ESG

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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Two men in white helmets and high-visibility vests inspect production Uwe Strasser

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

Employee Orientation

Wienerberger’s employees are an important factor of success for the company. And more than ever it is crucial that our people have the possibility to be heard and to voice their opinions. This is our corporate responsibility – to make sure that there’s room for everyone’s view. The opinions thus gathered create our basis for discussing business improvements and increasing employee satisfaction. For this reason, an employee survey is carried out every other year in the Wienerberger Group, where we ask all to tell it like it is!

Nearly 12,000 team members from 29 countries of the Wienerberger Group participated in the employee survey of spring 2021, which resulted in a participation rate of 80%. This high participation strengthens the significance and importance of the feedback received, which is essential for the analysis of the status quo and the definition of improvement measures. Because finally, this feedback is positively impacting the working environment of all our colleagues and our common success of our organization of tomorrow.

Areas of strength within the Wienerberger Group are, for example, employee engagement and enablement, our quality and customer focus, colleagues who feel empowered and respected in the job and value the collaboration within their teams, as well as the very clear and promising direction Wienerberger is aiming at.

And as a company, we are glad we got valuable feedback that also gives us the opportunity for improvement in some areas. With an action plan and focus groups we are working on topics like better communication with our blue collar-colleagues in the plants, various internship programs and trainings or the establishment of a winning culture to increase commitment, as well as a learning and development focus for mental health. All to be even better in the coming employee survey, which we will run in 2023. 

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.