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 in the reporting year 2020 were:

  • COVID-19 pandemic: Own task force set up to report on the situation and rules on safety for the comprehensive and rapid information of employees
  • Renewed conducting of survey on employee health
  • Implementation of the 2020 occupational safety program
  • Regular information and measures on current incidents to promote safety-conscious behaviour
  • Focus on creating awareness and sensitisation of employees

The TRIFR (Total Recordable Injury Frequency Rate) safety indicator is decisive for assessing performance in the occupational safety area. TRIFR measures the accidents (per capita) with Lost Time Injuries (LTIs), plus incidents entailing medical treatment in relation to the sum total of working hours x 200,000 hours. In 2020, the aim of reducing the number of accidents at work to ≤ 2.0 was achieved. TRIFR reports a reduction from 2.9 in 2019 to 1.3 in the reporting year 2020.

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.

The COVID-19 pandemic had a decisive influence on the training and development measures in the year under review. Employees completed a total of 24,247 training hours in the 2020 reporting year.

Central measures in the reporting year 2020 were:

  • Preparation of training sessions in e-learning formats ongoing
  • Focused talent management (including the “Young Talents” and “Management Tools” program) halted due to COVID-19

Employment development

The number of personnel in Ranshofen dropped by 3 % to 1,843 in 2020 (reporting date/individuals) compared with the figure of 1,901 employees in the 2019 reporting period.The proportion of temporary employment contracts has settled at a very low level. The staff turnover rate stood at 5.4 % (reporting date/individuals). This includes all staff departures (excluding individuals going into retirement and employment contracts ending due to expiry or probationary periods concluding).

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.

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