Annual Report 2017

The workforce

Slight increase in the number of employees

On December 31, 2017, the Daimler Group employed a total of 289,321 men and women (2016: 282,488). As was forecast in Annual Report 2016, the number of employees increased slightly (+2 %). This increase was primarily a result of the positive business situation throughout the Group. Workforce numbers increased at all divisions in 2017. (See table B.40)

The number of employees in Germany increased from 170,034 in 2016 to 172,089 in the year under review. Whereas employee numbers rose in the United States to 23,513 (2016: 21,857), workforce numbers remained constant in Brazil at 9,800 (2016: 9,782) and in Japan at 10,016 (2016: 10,535). (See table B.39) Our consolidated subsidiaries in China had a total of 4,099 employees at the end of the year (2016: 3,696). At the end of the year under review, Daimler AG employed a total of 148,953 men and women (2016: 148,704).

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 around 10,000 men and women at the end of 2017.

The Group’s total workforce also does not include the employees of companies that we manage together with Chinese partners; on December 31, 2017, they numbered approximately 19,900 people (2016: 19,500).

Daimler AR2017 B.39 Employees By region

B.40 Employees by division

  2017 2016 17/16
Employees (December 31)   % change
       
Daimler Group 289,321 282,488 +2
Mercedes-Benz Cars 142,666 139,947 +2
Daimler Trucks 79,483 78,642 +1
Mercedes-Benz Vans 25,255 24,029 +5
Daimler Buses 18,292 17,899 +2
Daimler Financial Services 13,012 12,062 +8
Group Functions & Services 10,613 9,909 +7

Human resources strategy

The key aims of our human resources strategy are to further increase our attractiveness 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 attractiveness as an employer are designed to enable us to recruit and retain a sufficient number of specialized employees and qualified managers in the global competition for talented staff. Our primary objectives here are to ensure attractive and fair compensation and to establish and maintain a work culture that enables 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 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. The various skills and talents of our workforce enable us as a global company to effectively reflect the diversity of our customers, suppliers and investors around the world.

Daimler’s more than 289,000 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 positions at the Group to 20 % by the year 2020. The proportion of women in such positions has continually risen in recent years to reach 17.6 % at the end of 2017 (2016: 16.7 %). Our instruments for supporting the targeted promotion of women include mentorships, special events and training measures, as well as employee networks.

In order to fulfill the requirements of new legislation on 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 executive 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 Corporate Governance Report of this Annual Report. 

Securing young talent

Daimler takes a holistic approach to securing young talent. Our "Genius" initiative gives children and teenagers valuable insights into future technologies and information about jobs in the automotive industry. Along with technical and commercial apprenticeships and dual courses of study, we also conduct various activities that address young talent. In addition, we offer extensive possibilities to personally interact with the company via social media, hackathons, competitions and internships. After university students graduate, we offer them attractive opportunities to join our company directly or launch their careers at Daimler by taking part in our global CAReer training program.

We had 8,097 apprentices and trainees throughout the Group at the end of 2017 (2016: 7,960). Of that number, 4,409 were in a training program at Daimler AG (2016: 4,824). A total of 1,278 young people began their vocational training at Daimler during the year under review (2016: 1,662), and 1,197 of them were hired after completing their apprenticeships (2016: 1,448).

Employee qualification

We support 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, seminars, workshops, specialist conferences and financial support for employees who conduct 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 protective measures, ergonomics, the provision of medical care, nutritional advice, individual exercise courses and much more. Daimler has a separate function — the Health & Safety department — that is dedicated to promoting and ensuring occupational health and safety. This department defines, coordinates and monitors all measures associated with occupational safety, occupational healthcare and the promotion of good health and a healthy lifestyle.

Further information on employee matters can be found in the Non-Financial Report of this Annual Report. (See Employee issues)

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