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Employees and education

Our objective: We want to be an attractive employer in the region, who helps shape the future of energy supplies with skilled employees.

Retaining highly qualified staff over a long period of time is a decisive factor in the success of our company. The effects of demographic change, however, make it harder and harder to obtain well-qualified staff and to retain them over the long term. For this reason, in addition to recruiting well-qualified young people, we also place great value on our own apprenticeships and the ongoing training of our staff.

One indicator of our appeal is the length of the staffing period. We are aiming to reduce this to 75 working days by 2020 – i.e. the time from issuing the job ad to concluding the employment contract. With 83.4 working days in 2015, this value increased slightly as compared to the previous year (2014: 85.6 days).

Negotiations proceed on ‘Demografie’ collective labour agreement

Demographic change is already starting to have a long-term effect on our business success and the employment situation of our staff. In order to master the challenges associated with this, employer and employee representatives at EWE have agreed to negotiate an ‘EWE Demografie’ (EWE Demography) collective labour agreement. A letter of intent from 2015 established the areas that required contractual regulation and which instruments would be useful in implementing the regulations.

Employee demographics

Gender quota: Aims established for 2017

We want to offer women and men the same career opportunities. Key positions should always be filled with the most suitable candidate, regardless of gender. For this reason, it is our aim to increase the number of women in management positions. To do this, we are drawing on options that make it possible to balance having a career and a family, such as the crèche at our Oldenburg site, and flexible working hours. On the basis of the German legislation to promote equal opportunities for men and women in management positions, we have set ourselves quotas for the companies subject to this law. We want to implement these quotas, which relate to the proportion of women in the Supervisory Board, Board of Management and executive positions, by 30 June 2017.  

Gender quota: Aims established for 2017

Overview: Training in the Group

EWE aims to protect itself by training specialists. As a predominantly municipal company, we also see apprenticeships as a matter of social responsibility: our regions benefit from well-qualified young people.

  • Around 135 young people start work for EWE every year in order to complete apprenticeships
  • The Group offers 24 different professions and co-operative education programmes
  • Two new professions were added in 2015: systems technician and retail salesperson
  • You can find more information at www.ewe.com/careers

Initiative for refugees seeking work

The not-for-profit organisation ‘pro:connect – Integration durch Bildung und Arbeit’ (Integration through Education and Employment) has set itself the task of providing advice to refugees and enabling their entry into the labour market. EWE subsidiary BTC is an active member in the initiative, which was founded by the City of Oldenburg, the district of Ammerland and other business representatives. It supports the organisation in setting up an IT infrastructure and offers supervised work experience placements for refugees looking for work. This means BTC is helping to offer them a brighter future and also secures itself the opportunity to get potential expert staff on board.

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