Empowering our people
We aim to be an employer of choice by pursuing improvements in people’s quality of life, and by empowering and motivating all employees with an exciting culture, life-long learning and development possibilities. Our employment model is based on respect for and compliance with universal human rights standards and progressive labor legislation. A good example of this can be found in the work-life balance measures designed and implemented by Siemens Gamesa. Notable among these are flexi-time schemes, continuous/shorter working day arrangements, vacation packages and the provision of end-to-end assistance to personnel posted abroad.
At the end of fiscal year 2018, the total headcount reached more than 23,000 full-time equivalent employees. Full-time equivalent employees are those with employment contracts based on employment hours compared to standard full-time employment hours.
From a regional perspective, Europe, the Middle East and Africa are the regions with the largest proportion of the workforce (68%), followed by Asia and Australia (19%) and the Americas (13%). The number of hiring’s in 2018 reached over 2,400. Europe, Middle East and Africa being the regions with most employees hired.
People working at Siemens Gamesa are mostly younger than 45 years. The age structure in 2018 shows that 39% of our workforce is under 35 years and 36% of the team between 35 and 45 years old. Another fifth is over 45 years old.
Close to 100 different nationalities are employed by Siemens Gamesa worldwide. Ours is a diverse workforce, and we value that deeply. Our company has a Diversity and Inclusion Policy that applies to all geographic regions where we are present. This policy aims to ensure equality and inclusion, and avoid any kind of discrimination based on race, gender, civil status, ideology, political opinions, nationality, religion or any other personal, physical or social characteristic.
Siemens Gamesa has a harassment protocol in place that stipulates how to prevent harassment in the workplace. The message is very clear. Any form of sexual, gender-based and/or psychological harassment is absolutely unacceptable. It offends dignity; it is harmful to the working environment and has undesirable effects on people’s health, morale, confidence and self-esteem. It has no place anywhere in our company.
With respect to gender diversity in the composition of the Board of Directors, Siemens Gamesa currently exceeds target of having the presence of at least 30 percent women by 2020. Our company has six women on the Board of Directors at 30 September 2018, which represents 46% of its members. The share of female employees represents an overall 19% of the total workforce.
Siemens Gamesa is firmly committed to pursuing labor relationships that are based on trust, transparency, and good faith negotiations. We believe in, and promote, workers’ rights to freedom of association, union membership and collective bargaining. The importance of this fundamental labor right is set out in the company’s Business Conduct Guidelines.
Labor relations between Siemens Gamesa and our employees are regulated by the legal regulations of each country and such pacts and agreements as may have been reached with workers’ representatives. Additionally, agreements that were in place prior to the company merger, such as the Global Framework Agreement signed by legacy Gamesa, the IndustriALL Global Union, CCOO de Industria, MCA-UGT and FITAGUGT on social, labor and environmental matters, are currently in force and represent the first global agreement to guarantee labor rights by a company in the renewable energy sector.
Siemens Gamesa offers professional development opportunities in the form of training and job experience, in a multicultural and multinational environment. During the fiscal year 2018, nearly 18,000 employees received training (78% of the total) with a cumulative number of training hours of over 619,000. We also counted 500 graduates - including interns, apprentices and students.
Additionally, Siemens Gamesa has talent management tools that incorporate individual development plans for a number of high potential employees. Such plans are aimed at contributing to personal growth and developing desired competencies and skills. In addition to individual development plans, the company also has other programs for developing talent.
Occupational health & safety is an essential part of our Business Code of Conduct, internal monitoring systems, risk management work and internal controls. It is embedded everywhere in the Siemens Gamesa culture. Our company complies with prevailing legislation in every market where we have a presence, and we establish as many preventative measures as are needed.
Beyond specific market requirements, we are guided at all times by the criteria of excellence and continuous improvement, and we apply an integrated health and safety, environment and quality management policy lens to all that we do. We have a zero tolerance policy towards negligent occupational health and safety conduct.
Siemens Gamesa has made an explicit undertaking, in its Code of Conduct, to defend human rights. We are committed to observing international standards on the protection of fundamental rights and freedoms of the people affected by our operations. More specifically, we are guided by the United Nations Norms on the Responsibilities of Transnational Corporations and Other Business Enterprises with regard to human rights, the guidelines of the OECD, the Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy of the International Labor Organization (OIT/ILO) and the Women’s Empowerment Principles of the United Nations Development Fund for Women (UNIFEM).
Our Suppliers Code of Conduct sets out rules to ensure that working conditions in the company’s supply chain are safe, that workers are treated decently and with respect and that all business transactions are ethically, socially and environmentally responsible. The Corporate Social Responsibility Policy, approved by the Board of Directors, covers respect for human rights, particularly any right the violation of which would degrade employees, and rejects child labor and forced or compulsory labor.
Siemens Gamesa has a Whistleblowing Channel through which our employees can report activities that are unethical, lack integrity or go against the principles contained in the Code of Conduct. Compliance cases reported and confirmed during the reporting period amounted to 28. The number of disciplinary sanctions put in place during the period amounted to six.