Responsible employer

A job with added social value

Social aspects are playing an increasingly important role when it comes to choosing a place to work. Managers at the Munich Airport Group are of the firm belief that a working environment where people feel valued and good performance go hand in hand. Employees should be recognized for their work, so that they are motivated to make the most of their potential for the company’s success. Flughafen München GmbH is one of the top 20 most family-friendly companies in Bavaria. The competition «Successful. Family-friendly» was launched by the Bavarian State Ministry of Economic Affairs and Media, Energy and Technology and the Bavarian State Ministry of Labor and Social Affairs, Family and Integration in 2016.

Highlighting good working conditions

Munich Airport received a certificate for its successful completion of the INQA audit «Future-proof corporate culture». With this audit, the New Quality of Work Initiative (INQA) hopes to show companies how future-oriented their organization and human resources policies are. The INQA audit is promoted by the German Ministry of Labor and Social Affairs and was developed in close cooperation with the Bertelsmann Foundation, Demographie Netzwerk e. V. (ddn), and the «Great Place to Work» institute.

Diversity: both personal and cultural

As a company with an international outlook, Munich Airport benefits from the diversity of its employees. It respects the cultural heritage of all of its employees, taking into account their diverse interests and needs. A total of 21 percent of Group employees come from more than 50 different countries. This fosters cultural exchange and increases the richness of expertise within the Group. As an employer, FMG actively accepts responsibility toward all its employees and ensures equal opportunities and prospects at all levels.

The promotion of women to management positions is an integral part of HR work. Andrea Gebbeken has been a valued member of the FMG Executive Board since fall 2016, where she is in charge of Commercial and Security. The Group has now increased the percentage of women at management levels 1 and 2 to 20 percent. In management level 2 in particular, eleven vacancies have been filled by women over the last three and a half years. In its efforts to gradually increase the proportion of female managers, the Munich Airport Group formulated individual targets for each management level in 2016, rather than setting a fixed quota. Flughafen München GmbH is aiming to increase the rate of female managers from the current six percent to 13 percent at management level 1, and from 24 to 29 percent at level 2. Targets have also been defined for three Group subsidiaries, some of which already have a comparatively high proportion of women at management level.

Grafik: Durchschnittsalter FMG-Mitarbeiter

Focusing on family and health

The Munich Airport Group offers a range of supplementary company benefits to enable a healthy work-life balance. For example, it launched the pioneering company agreement «flexible working environment» at the beginning of 2017. All staff at Flughafen München GmbH and AeroGround are able to complete up to 30 percent of their individual working hours at home or remotely, provided that their area of work is suited to the arrangement. As a result, they are able to reduce the time needed to commute, and also take their individual needs better into account in time management. In order to secure the best possible conditions for employees working on the campus, FMG is also involved in residential construction. It is currently participating in project talks in Munich and the area around the airport in order to identify options for additional living space.

Other supplementary benefits:

  • Health promotion initiatives, company sports club, ergonomics advice
  • «Airport-Hopser» children’s day care center
  • Care of employees’ children during vacations and public holidays
  • «OASE» social counseling facility
  • Employee insurance service
  • Social fund
  • Employee residences close to the airport
  • Reduced-rate monthly tickets for Munich’s public transportation system and Deutsche Bahn season tickets for train travel
  • «TwoGo» ride-share portal, also open to Lufthansa staff
  • Free parking on the airport campus
  • Vouchers in return for working over Christmas and New Year
  • In-house travel agency with discounted offers

Much of the airport’s work in this area aims to maintain or improve staff ability to work. The Corporate health and social management division (BGM) offers a wide array of services, ranging from occupational medicine and employee catering to advice for people living in difficult circumstances.

Corporate health and social management

Grafic: Corporate health and social management

Occupational safety further refined: new plan of action launched in 2016

Using occupational health and safety policy as its basis, FMG has set itself the task of constantly improving working conditions, as well as accident and illness rates. To help it achieve this objective, a new plan of action covering the key aspects listed below was set up in 2016 as part of the occupational safety management system:

  • All measures identified in hazard assessments and safety inspections will in future be systematically recorded, tracked to make sure they are implemented, and checked to ensure they are effective. This also covers the occupational training courses, qualifications, and safety instructions that form the basis for these measures, as well as preventive occupational medical care.
  • For accident reporting and analysis purposes, all relevant data is now logged in a central IT system, EcoWebDesk, where it can be accessed for further evaluation. Safety engineers work with managers to consistently analyze each individual accident, enabling measures to be derived, and their implementation and effectiveness to be checked. In 2016, individual accident figure targets were developed in collaboration with the areas with the highest accident rates.
  • A significant set of accident statistics and a new reporting system were also designed for use in subsequent years.

Prospects for employees with impaired health

FMG possesses a great deal of expertise in the deployment and development of employees with impaired health. Possible placements, workload reductions, and preventive options are improved and expanded on an ongoing basis. As at December 31, 2016, the Group employed 645 staff members with disabilities or equivalent limitations, corresponding to around seven percent of the total workforce.

Binding standards for ground handling services

Working in cooperation with the South Bavarian Aviation Office, Munich Airport made a breakthrough in its labor policy in 2016: when new licenses are awarded, ground handling service providers are required to meet a high number of provisions relating to occupational health and safety, and qualifications. For example, they are required to have their staff undergo medical exams to check their suitability for the job and must also conduct specific hazard assessments for individual tasks. Minimum standards are in place for the qualification of trainers and staff, which ultimately helps to improve safety and security for passengers. The use of sanctions helps Munich Airport to guarantee that these binding standards are observed across the campus.

Back health – lifting aids in the baggage transportation system

FMG installed lifting aids in all work stations on the baggage transportation system in Terminal 1 in 2016. Working with the relevant divisions, it tested and assessed various loading tools before installing the final aids. The aim of the lifting aids is to prevent chronic musculoskeletal disorders. Furthermore, they help employees with impaired health return to work.