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. On ethical grounds and in part due to statutory regulations, we do not publish any data on other categories such as religious belief or disability.
At the Hannover location alone, the 1,349 members of staff come from 39 different nations and thus reflect the international dimension of our business operations. Two different nationalities are represented on our company's seven-person Executive Board.
Breakdown of employees by country | ||
20161 | 2015 | |
---|---|---|
Germany | 1,349 | 1,337 |
USA | 312 | 283 |
UK | 235 | 156 |
South Africa | 276 | 156 |
Australia | 98 | 103 |
Sweden | 180 | 92 |
Ireland | 43 | 51 |
Other | 400 | 390 |
Total | 2,893 | 2,568 |
1 Until 2015 inclusive the Group-wide headcount refers only to employees working at Group companies allocable to the operational insurance business. From 2016 onwards the employees of all companies included in the financial statement of the Hannover Re Group are counted. |
The proportion of women and men in our total workforce is balanced. Yet women are under-represented in the company's higher hierarchical levels compared to men. With a view to changing this, we have adopted a number of tools and approaches to support women in their professional development: these include, for example, a mentoring programme for women, seminars for managers on gender-specific communication, advice sessions for parents-to-be with regard to 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 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 managers for a period of 12 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 managers 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. The latest implementation round was launched in 2016 with informational events and the application phase for would-be participants in the programme.
Of the 92 managers working in Germany, 15 are women, or 16.3%. Group-wide, the gender balance of the 2,893-strong workforce is balanced at 48.9% male and 51.1% female. For the German companies, we have targeted an overall ratio of 16.8% for women in the two levels of senior management directly below the Executive Board by 30 June 2017. With the proportion of women standing at 16.3% in 2016, we are well on track to achieving this goal.
Breakdown of employees by gender | |||||
20161 | 2015 | ||||
---|---|---|---|---|---|
Gender | Number | in % | Number | in % | |
Group Executive | Men | 134 | 4.6 | 136 | 5.3 |
Women | 24 | 0,8 | 24 | 0,9 | |
Senior Management | Men | 383 | 13.2 | 355 | 13.8 |
Women | 201 | 6,9 | 176 | 6,9 | |
Other employees | Men | 858 | 29.7 | 764 | 29.8 |
Women | 1,293 | 44,7 | 1,113 | 43,3 | |
1 Until 2015 inclusive the Group-wide headcount refers only to employees working at Group companies allocable to the operational insurance business. From 2016 onwards the employees of all companies included in the financial statement of the Hannover Re Group are counted. |
In our personnel statistics a distinction is made between three hierarchical levels: Group Executive, Senior Management and other employees. Of the altogether 2,893 employees Group-wide, 158 (5.5%) belong to the category of Group Executive, 584 (20.2%) to the category of Senior Management and 2,151 (74.3%) to the category of other employees.
Details of the breakdown of the various employee categories are provided in the table below.
Breakdown of employees by age group and employee category | |||||
---|---|---|---|---|---|
20161 | 2015 | ||||
Age group | Number | in % | Number | in % | |
Group Executive | Up to age 29 | 0 | 0.0 | 0 | 0.0 |
Ages 30 to 49 | 75 | 2.6 | 77 | 3.0 | |
Aged 50 or over | 83 | 2.9 | 83 | 3.2 | |
Senior Management | Up to age 29 | 0 | 0.0 | 2 | 0.1 |
Ages 30 to 49 | 398 | 13.8 | 352 | 13.7 | |
Aged 50 or over | 186 | 6.4 | 177 | 6.9 | |
Other employees | Up to age 29 | 370 | 12.8 | 339 | 13.2 |
Ages 30 to 49 | 1,338 | 46.2 | 1,168 | 45.5 | |
Aged 50 or over | 443 | 15.3 | 370 | 14.4 | |
1 Until 2015 inclusive the Group-wide headcount refers only to employees working at Group companies allocable to the operational insurance business. From 2016 onwards the employees of all companies included in the financial statement of the Hannover Re Group are counted. |