Sustainability Report 2018

Equal opportunity

Why this topic is important to us

We are a corporate Group focused on the international markets, and we provide what tend to be highly diversified services. As a consequence, we rely on employees who bring a broad range of experiences, qualifications, and perspectives to their jobs – and who apply their individual competencies to help us successfully exploit the market opportunities opening up for us. Ensuring equal opportunity and diversity therefore is a cornerstone of our human resource policy.

Our concept

Our benchmark is the Allgemeines Gleichbehandlungsgesetz (AGG, German Equal Opportunity Act). We have incorporated the core statements of this Act in our Bilfinger Code of Conduct, which is binding for all our employees. The Code reads as follows: “At Bilfinger, we value cultural diversity and are committed to a discrimination-free workplace. All employees enjoy the same opportunities in terms of hiring, promotion, remuneration and ongoing development, irrespective of their ethnicity, gender, sexual orientation, religion, ideology, disability or age.”

Any violations of the principles and substantive provisions of our Bilfinger Code of Conduct are subject to sanctions. All employees are expected to report any violations that they may become aware of or that they suspect. To this end, employees can turn to their supervisor, the Human Resources department, the Compliance department or a trusted person. Alternatively, they can also make use of a confidential whistleblower system (see the section entitled “Compliance”).

How we intend to reach our goals

Our activities in the field of “Equal Opportunity” are focused on ensuring equal treatment for our male and female employees. As of the end of the reporting year, the proportion of women in the total workforce worldwide was 10.1 percent (prior year: 9.9 percent). The proportion of women at executive Levels 1 to 3 was 9.9 percent (prior year: 9.1 percent).

Employees by gender

 

 

2018

 

2017

 

 

Female

 

Male

 

Total

 

Female

 

Male

 

Total

Engineering & Technologies

 

1,413

 

7,854

 

9,267

 

1,407

 

6,940

 

8,347

Maintenance, Modifications & Operations

 

1,807

 

23,040

 

24,847

 

1,703

 

23,194

 

24,897

Other Operations

 

210

 

1,041

 

1,251

 

235

 

1,642

 

1,877

Headquarters / consolidation / other

 

196

 

344

 

540

 

184

 

339

 

523

Total

 

3,626

 

32,279

 

35,905

 

3,529

 

32,115

 

35,644

Women in leadership roles (Group)

 

 

2018

 

2017

 

 

Female

 

Male

 

Total

 

Female

 

Male

 

Total

Executive Level 1

 

1

 

25

 

26

 

1

 

29

 

30

Executive Level 2

 

14

 

119

 

133

 

10

 

117

 

127

Executive Level 3

 

39

 

349

 

388

 

44

 

401

 

445

Total

 

54

 

493

 

547

 

55

 

547

 

602

Women in leadership roles (Bilfinger SE)

 

 

2018

 

2017

 

 

Female

 

Male

 

Total

 

Female

 

Male

 

Total

Executive Level 1

 

1

 

16

 

17

 

1

 

12

 

13

Executive Level 2

 

6

 

26

 

32

 

3

 

16

 

19

Executive Level 3

 

8

 

34

 

42

 

8

 

31

 

39

Total

 

15

 

76

 

91

 

12

 

59

 

71

Our objective is to increase the proportion of women in leadership roles throughout the Group to 15 percent by 2020.

As regards the Gesetz zur gleichberechtigten Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst (GFTP, Act on the equal participation of women and men in management positions in the private sector and in the civil service), which entered into force in Germany in May of 2015, we have set ourselves the following targets for Bilfinger SE, which we intend to achieve by December 31, 2020:

  • Supervisory Board: Fulfill the statutory gender quota of 30 percent women, respectively men (status as per December 31, 2018: 40 percent women, 60 percent men)
  • Executive Board: No gender quota (status as per December 31, 2018: 33.3 percent women, 66.6 percent men)
  • Executive level 1: Ratio of women of at least ten percent (status as per December 31, 2018: 6.0 percent women)
  • Executive level 2: Ratio of women of at least 23 percent (status as per December 31, 2018: 19.0 percent women)

We can

Heat reservoirs

Storage of wind and solar power
Heat reservoirs (photo)

Storing surplus power is a key prerequisite for the German Energiewende from conventional to renewable energies. Heat reservoirs are able to provide such storage capacities in a cost-effective and energy-efficient manner. Bilfinger is currently developing and building the corresponding technical facilities, including reconversion systems, for Siemens Gamesa.

Video: Cooperation Bilfinger & Siemens Gamesa