Sustainability

Employees

Wienerberger’s employees are the company’s most important success factor. Thanks to their know-how and their dedication, we are able to improve people’s quality of life. We promote the development of the full potential of our employees and offer them a safe and motivating work environment.

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Three people talking in a meeting room, two women, one man Elke Mayr

Our Human Resources Management

Developing Talents, Increasing Diversity, and Ensuring Safety

Strategic human resources management is a central lever of our corporate success. The shortage of skilled labor, demographic change, and our demanding safety requirements are essential aspects to be addressed, alongside many other important topics.

Managing our demand for skilled labor: The identification, development and retention of high-potential employees is a central topic for Wienerberger. The shortage of skilled labor, a problem faced by many companies, calls for a new approach to talent management.

Human resources development: We support the development of our employees. To this end, we are increasing the amount of training provided for internal career planning. We also care about the satisfaction of our employees.

Safety and health: Health and safety at the workplace is a matter of particular importance to us. The group-wide Safety Initiative and the new Health & Safety Policy underline our commitment.

Diversity: At Wienerberger, we want to achieve a high level of diversity. Our recruiting strategy, our human resources development, and our succession planning, as well as our talent management, have been adjusted to our ambitious targets. 

Our goals

What We Want to Achieve

≥ 15 %
women in senior management until 2023

≥ 30 % 
women in staff positions until 2023

10 %
more training hours per employee until 2023

Our Measures

What We Are Doing

  • In new appointments, especially to senior management and executive positions, we give preference to women when male and female candidates are equally qualified. Indicators (such as gender KPIs) are measured by way of internal reporting and summarized in an HR report.
  • We are fostering internal talents through competence development and further training programs, such as Ready4Expertise and Ready4Excellence. We will further extend our internal reporting on training.
  • Employee surveys and measures taken on the basis of the results obtained ensure the satisfaction of our employees.
  • Safety experts and safety officers in all country organizations and plants ensure that all health & safety rules are observed. We have safety systems in place at our production sites and continuously invest in occupational safety. Examples include our Health & Safety Policy, the safety app, safety training programs, awareness-building campaigns, and safety portals.
People form smilie face, bird's eye view Heikki Avent / Wienerberger AS

Our Success and our Challenges

More Women in Executive Positions, Fewer Accidents

  • The percentage of women in executive positions, especially in top management, has increased significantly. Recruiting women for engineering positions remains our greatest challenge.
  • In 2020, despite the COVID-19 pandemic, we met our target of providing an average of 16 training hours per employee. All safety and health rules were complied with.
  • The frequency of accidents declined by 3% in 2020 compared to the previous year. However, we regret to report an increase in accident severity and one fatal accident. We always thoroughly examine the circumstances of any accident and are stepping up our health & safety measures.

The health and safety of our employees is a matter of fundamental importance, especially in the producing industry. As an employer, Wienerberger takes this heavy responsibility very seriously. In accordance with the “safety first” principle, every top management meeting starts with safety at work as its first agenda item.

Ulrike Baumgartner-Foisner

Ulrike Baumgartner-Foisner

Senior Vice-President, Group Organizational Development & HR at Wienerberger

Useful Information

Human Resources Indicators

 

Unit

2018

2019

2020

Change (in %)

Women in senior management

in %, relative to headcount

11

12

13

+5

Women in staff positions

in %, relative to headcount

32

32

32

0

Average number of training hours per employee

in hours

 

16

16

16

+1

Accident frequency

Number of occupational accidents /
number of hours worked x 1,000,000

5

6

5

-3

Accident severity

Accident-related sick-leave days /
number of hours worked x 1,000,000

155

158

178

+12

Fatal occupational accidents

Number of occupational accidents

1

0

1

-

Average number of sick-leave days per employee

Number of sick-leave days

10.5

10.7

10.8

+1

Further Information

Lake

Sustainability Management at Wienerberger

On track for ESG: This is how the Wienerberger Group’s sustainability management is steered, implemented and evaluated.
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The Wienerberger Sustainability Program 2023

Decarbonization, the circular economy, and biodiversity: These are the environmental pillars of Wienerberger’s Sustainability Program 2023.
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Climate Change & Decarbonization

With our innovative products and systems we are providing solutions for decarbonization.
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A Circular Economy

The circular economy is a central pillar of Wienerberger’s Sustainability Program 2023: It enables us to ensure the long-term availability of raw materials.
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Biodiversity & Environment

The protection and preservation of our environment is firmly embedded in Wienerberger’s perception of its corporate mission.
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Business Ethics & Social Impacts

The economy is an integral part of society. At Wienerberger, we take our responsibility as a corporate citizen seriously.