales functions and certain location-specific services, into shared service centers. Some of the shared service centers are not consolidated because they do not affect our financial position, cash flow or profitability; those companies employed approximately 11,900 men and women at the end of 2018.

The Group’s total workforce also does not include the employees of companies that we manage together with Chinese partners; at December 31, 2018, they numbered approximately 19,900 people (2017: 19,900).

Human resources strategy

The key aims of our human resources strategy are to further increase our appeal as an employer and to safeguard the competitiveness of our workforce. Because our executives should motivate their employees to achieve top performance, it is crucial that we further develop our management culture and establish outstanding leadership capabilities in our management. In addition, we want to take on social responsibility and let diversity flourish in our global company.

High attractiveness as an employer

Our activities and measures for enhancing our appeal as an employer are designed to enable us to recruit and retain a sufficient number of specialized employees and qualified managers in the competition for talented staff. Our primary objectives here are to ensure attractive and fair compensation and to establish and maintain a work culture that promotes outstanding performance and a high level of motivation and satisfaction among our employees and management staff. Today’s living and working conditions require working times to be flexibly organized in accordance with individual needs. Our approach is therefore to challenge our employees to achieve top performance and to support their efforts to do so, rather than focusing on their mere presence at work. For this reason, we also seek to improve performance by helping employees reconcile their professional and personal responsibilities.

Diversity management

The statement “Diversity shapes our future” underscores the importance of diversity management as a strategic factor for success at Daimler. Diversity management enables us to reflect the diversity of our customers, suppliers and investors around the world.

Daimler’s nearly 300,000 employees from over 160 countries provide the Group with a vibrant mixture of cultures and ways of life. We have committed ourselves to raising the proportion of women in senior management at the Group to at least 20 % by the year 2020. The proportion of women in such positions has continually risen in recent years to reach 18.8 % at the end of 2018 (2017: 17.6 %). Our instruments for supporting the targeted promotion of women include mentoring, special events and training courses, and employee networks.

In order to fulfill the requirements of legislation regarding the equal participation of women and men in management positions, the Board of Management has set targets for the proportion of women at the two management levels below the Board of Management and a deadline for achieving those targets. In setting all targets, we have taken industry-specific circumstances into consideration.

Further details are provided in the “Declaration on Corporate Governance” section of this Annual Report.

Securing young talent

Daimler takes a holistic approach to securing young talent. This begins with programs for children and teenagers (in our Genius initiative, for example) and extends to a broad range of activities such as social media campaigns, hackathons, competitions and internships that offer young talents the possibility to get in touch and interact with the company. After university students graduate, we offer them attractive possibilities to join our company directly or launch their careers at Daimler by taking part in our global training programs.

Employee qualification

We provide our staff with training and continuing education opportunities throughout their entire careers in order to safeguard the long-term innovative capability and outstanding performance of our workforce. Our range of qualification measures includes practical training courses, e-learning courses, seminars, workshops, specialist conferences and financial support for employees who participate in a course of study while continuing to work.

Health management and occupational safety

Healthy and motivated employees are important for our competitiveness. We therefore promote the health and safety of our employees through numerous programs that focus on adequate protection measures, ergonomics, the provision of medical care, nutritional advice, individual exercise courses and much more. Our Health & Safety unit defines, coordinates and monitors measures that promote and ensure occupational health and safety at the company.

Further information on employee matters can be found in the Employee Issues of this Annual Report.

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