The promotion of diversity in the company is a critical factor in its business success. As a company that focuses on diversity, REWE Group improves its ability to adapt to changing market conditions and enhances its competitive position in the race to recruit qualified skilled employees. With this in mind, REWE Group focuses its personnel management work on creating a diverse employee structure and on maintaining a discrimination-free workplace for employees irrespective of their gender, age, religion, sexual identity, origin or disability in which all employees have equal opportunities. This also includes equal pay for men and women.
In this effort, the company focuses on the following issues:
Within the scope of its DisAbility strategy, REWE International AG defined the following targets that it plans to reach by 2019:
A Disability Manager position has been created to promote implementation of the measures and goals of the company-wide strategy.
In 2017, REWE Group started a strategic cooperation with Aktion Mensch, a German social organisation. During the reporting period, a round table on the subject of “inclusion and work” took place. The aim was to discuss options to integrate people with disabilities more in the company and/or also to train them. It is planned that awareness for the subject of inclusion in the regions will be raised among more managers and HR managers through discussions.
Respectful and responsible interactions with one another are also a fundamental aspect of the corporate culture of toom Baumarkt DIY stores. toom has been working closely with the organisations of Lebenshilfe, a group that helps people with disabilities, since 2014. The focus of this effort involves active diversity and respectful relationships among people with and without disabilities that are practised as part of joint projects done within the framework of local partnerships, internships and outsourced workshop jobs.
The commitment to the discrimination-free formulation of company human resources policies is a fundamental part of the Guidelines for Sustainable Business Practices at REWE Group. It is also a fundamental component of the code of conduct that applies to all employees and managers.
In 2014, a network called “different together”, or di.to, was created by Cologne-based employees of REWE Group. The LGBT network is designed to help employees network in the work environment and to promote dialogue outside their own sales lines. A ten-employee working group is responsible for setting up the network and organising regular meetings and events, among other things. For example, with the successful rainbow sticker campaign in June 2016, di.to encouraged all REWE stores to demonstrate tolerance and diversity by attaching the symbol to the door of the store. In 2017, the rainbow sticker campaign was carried out at PENNY. di.to is also a contact for employees who feel discriminated against because of their sexual identity. The network now has about 170 members, and more and more regional networks are being added to it. There are also subsidiaries in the South, North, East and Central regions. The “different together” network also started in Austria in 2017.
REWE Group has intensified its social commitment for refugees. With the help of the company, refugees could be quickly and unbureaucratically assisted during the initial arrival process and later with their integration into society and work life.
To help young refugees enter the workforce, internships throughout Germany were filled by refugees. REWE Group also continues to support its partnership with JOBLINGE – an initiative that supports young, socially disadvantaged people and young refugees. In the JOBLINGE and JOBLINGE Kompass programmes, employees from REWE Group act as mentors to help young refugees qualify as soon as possible and become integrated in the labour market. Employees of REWE, DER Touristik, PENNY and toom Baumarkt DIY stores can easily work as volunteers (programme “Ehrensache”, or Act of Honour). In the meantime, almost 60 mentors are active in Germany, many of whom are mentors for a second time.
The integration initiative “KIMAT” was launched in the REWE Region South to help improve the integration of migrants into the labour market and to foster intercultural exchanges. The initiative was presented the HR Excellence Award of Quadriga University and the trade journal Human Resources Manager in 2016. Some refugees are integrated as trainees, others are taking part in language courses to prepare them for training in sales and logistics.
In the “European Logistics Recruiting” project, lorry drivers and pickers and packers from the rest of Europe are being specifically recruited for REWE and PENNY. However, true employee acquisition means more than just recruiting. The aim is to integrate new co-workers – at work and also privately. Therefore, the project also includes considerations about integration services, such as German language courses, mentors for initial support and suitable, affordable accommodation. To open up different paths, the project also aims to acquire and integrate the target group refugees. The successful experiences from the South region will be used as a basis to develop a concept for the entire REWE Group. Implementation for the pilot locations in the North, East and South regions will commence at the start of 2018.
