Against the background of growing challenges, such as international competition in the aviation industry and the expectations of our passengers and airlines combined with an ongoing focus on the result, the aim is to support the personal, specialist, social and, methodological abilities of our employees. In this way, we can ensure the high quality of our services and also secure long-term, attractive jobs.
For further information on the following topics, please consult the “2016 Compact” report.
Protection of jobs across the Group and provision of a working environment that is characterized by diversity, equal opportunities, fairness, and respect. Creating good labor conditions and development opportunities to recruit, qualify, and retain dedicated personnel.
As a cosmopolitan company with an international perspective, Fraport values the diversity of its employees. Diversity enriches cooperation and promotes innovation and creativity. We see the different cultural back- grounds, experiences, and language skills of our employees as an opportunity to respond flexibly to the changing requirements in international markets and to benefit from them. The Group company agreement “Diversity, Equality and the Conduct of Partnership in the Workplace” sets out the key principles for this.
As far back as 2007, we committed to the “Charter of Diversity” – a company initiative to promote diversity in companies and institutions. This involves recognizing and valuing employee diversity as well as including it in the corporate culture. This goal is accommodated by countless offerings: flexible working hours and other efforts to help employees achieve a good work-life balance and health management, intercultural events (e.g., interfaith memorial services), provision of prayer rooms at the airport and the integration of people with disabilities. Particular emphasis is put on ad- vising and supporting managers on how they can respond to the needs of their employees.
In terms of diversity management, Fraport particularly focuses on the advancement of women into management positions. In 2015, we already achieved our goal set for 2021 to increase the proportion at the Frankfurt site to between 25 % and 35 %, differentiated by business, service, and central units. As a result, we increased it to 30 % to 35 % and extended it to the entire Group. In 2016, the proportion of women in management positions in the Group was 30.3 %.
Employee satisfaction in the Group is an important measure for us, which we collect with the Fraport Barometer, an online survey. In 2016, the grade fell slightly to 2.91 1) (2015: 2.85; index value in line with the German school grade system). Fraport aims to constantly improve employee satisfaction. Both company-wide activities and department-specific measures and the evaluation of these aim to contribute to this.
The average grade for satisfaction by the employees of Fraport AG was 2.90 in 2016, and therefore also slightly down on the previous year’s figure of 2.78. After the target value of better than 3.0 was once again reached in the past fiscal year, the Executive Board is targeting an improvement over the previous year’s figure.
1) Values excluding the Group companies Lima Airport Partners S.R.L. and Fraport Twin Star Airport Management AD, whose satisfaction ratings were not available by the editorial deadline.
Fraport is one of the biggest employers in the Frankfurt/Rhine-Main Region, with approximately 18,300 employees at Frankfurt Airport. The Fraport Group has around 20,300 employees worldwide. Well-trained employees are required in a specialized field such as managing and operating an airport. We therefore provide a wide range of ongoing training opportunities for our employees.
Fraport AG has an almost 50-year tradition of apprenticeships. As one of the largest companies offering apprenticeships in the region, we provide at least 110 young people with a job opportunity in one of more than 30 training courses or dual study courses each year.
In view of the demographic change, apprenticeships are indispensable for bringing the next generation of young people into the company. Training programs based on our requirements and training concepts that are appropriate for the target groups make a significant contribution towards meeting medium-term needs for qualified new employees.
The influx of people from crisis areas around the world also presents new challenges. Together with companies from Frankfurt, the City of Frankfurt, the Federal Agency for Labor, the Chamber of Industry and Commerce, and Gesellschaft für Jugendbeschäftigung, since 2015 we have developed a qualification program for the professional integration of young refugees (BIFF), which we launched with nine young refugees in cooperation with Pittler ProRegion Berufsausbildung GmbH in 2016.
The program is designed for career orientation, preparation for apprenticeships and the improvement of language skills. Following this measure, the aim is to offer apprenticeships to as many of the participants as possible. This program complements the special programs that are already established: “Jugend Mobil” (since 1999) and “Startklar” (since 2012).