We collect data Group-wide on the diversity of our workforce in relation to gender and age, and additionally at the Hannover location in relation to nationality. Due to statutory regulations we do not publish any data on other categories such as religious belief or disability.
Throughout our entire Group employees are selected without regard to origin. Rather, in order to meet the exacting quality standards of our complex reinsurance services, we welcome the fact that we have a diverse range of experts working for us from various disciplines and with a variety of cultural backgrounds.
Group-wide, the gender ratio of the 3,317-strong workforce is virtually balanced at 47.0% male and 53.0% female. Yet women are under-represented on the company's more senior hierarchical levels compared to men. Of the 90 executives working in Germany, 14 are women, or 15.6%. This means that we have still to achieve the new target quota of 18% for women on the first and second levels of management set by the Executive Board for no later than 2022. With a view to changing this, we have adopted tools and approaches to support women in their professional development: these include, for example, a mentoring programme aimed at women, seminars for executives that highlight the differences and commonalities in gender-specific communication, advice sessions for parents-to-be covering periods of employment protection, parental leave, part-time working during parental leave etc. and also planning – in terms of both timing and content – for employees returning from parental leave with the aid of flexible arrangements that go well beyond the legal standards.
The mentoring programme, in particular, is a highly customised development tool intended to encourage women to contemplate their career opportunities. The programme involves bringing female employees together with experienced senior executives for a period of twelve months to engage in a targeted, regular dialogue. The mentees are encouraged to reflect on their professional development to date and to take steps to actively shape their future career. Yet for the participating senior executives too, who in some cases are members of the Executive Board, the role of mentor enables insights to be gained and leads to greater awareness of gender-related issues. Another implementation round in which seven mentee-mentor tandems worked together was completed in April 2018. A fresh round also got underway in 2018 with information events about the programme and the opening of the application process.
The age structure of our Group's workforce in 2018 again reveals a balanced picture: 13.4% of our employees are under 30, 59.1% are aged between 30 and 49 and 27.5% are 50 or over. A comparison of the age structure over the years, however, shows a trend in line with the shift in demographics. The proportion of employees aged "50 and over" rose steadily by 7.5 percentage points in the period from 2011 to 2018.
Proportion of women on the first and second levels of management at the Hannover location | ||||||
---|---|---|---|---|---|---|
In % | 2018 | 2017 | 2016 | 2015 | 2014 | |
Target quota set | 18.0 | 16.8 | 16.8 | 16.8 | n.a. | |
Quota achieved | 15.6 | 15.4 | 16.3 | 16.0 | 17.0 |
In our personnel statistics a distinction is made between three hierarchical levels: Group Executive, Senior Management and other employees. Of the altogether 3,317 employees Group-wide, 152 (4.6%) belong to the category of Group Executive, 716 (21.6%) to the category of Senior Management and 2,449 (73.8%) to the category of other employees.
Details of the breakdown of the various employee categories are provided in the tables below.
Breakdown of employees by gender | |||||||||||||
2018 | 2017 | 20161 | 2015 | 2014 | |||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Gender | Number2 | + / - previous year |
in %3 | Number2 | + / - previous year |
in %3 | Number2 | in %3 | Number2 | in %3 | Number2 | in %3 | |
Number of employees | Men | 1,558 | 23 | 47.0 | 1,535 | 45 | 47.2 | 1,490 | 51.5 | 1,255 | 48.9 | 1,231 | 48.6 |
Women | 1,759 | 43 | 53.0 | 1,716 | 313 | 52.8 | 1,403 | 48.5 | 1,313 | 51.1 | 1,303 | 51.4 | |
Group Executive | Men | 128 | (3) | 84.2 | 131 | (3) | 84.5 | 134 | 84.8 | 136 | 5.3 | 136 | 5.4 |
Women | 24 | - | 15.8 | 24 | - | 15.5 | 24 | 15.2 | 24 | 0.9 | 23 | 0.9 | |
Senior Management | Men | 452 | 19 | 63.1 | 433 | 50 | 63.5 | 383 | 63.5 | 355 | 13.8 | 339 | 13.4 |
Women | 264 | 15 | 36.9 | 249 | 48 | 36.5 | 201 | 36.5 | 176 | 6.9 | 166 | 6.6 | |
Other employees | Men | 978 | 7 | 39.9 | 971 | 113 | 40.2 | 858 | 40.2 | 764 | 29.8 | 756 | 29.8 |
Women | 1,471 | 28 | 60.1 | 1,443 | 150 | 59.8 | 1,293 | 49.8 | 1,113 | 43.3 | 1,114 | 44.0 | |
1 From 2016 onwards the employees of all companies included in the financial statement of the Hannover Re Group are counted.
