Nachhaltigkeitsbericht Alperia 2017

Alperia
Nachhaltigkeitsbericht 2017
1 Alperia und seine Werte
2 Nachhaltigkeitsstrategie
3 Territorium
4 Green mission
5 Kunden
6 Mitarbeiter
7 Entwicklung und Innovation
8 Anhang
9 GRI Inhalt
Figure 27: Parental leave {GRI 401-3}
Unit Men Women
2017 2016 2017 2016
Total number of employees that were entitled to parental leave1 headcount 42 9 13 26
Total number of employees that took parental leave2 headcount 17 9 13 26
% 40 100 100 100
Total number of employees that returned to work in the reporting
period after parental leave ended
Total number of employees that returned to work in 2016 after
parental leave ended that were still employed 12 months (ending in
the reporting period 2017) after their return to work
headcount 17 9 4 4
headcount 9 0 4 0
Return to work rate3 % 100 % 100 % 100 % 100 %
Retention rate4 % 100 % 100 % 100 % 100 %
1Based on total entitlements known to the employer
2Includes compulsory leave (only for the mother) and optional leave (usable also by the father)
3New employee hire rate= Total amount of new hires (headcount) during the reporting period as per 31.12. / Total number of employees
(headcount) per 31.12.
4Employee turnover rate= Total number of employees (headcount) who left the company voluntarily or due to dismissal, reitrement or
death in service per 31.12. / Total number of employees (headcount) per 31.12.
Figure 28: Ratio of basic salary and remuneration of women to men {GRI 405-2}
Ratio of basic salary and remuneration of women to men Unit 2017 2016 YoY-Variation
Top management1 ratio 0,96 0,97 -1 %
Middle managment ratio 0,97 1,13 -14 %
White-collar employees ratio 0,92
Blue-collar employees2 ratio 0,8
1,01 -
Average group ratio ratio 0,9 1,03 -13 %
1Includes directors and direct reports
2There are only two women in this category
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