Like many other companies, REWE Group is confronted with inequality with regard to women and men in top management positions. REWE Group intends to address this question by conducting a project called “Equal Opportunity for Women” that is part of the initiative “Diversity at REWE Group”. In 2016, about 100 female employees from all sales lines attended a series of workshops. The objective was to determine how female employees of REWE Group view the company’s (management) culture, what they consider to be factors that foster and hamper career development and which steps they think should be taken. On the basis of these results, the company developed measures that are designed to help women join its managerial ranks and increase the appeal of managerial positions. The Women’s Drive programme started in 2017 with 16 participants. It specifically aims to put more women into management roles. The programme takes one year to complete and consists of four seminars with supporting mentoring from internal managers. Since 2017, REWE has also been a partner in the Cologne-based alliance “Mit Frauen in Führung“ (Leading with Women). Thirteen well-known Cologne companies have established an active network offering numerous activities to offer women and men equal development opportunities and to set an example. As well as regular discussions with companies in the alliance, there is a cross-mentoring programme in which REWE Group participates with three mentees and mentors.
Women made up 68.4 per cent of the total workforce of REWE Group in 2017 and 68.7 per cent in 2016. They also comprised about 48.6 per cent of the company’s managers (2016: 48.1 per cent; 2015: 48.0 per cent). The share of women among the company’s top management was 11.6 per cent (2016: 10 per cent). Consequently, REWE Group has beaten its target of having 47.9 per cent of its management positions filled by women.
The Supervisory Board of REWE-Zentral-Aktiengesellschaft (RZAG) had 18 ordinary members (16 men and two women) as of 31 December 2017. The Supervisory Board of REWE-ZENTRALFINANZ eG (RZF) had 20 ordinary members (17 men and three women) in 2017. No women were members of the Management Board in the reporting period. Likewise, no women were members of the Managing Board or the Supervisory Board of REWE International AG.
REWE Group determines the employment rate of people with disabilities in accordance with Section 2 of the German Social Welfare Code (Sozialgesetzbuch) and in Austria in accordance with the Disabled Persons Employment Act (Behinderteneinstellungsgesetz). Under these definitions, the employment rate of employees with disabilities at REWE Group was 3.2 per cent in 2017, a slight increase from previous years (2016: 3.0 per cent; 2015: 2.9 per cent). In Germany, no comprehensive reporting requirement applies to people with disabilities. For this reason, all employees with a reported disability are included in this calculation.
|Up to 30 years old %||Total||30.8||30.3||30.3||14.5||14.2||14.2||-||-||-|
|31–50 years old %||Total||42.9||42.4||41.9||59.7||59.6||59.1||52.0||48.9||51.1|
|Older than 50 years %||Total||26.4||27.3||28.2||25.8||26.2||26.6||48.0||51.1||48.9|
|People with disabilities by headcount||Total||3.0||3.1||3.2||2.0||1.9||2.1||2.1||1.7||1.3|
* The rate of people with disabilities is calculated by headcount and therefore has a different calculation basis than the determination of the mandatory share of employed people with severe handicaps according to Section 71, Book IX of the Social Welfare Code (SGB) (Germany). Calculating the rate of people with disabilities by headcount was chosen in order to determine a uniform key figure for Germany and Austria. Individuals with disabilities are defined according to Section 2 of the German Social Welfare Code and the Austrian Disabled Persons Employment Act (BEinstG).
|Year||Number||Women %||Men %||Up to 30 years old %||31–50 years old||Older than 50 years %|
|Supervisory Board Germany||2015||28||11||89||0||25||75|
|Management Board RIAG (Austria)||2015||5||0||100||0||20||80|
|Supervisory Board (Austria)||2015||7||0||100||0||30||70|
|Headcount, foreign nationals||Total||21,292||22,871||24,716||1,049||1,175||1,231||14||12||16|
|Share of foreign nationals %||Total||13.8||14.5||15.3||8.6||9.5||9.7||6.2||5.2||7.1|