Empower People
Employees
METRO
Germany
Definition: Full-time equivalent employees, average for the year, excluding trainees.
Employees by gender (in %)
METRO
Germany
Definition: The percentage of male and female employees is calculated per capita as of 30 September.
Employees by age group (in %)
METRO
Germany
Definition: Breakdown of employees by age group, excluding trainees, as of 30 September.
Number of nationalities
METRO
Germany
Definition: Number of different nationalities among our employees, excluding trainees, as of 30 September.
Employees with a recognised severe disability or equivalent status
METRO
Germany
Definition: All employees considered severely disabled as defined by the respective country, or those with equivalent status.
Part-time rate by gender (in %)
METRO
Germany
Definition: Share of part-time employees, average for the year, excluding trainees.
Employee turnover by gender (in %)
METRO
Germany
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 (in %)
METRO
Germany
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.
Employee representation
METRO
Definition: Proportion of employees who are represented by works councils, employee representatives and an independent trade union or whose interests are covered by collective agreements.
Trainees, interns and students
METRO
Germany
Definition: All trainees including interns and students.
New employees
New employees by gender (in %)
METRO
Germany
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.
New employees by age (in %)
METRO
Germany
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.
New employees number of nationalities
METRO
Germany
Definition: Number of different nationalities among our employees, excluding trainees, as of 30 September.
Management
Gender breakdown in managerial positions (in %)
METRO
Germany
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.
Targets: By June 2022: at least one female in Management Board, 20% women in positions one below Board and 35% women in positions two below Board.
Gender breakdown in managerial positions top management (in %)
METRO
Germany
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).
This graph refers to women and men in top management positions i.e. maximum two levels away from the CEO or comparable positions (as a % of total top management positions).
Gender breakdown in managerial positions junior management (in %)
METRO
Germany
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).
This graph refers to women and men in junior management positions, i.e. first level of management (as % of total junior management positions).
Gender breakdown in managerial positions of revenue generating units (in %)
METRO
Germany
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).
This graph refers to women and men in management positions in our stores and our delivery depots or similar as a % of all managers in those units.
Managers by age (in %)
METRO
Germany
Definition: Breakdown of managers by age group as of 30 September.
Number of nationalities among managers
METRO
Germany
Definition: Number of different nationalities among our managers as of 30 September.
Training and Engagement
Continuing professional development
Average number of hours of CPD
per employee per year
Average CPD expenditure
per employee per year in €
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.
The main reasons for the decrease of hours are China, which is not included for 2018/2019 anymore (would have contributed ~900,000 hours), and Russia with a decrease of ~70% in trainings delivered. These are countries where eLearnings are both inexpensive and very popular, and the overall average cost per trained employee increases.
Employee engagement
METRO
Since the start of 2019 the engagement survey has been carried out quarterly. The 2018/19 figure is from August 2019.
The global retail benchmark was 65% this year and the global benchmark for all industries was 64%.
Lost-time injury frequency rate (LTIFR) per million hours worked
Germany
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 94% of the German METRO companies in financial year 2017/18. This reporting is now to be implemented across the group.
Producers in risk countries
Producers in risk countries1 (number)
METRO
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)
Thereof with passed audit(in %)
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: 1,077 producers were audited as of 30 September 2019. Of these, 99% (1,071 producers) passed the audit. Effective 1 January 2019, non-food producers who fail the audit cannot be used until they achieve an acceptable audit result. In other words, they have to receive an A, B or C for the Amfori BSCI assessment or an audit that is acknowledged as equivalent.
The key performance indicator relates to all the producers of which we are made aware by our suppliers.
Outlook: With effect from 1 June 2019, these requirements were established analogously for all food and near-food producers in the own-brand sector. To this end, all national subsidiaries are requested to develop country-specific development plans in the coming financial year, if possible, so that METRO can reach the goal of ensuring social compliance for all own-brand suppliers by 2030.