Sustainable Conduct

Attracting, Developing and Retaining the Best Managers and Employees

Employer branding targets both current and prospective employees

Innovations, changing customer requirements and a strong competitive environment are just some of the reasons why we welcome open-minded employees who question the status quo. A professional approach to attracting suitable talents is key to this. In 2016, we established our uniform employer brand “Passion to Innovate | Power to Change” around the world. This expresses what we expect of our employees and, at the same time, what we as a company offer them. We use our employer branding internally to enhance employee identification and externally to position the company on the employment market. In total, the Bayer Group hired 12,012 new employees in 2016.

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New Hires1 by Region and Gender

 

 

Europe / Middle East / Africa

 

North America

 

Asia / Pacific

 

Latin America

 

Total

 

 

2015

2016

 

2015

2016

 

2015

2016

 

2015

2016

 

2015

2016

Women

 

2,513

2,318

 

1,024

754

 

1,569

1,265

 

666

599

 

5,772

4,936

2015 figures restated

The figures also include the discontinued operations.

1

Converted into full-time equivalents (FTE)

< 30

 

1,179

1,147

 

308

220

 

937

697

 

375

318

 

2,798

2,383

30 – 49

 

1,221

1,058

 

515

366

 

611

543

 

286

278

 

2,634

2,245

>= 50

 

114

113

 

201

168

 

21

24

 

5

3

 

341

308

Men

 

3,480

3,057

 

1,406

1,008

 

2,762

2,026

 

1,082

986

 

8,729

7,076

< 30

 

1,815

1,634

 

503

316

 

1,709

1,114

 

611

523

 

4,638

3,587

30 – 49

 

1,452

1,246

 

597

478

 

1,009

888

 

452

437

 

3,509

3,049

>= 50

 

212

177

 

307

214

 

45

23

 

19

26

 

583

440

Total

 

5,994

5,375

 

2,430

1,762

 

4,330

3,291

 

1,748

1,584

 

14,502

12,012

Our excellent reputation as an employer is shown by numerous external surveys, awards and accolades.

High level of vocational and ongoing training

Vocational training plays a key role at Bayer in order to meet the need for skilled employees. We provide sound training in more than 20 different occupations and offer more vocational training places than required to meet our needs. In Germany alone, around 1,145 young people embarked on a vocational training course at Bayer in 2016. In addition, Bayer offers trainee programs in Germany in areas such as financial management, human resources and engineering. Furthermore we give young people an opportunity to gain an early insight into a practical work environment. Overall, we provided some 2,800 professional internships for students around the world in 2016.

A key aim of our personnel development strategy is to create an environment where all employees have the opportunity to develop their full potential. In the spirit of “lifelong learning”, we help employees in all fields broaden their knowledge and skills and keep up with the latest changes throughout their working lives. Support ranges from knowledge sharing and peer learning to programs that take up new trends and perspectives. On average, employees at our Significant locations of operation A selection of countries that accounted for more than 80% of total Bayer Group sales in 2016 (United States, Germany, China, Brazil, Japan, France, Canada, Italy, Mexico, U.K., India, Spain, Australia, Russia, Switzerland, Poland, Turkey, Argentina and Belgium). received 22.1 hours of vocational and ongoing training in 2016.

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At the heart of our ongoing training concept is the Group-wide Bayer Academy, which bundles our extensive continuing education offerings for employees and which was once again honored with the renowned Brandon Hall Group Excellence Award in bronze in 2016. Alongside systematic development of managerial employees, it offers continuous professional training through various functional academies. In 2016, the average cost of training per employee was approximately €409. The next table contains a further breakdown of vocational and ongoing training.

Training Activities in Hours in 2016 by Employee Group and Gender1

 

 

Women

 

Men

 

Total

The figures also include the discontinued operations.

1

Selected training activities in the countries covered by the global training system, in which we generated approximately 72% of our sales in 2016; the gender-specific averages assume 50% women and 50% men for the United States and Japan as statutory regulations preclude differentiation by gender in these countries.

Employee group

 

 

 

 

 

 

Senior management

 

24.3

 

16.7

 

18.6

Junior management

 

30.9

 

28.5

 

29.5

Specialists

 

20.2

 

15.8

 

17.5

Overall average

 

23.7

 

19.6

 

21.2

31,000

Development Dialogues were held in 2016.

Development Dialogue and feedback on performance

The aim of the Development Dialogue is to define possible perspectives for further career development as a basis for a development plan that fosters employees’ personal strengths and addresses areas in which they would like to develop further. Some 31,000 Development Dialogues were held and documented in 2016.

63%

of all Bayer employees take part in performance feedback.

Specific and differentiated feedback forms the basis for positive personal development. Bayer encourages a culture of candid feedback to help employees achieve their individual goals within the framework of corporate targets. This is supported by our Group-wide performance management system, which includes obligatory feedback discussions where employees receive meaningful feedback from their supervisors on fulfillment of their professional and behavioral objectives. This assessment also determines the level of their variable compensation. In 2016, this system covered about 63% of our total workforce. Of the participants 45% were female and 55% male.

Wide-ranging career opportunities

1,000

Bayer employees on international assignments

Thanks to our wide-ranging business activities, we offer employees throughout the Group good opportunities for development. Vacancies throughout the Bayer Group, from nonmanagerial right up to senior management level, are advertised via a globally accessible platform. In 2016, around 11,700 vacancies in 63 countries were posted here. International assignments are also an important element in employee development. Around 1,000 employees around the world participated in international assignments in 2016.