Fresenius Group Overview

Being an attractive employer

The commitment of our more than 276,000 employees worldwide is the basis for the success and sustained growth of ­Fresenius.

Arbeitgeber

With their achievements and skills, our employees are helping our businesses occupy leading positions in their markets. We want to attract, retain, and develop talent at ­Fresenius. That is why we offer them a variety of attractive development opportunities. Furthermore, we promote inter­national and interdisciplinary cooperation, as well as diversity in the business areas and regions. In the Group Management Board, the member of the Management Board responsible for Legal and Compliance and Labor Relations is responsible for all central employee matters.

Reporting on employee matters includes the key topics: personnel structure and diversity, employee engagement, profit-sharing schemes, how Fresenius attracts, retains, and develops talents, as well as occupational health and safety. The business models of our segments are adjusted to the individual needs of the health care markets we operate in. Therefore, we report on Group personnel concepts as well as on specific measures within our business segments.

Personnel structure and diversity

At the end of fiscal year 2018, the ­Fresenius Group employed 276,750 employees. That was 3,501 people or 1% more than in the previous year (December 31, 2017: 273,249).

Our employee structure by function remained fairly unchanged compared to the previous year’s figure. About 15% of our employees work in production while 70% are engaged in service.

The proportion of female employees in the ­Fresenius Group was again 68% as of December 31, 2018 (December 31, 2017: 68%). The number of women who participate in the Group-wide Long Term Incentive Plan (LTIP 2018) is a good indication for the women’s share in management positions worldwide. The female quota among these approximately 1,400 top executives amounted to 30.3% as of December 31, 2018.

The average age1 of an employee was 41.6 years in 2018 (2017: 41.5 years). The majority (55%) of our employees is between the age of 30 and 50.

The length of service1 within the Group may vary due to acquisitions in the business segments. In 2018 it was 7.4 years (2017: 8.2 years).

In 2018, the voluntary turnover rate1 was 9.6% (2017: 9.9%).

­Fresenius respects and promotes a culture of diversity. We are convinced that the combination of different perspectives, opinions, cultural impressions, experiences, and values will enable us to exploit the potential that will make us successful as a global company. The knowledge and social skills of our employees of different ethnic, social, and religious backgrounds support us in developing a high sensitivity for local needs of our customers and patients. The ­Fresenius Code of Conduct is the foundation of this company culture characterized by collaboration and mutual respect. It is binding for all ­Fresenius employees.

For further information on our diversity concept for the Management Board and the Supervisory Board, please see our corporate governance declaration and report.

1 Data of Fresenius Medical Care based on country data representing 96% all employees. Prior year information was adjusted to refl ect the increased scope and to conform to the current year's presentation. Fresenius Kabi’s data encompass employees globally. Data of Helios Germany inlcude in 2016 and 2017 the post-acute care business in Germany. Data of Fresenius Vamed also include temporary staff in 2017 and as of 2018 the German post-acute care business transferred from Fresenius Helios to Fresenius Vamed.

Attract talent, retain and develop employees

The ongoing globalization of our markets remains a challenge for our human resources management. Since needs differ in the various business segments, all employee development concepts are formulated and implemented according to specific market requirements and cultural differences. Our human resources management focuses on three topics:

  • Attract talent: To ensure that our long-term needs for highly qualified employees are met, and to recruit new employees, we make use of online personnel marketing, regularly participate in recruiting events and careers fairs, and organize our own recruiting events. Over recent years, we significantly broadened our personnel marketing activities and expanded our global career website. In fiscal year 2018, the market research institute Potentialpark named Fresenius as the best German company in the category “Online appeal to applicants” for the seventh consecutive year.
  • Retain employees: As an international health care Group, our human resources management and accompanying activities are designed for local needs, e.g. flexible working time models or incentive programs to participate in the company’s success.
  • Develop employees: We offer our employees the opportunity to develop their career in an international, dynamic environment. Our personnel management instruments are continuously adjusted to meet future challenges. The Group-wide binding trainings on our Code of Conduct are accompanied by mandatory training in the business segments, e.g. in quality management, environmental management, or occupational health and safety management. Further individual training courses for employees and executives, as well as training relevant to the respective departments, complement our personnel development measures. Depending on the customer and market structure, our business segments place very different demands on concepts and measures for personnel development.

For more information about how we attract talent, and retain and develop employees see the Non-financial Report.

Exchange with employee representatives

Fresenius acts responsibly towards its employees. This includes the voluntary commitment to comply with international labor and social standards, which are contained in our Code of Conduct and in the Human Rights Statement.

For more information see the Non-financial Report.

Occupational health and safety

Ensuring the health and safety of our employees is part of our corporate responsibility. The Fresenius Code of Conduct bindingly stipulates that all necessary measures for employee safety are taken to prevent work-related incidents. All business segments focus on preventive measures in the field of occupational health and safety and on the individual respon­sibility of the employees. The safety concepts are adapted to the business models of the four business segments and cover production-related occupational health and safety as well as corporate health initiatives for employees in health care facilities and administration. We aim to secure the occupational safety of our employees, as well as the safety of our patients.

For more information about occupational health and safety see the Non-financial Report.