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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:
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.
Central measures are:
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.
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.
