As a globally acting Group, Vossloh actively promotes diversity within its workforce. The company went a step further in 2022 by appointing diversity officers for each business unit as part of the Group-wide sustainability initiative. In addition to acting as a point of contact, they are also responsible for initiating or implementing sustainability-related projects in their respective business units. The first round of ideas and examples of best practice were discussed at the diversity officer kick-off meeting.
In 2022, Vossloh employed men and women from over 44 countries with a wide range of qualification levels, education levels, vocational training paths, career experience and service years within all of its hierarchical levels. The French Vossloh sites participate in the nationwide TREMPLIN initiative (translated: springboard; abbreviation for TRansport EMPLoi INnovation). It aims to reduce the shortage of skilled workers in the transport and logistics industry by encouraging and promoting applications from people with disabilities. Vossloh Rail Services offers internships and apprenticeships for socially disadvantaged young people as part of the NachwuchsCampus traineeship initiative. The trainees in this business unit also include several refugees.
The following table shows some key HR indicators, which should be viewed in the context of Vossloh’s status as a global industrial manufacturing Group:
|Vossloh Group workforce structure1 (as of 12/31)||2022||2021|
|Proportion of women in total workforce as a %||15.2||14.9|
|Age structure of employees as a %|
|< 31 years||16.1||16.5|
|> 50 years||29.9||30.2|
|Length of service of employees as a %|
|> 20 years||18.2||18.6|
|Employees by region as a %|
|Rest of Europe||32.5||30.9|
1 Number of employees based on actual headcount.