Mutual appreciation, trust and fairness in dealing with employees and regional partners form the cornerstones of business activity. Qualified and motivated staff comprise a key element in AMAG’s success.

Through constant further development in the areas of occupational health & safety as well as customised training and further education offerings, the necessary foundations and optimal framework conditions for employees are created. An open communication culture via information letters and the consistent involvement of employees, including through recurring employee satisfaction surveys, form essential components of AMAG’s personnel policy.

Occupational health & safety

In the occupational safety area, the principle is “zero tolerance for accidents”. Extensive safety instructions and training measures, safety audits, and workshops as part of the continuous improvement process (CIP) help to achieve the targets. In order to minimise hazards, the causes of recorded incidents (near misses, accidents, dangerous situations) and the implementation and effectiveness of the countermeasures taken in response are continuously analysed. Certifications and occupational safety committees contribute to this, in parallel with guidelines and safety instructions. Processes and standards in the occupational safety area are aligned with the new international EN ISO 45001 standard, certified, and integrated into the existing management system.

Central measures are:

  • Regular information and measures on recent incidents to promote safety-conscious behaviour
  • Additional safety tours in the production Areas
  • Fifteen-minute safety sessions: Holding weekly safety briefings on recent incidents and Training sessions
  • Awareness-raising concept for occupational safety
  • New workwear and personal protective equipment Project
  • Priority action on carcinogenic substances

Training and development

At AMAG, learning represents an essential part of the corporate culture. Well-trained employees are a crucial factor in sustainable corporate performance and success. Especially in the age of Industry 4.0 and digitalisation, lifelong learning is not just a slogan, but the key to success. With the implementation of a Learning Management System (LMS) and digital learning, AMAG intends to introduce a company-wide tool that provides all employees with the best possible support and qualifies them for future tasks to the greatest extent. The establishment of a new “learning culture” and the integration of learning into everyday working life comprise the fundamental challenges.

In the areas of training and further education, the range of courses on offer was expanded in 2019 and skills were taught where they were needed. Employees completed a total of 36,006 training hours in the 2019 reporting year.

Central measures are:

  • Preparing training sessions in appropriate learning formats
  • Creating a training program based on evaluating individual requirements
  • Focussed talent management (including the “Young Talents” and “Management Tools” programs)

Employment development

At the Ranshofen site, the number of employees in the reporting year increased by 3 % to 1,901. A total of 1,886 employees were permanently employed and 15 employees had temporary employ- ment contracts. At 6.3 %, the staff turnover rate has remained at a low level for years (December 31 reporting date/individuals). In terms of geographic distribution, most of the workforce is based in Austria. Around 80 % of the employees at the Ranshofen location are resident in Austria, and 20 % in Germany.

Equal opportunities & diversity

Any type of discrimination, especially based on age, gender, skin colour, sexual orientation, background, religion or handicap, is rejected. This expressly implies compliance with the Standards defined in the AMAG code of conduct. AMAG aligns itself with the UN Charter in this context, as well as with the European Convention on Human Rights. All employees have the opportunity to report suspected discriminatory treatment to the compliance manager, or through a compliance hotline.

Since the 2017 reporting year, we have published a summarized non-financial statement in our management report, thereby fulfilling our reporting obligation in accordance with the Sustainability and Diversity Improvement Act (NaDiVeG). It summarizes the essential information for AMAG on the five required aspects of environmental issues, employee issues, social issues, respect for human rights, anti-corruption and bribery.