2 The key personnel indicators are calculated according to headcount. In this context, we consider the consolidated group in accordance with the requirements of IFRS 10 "Consolidated Financial Statements" on the basis of a consistent consolidation model for all companies that defines control without regard to whether it arises out of company law, contractual or economic circumstances. Group companies are consolidated with effect from the date on which Hannover Re gains control over them. The total number of employees also includes trainees at the Hannover location.
3 The percentage shows the proportion of women and men within the respective hierarchical level. |
Breakdown of employees by age group and employee category | ||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|
2018 | 2017 | 20161 | 2015 | 2014 | ||||||||
Age group | Number2 | + / - previous year | in %3 | Number2 | in %3 | Number2 | in %3 | Number2 | in %3 | Number2 | in %3 | |
Number of employees | Up to age 29 | 444 | 29 | 13.4 | 415 | 12.8 | 370 | 12.8 | 341 | 13.3 | 331 | 13.1 |
Ages 30 to 49 | 1,960 | (21) | 59.1 | 1,981 | 60.9 | 1,811 | 62.6 | 1,597 | 62.2 | 1,612 | 63.6 | |
Aged 50 or over | 913 | 58 | 27.5 | 855 | 26.3 | 712 | 24.6 | 630 | 24.5 | 591 | 23.3 | |
Group Executive | Up to age 29 | 0 | - | - | 0 | - | 0 | - | 0 | - | 0 | - |
Ages 30 to 49 | 63 | (6) | 41.1 | 69 | 2.1 | 75 | 2.6 | 77 | 3.0 | 87 | 3.4 | |
Aged 50 or over | 89 | 3 | 58.9 | 86 | 2.6 | 83 | 2.9 | 83 | 3.2 | 72 | 2.8 | |
Senior Management | Up to age 29 | 3 | (2) | 0.4 | 5 | 0.2 | 0 | - | 2 | 0.1 | 1 | - |
Ages 30 to 49 | 434 | 11 | 60.6 | 423 | 13.0 | 398 | 13.8 | 352 | 13.7 | 338 | 13.3 | |
Aged 50 or over | 279 | 25 | 39.0 | 254 | 7.8 | 186 | 6.4 | 177 | 6.9 | 166 | 6.6 | |
Other employees | Up to age 29 | 441 | 31 | 18.0 | 410 | 12.6 | 370 | 12.8 | 339 | 13.2 | 330 | 13.0 |
Ages 30 to 49 | 1,467 | (22) | 59.8 | 1,489 | 45.8 | 1,338 | 46.2 | 1,168 | 45.5 | 1,187 | 46.8 | |
Aged 50 or over | 545 | 30 | 22.2 | 515 | 15.8 | 443 | 15.3 | 370 | 14.4 | 353 | 13.9 | |
1 From 2016 onwards the employees of all companies included in the financial statement of the Hannover Re Group are counted.
2 The key personnel indicators are calculated according to headcount. In this context, we consider the consolidated group in accordance with the requirements of IFRS 10 "Consolidated Financial Statements" on the basis of a consistent consolidation model for all companies that defines control without regard to whether it arises out of company law, contractual or economic circumstances. Group companies are consolidated with effect from the date on which Hannover Re gains control over them. The total number of employees also includes trainees at the Hannover location.
3 The percentage shows the proportion of the respective age group within the hierarchical level relative to the total workforce. |