Demographic Change

GRI 103-1, GRI 103-2, GRI 103-3
Wacker Chemie AG - Sustainability Report 2015/16

WACKER has been addressing demographic change for many years. The average age of the Group’s workforce at the 2016 reporting date was 43. Employees at non-German sites are younger than in Germany. The average age of executive staff was 52.4.

The age structure abroad varies greatly from region to region. Staff at Asian sites are comparatively young (average age: 35.6), while staff at US locations have an average age of 44.7. Regional variations in age structure are not exclusive to WACKER; they reflect the age structures of the populations in each continent and country.

Demographic Analysis of German and International Sites in 2016

Demographic Analysis of German and International Sites in 2016 (line chart)

To maintain our long-term innovative and competitive strength and to acquire and retain highly qualified employees, we have formulated ten strategic goals. These are:

  1. Systematically promote health.
  2. Adopt a respectful and appreciative approach to older employees.
  3. Expect employees across all age groups to take up offers of vocational training and to show job flexibility, while providing conditions that encourage them to do so.
  4. Secure expertise for the future, and transfer knowledge in a systematic and binding manner.
  5. Develop instruments to manage and regulate the transition to retirement.
  6. Orientate compensation to levels of performance and expertise.
  7. Maintain and enhance WACKER’s attractiveness for employees.
  8. Intensify advertising and recruitment efforts aimed at professions critical to WACKER’s success.
  9. Pursue forward-looking strategies for in-house vocational training.
  10. Act as a corporate citizen by fostering scientific and technological interest in youth at an early age.

To achieve these goals, we have introduced a number of measures – ranging from employee health programs through to basic and advanced training. These are intended to maintain employees’ job flexibility. We are putting increased effort into acquiring talented and committed young staff. Our Personnel Marketing targets aspiring engineers and scientists and informs them of career opportunities at WACKER. This revolves around intensive contacts with universities, e.g. in the form of project-planning courses, site tours for students, opportunities for internships and providing possible topics for bachelor’s and master’s degree theses. WACKER also attends job fairs at universities.