Diversity of the workforce
Nationality
In line with EVN‘s international business model, the workforce includes a large number of different nationalities. Men and women from more than 20 countries work for EVN, whereby most come from Austria, Bulgaria and Macedonia.
Women and men
As of 30 September 2016, 1,606 women (22.6%) and 5,512 men (77.4%) were employed by EVN. A total of 108 women and 208 men joined EVN during the reporting year.
EVN is working to increase the percentage of women over the medium term to a level that mirrors the current educational levels of women in the applicable professional groups. In support of this goal, the “Engendering Utilities“ project in Macedonia that was initiated in the reporting period, the “Women@EVN” programme and an internal women’s network in Austria are carried out. The network helps women attain qualified, skilled or managerial positions according to their interests and abilities and holds workshops that develop measures to optimise overall conditions. EVN also held a series of seminars during the reporting year which included topics such as “making the best use of your opportunities and resources” and “a skilful appearance”.
Types of employment
The workforces at EVN AG and Netz Niederösterreich GmbH consist entirely of salaried employees. In addition, the wage employees of EVN Abfallverwertung Niederösterreich GmbH were voluntarily transferred to a salaried status as of 1 January 2016. No differentiation is made between wage and salaried employees in Macedonia and Bulgaria. The average number of apprentices during the reporting period was 57. A total of 268 leased employees also worked for the EVN Group as of 30 September 2016. The EVN Group uses personnel leasing for three reasons: first, as a preliminary step to a conventional employment relationship (integration leasing); second, for projects covering a limited time period; and third, to handle peak work periods.
| Diversity of employees 2015/16 | Austria | Bulgaria | Macedonia | Other countries | Total | |
|---|---|---|---|---|---|---|
| Number of employees | ||||||
| thereof women | % | 19.6 | 25.8 | 21.2 | 30.6 | 22.6 |
| thereof men | % | 80.4 | 74.2 | 78.8 | 69.4 | 77.4 |
| Type of employment1) | ||||||
| Worker | % | 4.4 | – | – | 24.5 | 2.8 |
| Employee | % | 95.6 | 100.0 | 100.0 | 75.5 | 97.2 |
| Contract type | ||||||
| Part-time in total | % | 10.6 | 0.5 | 0.2 | 9.4 | 4.5 |
| Part-time women | % | 8.4 | 0.2 | 0.0 | 7.7 | 3.5 |
| Individuals with special needs | % | 2.0 | 1.5 | 0.9 | 2.5 | 1.6 |
| 1) In Bulgaria and Macedonia, there is no distinction between employee and worker. | ||||||
Age structure of employees 2015/16
- GRI indicators: Total staff by employment type, work contract and region (G4-10); Diversity of employees and leading bodies (G4-LA12)
Senior employees
The average age of EVN employees currently equals 44.2 years, but is projected to rise in the near term due to the expected increase in the retirement age. EVN has therefore introduced specific personnel development measures and part-time working models within the context of a partial retirement programme. In 2015/16, 94 employees at EVN AG, Netz Niederösterreich GmbH, EVN Wasser, Kabelplus, EVN Abfallverwertung and EVN Business Service decided in favour of a part-time working model.
Employment period of employees 2015/16
Total number of new employees 2015/16
Based on the current legal retirement age, 11.4% of EVN’s employees will retire during the next five years and 26.3% in the next ten years. This calculation is based on a conservative approach, which assumes retirement at the earliest possible age. EVN is working to meet the resulting need for specialists and managers with specifically designed programmes and measures to support the transfer of know-how between older and younger employees.
EVN also incorporates the requirements of the various age groups in the development of its health programme.
- GRI indicator: Retirements in the next five and ten years (EU15)
People with special needs
EVN believes in integrating people with special needs in its workforce. Particular importance is given to the individual design of workplaces and processes (e.g. using sign-language interpreters) to facilitate the integration of these employees into everyday business operations. Additional opportunities regarding working hours and locations are available if required. Of the 26 EVN customer centres in Lower Austria, 21 are equipped for barrier-free access. The EVN service centres established in Stockerau, Horn and Tulln during the reporting year are also barrier-free.
EVN employed 112 men and women with special needs in 2015/16, representing 1.6% of the total workforce. In addition, Netz Niederösterreich GmbH and EVN Wärme GmbH placed orders of a total value of approximately EUR 574,300 with sheltered workshops during the reporting year and, in this way, made a further contribution to the employment of individuals with special needs.
Young people
EVN had a total of 57 apprentices in 2015/16, including 20 who started their training to become electrical technicians on 1 September 2016. Additional classes and seminars at EVN complement the dual programme of theoretical vocational school education and practical on-the-job training. EVN also supports double and multiple qualifications, e.g. apprentice training to qualify as natural gas and heating technicians, as a means of improving interdisciplinary qualifications.
The high quality of this training is also demonstrated by the fact that most of the apprentices remain with EVN after completing their programmes. This also allows EVN to cover most of its requirements for skilled technicians internally. The nine young people who started their apprenticeships with Netz Niederösterreich GmbH in 2011 successfully completed their training during the reporting year, and eight were still employed by EVN as of 30 September 2016. Experienced colleagues support the young technicians after their training is completed and thereby ensure the transfer of their know-how and experience.
