REWE Group faces a broad range of human-resources challenges. As a result of demographic trends, the number of older employees will rise constantly, and there will be increasing shortages of trainees and skilled workers. In addition, workplaces are being reshaped by globalisation and digitalisation, accompanied in part by technological change, shifts in cultural values and growing individualisation. The work world of the future will be more digital, connected and flexible. As a result of structure change, many jobs will differ greatly from today’s occupations (source: German Ministry of Labour and Social Affairs: Digitalised Work World 2019).
To permanently integrate sustainability into its company processes, REWE Group has developed an all-encompassing sustainability strategy that is made up of four main pillars: Green Products; Energy, Climate and the Environment; Employees; and Social Involvement. As part of the pillar Employees, REWE Group systematically works to prepare itself for the future, attract talented individuals and turn them into long-term employees. In this process, the company applies strategic human resources management – with employee-focused work concepts, safe working conditions, tailored training opportunities and respect for every individual.
Dedicated, well-qualified employees contribute immensely to the company’s success. Fostering satisfaction, performance and productivity plays a major role in this process at REWE Group. To achieve this goal at such a large and diverse company, it takes a strong sense of community among all employees. Additionally, a range of factors plays a role – these include fair pay, additional company benefits that extend beyond the level of negotiated wages, flexible working models that can be adjusted to meet individual employee needs as well as tailored ways to achieve a work-life balance. The corporate culture of REWE Group fosters a trusting and respectful relationship among employees, customers and business partners. The company is determined to create a diverse employee structure and to provide its staff, regardless of their gender, age, religion, origin, sexual identity or disability, with non-discriminating jobs that offer equal opportunities to each member of the workforce.
The following areas of action have been defined for the pillar Employees: values and culture; training and professional growth; health and safety; job and phases of life; and diversity and equal opportunity. All areas of action are monitored by the Employee working group, a team led by Dr Daniela Büchel (Divisional Management Board of Retail Germany – HR and sustainability areas).
As a way of measuring the progress being achieved in the pillar Employees, REWE Group defined KPIs and their targets:
|Training percentage (share of trainees in the company’s workforce measured in full time equivalents)||To rise to 5.0% by 2022||5.2 %||See the section Education and Training Programmes|
|Internal hiring of managers||To maintain the level of 75.0% through 2022||78.0 %|
|Percentage of management positions held by women||To maintain the level of 47.9% through 2022||46.5 %||See the section Diversity and Equal Opportunity|
|Accidents per 1,000 full-time equivalents||To maintain or improve the level of 48 accidents per 1,000 FTEs through 2022||46.1||See the section Occupational Safety and Health Management|
|Rate of people with disabilities by headcount*||To at least maintain the level of 3.0% through 2022*||3.0 %||See the section Diversity and Equal Opportunity|
During the reporting period, REWE Group measured its sustainability strategy against the Sustainable Development Goals (SDGs). It then identified and prioritised the SDGs that are relevant to the company (see the section Strategy). One of the highest-priority SDGs was included in the area of responsibility for the pillar Employees: Decent Work and Economic Growth (SDG 8).