Empower People

Employees


METRO

Employees – METRO (bar & pie chart)


Germany

Employees – Germany (bar & pie chart)

Definition: Full-time equivalent employees, average for the year, excluding trainees.

New employees by gender (in %)


METRO

New employees by gender – METRO (bar chart)


Germany

New employees by gender – Germany (bar chart)

Definition: The figure for new employees includes all newly recruited employees and returning workers. The KPI shows the number of workers joining the company in relation to the average number of employees. This does not include trainees, interns, BA students and employees on temporary contracts.

Part-time rate (in %)


METRO

Part time quota – METRO (bar chart)


Germany

Part time quota – Germany (bar chart)

Definition: Share of part-time employees, average for the year, excluding trainees.

Employees by age group (in %)


METRO

Age groups – METRO (bar chart)


Germany

Age groups – Germany (bar chart)

Definition: Breakdown of employees by age group, average for the year, including trainees.

New employees by age group (in %)


METRO

New employees by age group – METRO (pie chart)


Germany

New employees by age groups – Germany (pie chart)

Definition: Breakdown of new employees by age group, average for the year. This does not include trainees, interns, BA students and employees on temporary contracts.

Number of nationalities


METRO

Nationalities – METRO (bar chart)


Germany

Nationalities – Germany (bar chart)

Definition: Number of different nationalities among our employees, excluding trainees, as of 30 September.

Gender breakdown in managerial positions (in %)


METRO

Gender distribution in management positions – METRO (bar chart)


Germany

Gender distribution in management positions – Germany (bar chart)

Definition: Managerial positions are those in levels 1–3 (Management Board, General Management, divisional management, departmental management and store management). The percentage of male and female employees in these positions is calculated (per capita as of 30 September).

Managers by age group (in %)


METRO

Executives by age group – METRO (pie chart)


Germany

Executives by age group – Germany (pie chart)

Definition: Breakdown of managers by age group as of 30 September.

Number of nationalities among managers


METRO

Nationalities among Executives – METRO (bar & pie chart)


Germany

Nationalities among Executives – Germany (bar & pie chart)

Definition: Number of different nationalities among our managers as of 30 September.

Employee turnover by gender (in %)


METRO

Fluctuation by gender – METRO (bar chart)


Germany

Fluctuation by gender – Germany (bar chart)

Definition: Employee turnover is defined as all employees leaving, that is those who retire, die or hand in their notice. The employee turnover rate is the number of workers leaving in relation to the average number of employees. All employees on permanent contracts are included.

Explanation: The employee turnover rate is high at METRO. This is primarily attributable to the fact that the employee turnover is generally high in several Asian and Eastern European countries where METRO operates.

Employee turnover by age group (in %)


METRO

Fluctuation by age group – METRO (bar chart)


Germany

Fluctuation by age group – Germany (bar chart)

Definition: Employees leaving due to retirement, death or resignation/dismissal, broken down by age. The employee turnover rate is the number of workers leaving in relation to the average number of employees.

Lost-time injury frequency rate (LTIFR) per million hours worked

Germany

Lost-Time Injury Frequency Rate (LTIFR) (bar chart)
 

Definition: The LTIFR captures the number of accidents with at least 1 missed day of work (not including the day of the accident) per 1 million hours worked. Fatalities and cases of permanent sick leave or disability are likewise included, whereas accidents while commuting are not.

Explanation: In order to identify areas with high accident rates or especially vulnerable groups of people, evaluate causes of accidents and define targeted countermeasures, the German METRO companies have implemented appropriate reporting which covers 97% of the German METRO companies in financial year 2017/18. This reporting is now to be implemented across the group.

Continuing professional development

Average number of hours of CPD
per employee per year

Continuing education per employee (bar chart)

Average CPD expenditure per employee per year in €

Further education expenses per employee (bar chart)

Definition: Training (hygiene, occupational safety, etc.) and courses focusing on ongoing operations plus medium- and long-term CPD opportunities that are offered with a view to enhancing the course of business.

Explanation: The figures for training relate to full-time employees on an annual average. The reporting covers 95% of all METRO employees.

Trainees, interns and students

Trainees including interns and students
METRO

Apprentices – METRO (bar chart)

Trainees including interns and students
Germany

Trainees – Germany (bar chart)

Definition: All trainees including interns and students.

Employees with a recognised severe disability or equivalent status

METRO

Severe disability – METRO (bar chart)

Germany

Severe disability – Germany (bar chart)

Definition: All employees considered severely disabled as defined by the respective country, or those with equivalent status.

Social audits relating to own imports by METRO SOURCING and non-food own-brand products of the METRO sales lines


 Producers with valid audit1
(number)

Factories with a valid audit (bar chart)


 Thereof with passed audit (in %)

Factories with passed audit (pie chart)
1 This includes producers of commercial goods (non-food own brands and own imports) who carry out the last decisive and value-giving production step.

Definition: Status of all producers in countries defined as risk countries according to the assessment by the amfori Business Social Compliance Initiative (amfori BSCI) in which METRO SOURCING has import goods manufactured, and of non-food producers who manufacture own brands or own imports for our sales lines. Producers that have passed the audit can demonstrate their successful compliance with the amfori BSCI standard or an equivalent social standard system by presenting a certificate awarded by an independent third party.

Explanation: 1,274 producers were audited as of 30 September 2018. Of these, 92% (1,173 producers) passed the audit. Producers who do not pass the audit must demonstrate improvement through a follow-up audit within 12 months. Since 1 January 2017, METRO Wholesale and Real are imposing more stringent requirements on suppliers: new suppliers are accepted only if the producers they source from can show at least one passing audit result. For current suppliers, a transition period of 2 years applies.

The key performance indicator relates to all the producers of which we are made aware by our suppliers.