Equity, Inclusion and Well-Being

Employees

SDG 5

Gender Equality

SDG 8

Decent Work and Economic Growth

SDG 10

Reduced Inequalities

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

Women in MINT-positions (in %)

Definition: All employees¹ in functional roles in the engineering and/or research & development (R&D) departments of the company at fiscal year-end; excludes contractors, and contract based employees.

Representative of at least 80% of the total workforce.

Engineering or R&D roles may include, but are not limited to, engineers, software engineers, software quality engineers, infrastructure engineers, systems engineers, and hardware engineers.

Employees by gender (in %)

Definition: The percentage of female, male and diverse² employees is calculated per capita as of 30 September.

Employees by age group (in %)

Definition: Breakdown of employees by age group, excluding trainees, as of 30 September.

Number of nationalities

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

Employees with a recognised severe disability or equivalent status

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

Part-time rate by gender (in %)

Definition: Share of part-time employees⁴², average for the year, excluding trainees.

Employee turnover by gender (in %)

Definition: Employee turnover is defined as all employees leaving, that is those who retire, die or hand in their notice. The employee turnover rate⁴² 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 segment East where METRO operates.

Employee turnover by age (in %)

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

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

Definition: All trainees including interns and students.

New employees

SDG 5

Gender Equality

SDG 8

Decent Work and Economic Growth

SDG 10

Reduced Inequalities

New employees by gender (in %)

Definition: The figure for new employees⁴² 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 %)

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

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

Management

SDG 5

Gender Equality

SDG 8

Decent Work and Economic Growth

SDG 10

Reduced Inequalities

Gender breakdown in managerial positions (in %)

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

Targets: As part of the revision of the strategy and through the positive development with regard to achieving the target of increasing the proportion of women in management positions at METRO AG and METRO’s wholesale business, we have shortened the target achievement date of the current gender targets set by the Management Board on 26 July 2017 to 30 September 2020 (originally: 30 June 2022) and set new targets for September 2025. The objective is for 25% of employees on the first management level below the Management Board and 40% of employees on the second management level below the Management Board of METRO AG to be women by September 2025. Furthermore, METRO has again set a voluntary target for the proportion of women in executive positions at our wholesale business. According to this, the share of women in management positions at levels 1 to 3 (including store managers) of METRO locations worldwide is to be 30% by September 2025.

Gender breakdown in managerial positions top management (in %)

Definition: Managerial positions are those in levels 1–3 (Management Board, General Management, divisional 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 %)

Definition: Managerial positions are those in levels 1–3 (Management Board, General Management, divisional 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 %)

Definition: Managerial positions are those in levels 1–3 (Management Board, General Management, divisional 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 %)

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

Number of nationalities among managers

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

Training and Engagement

SDG 4

Quality Education

SDG 8

Decent Work and Economic Growth

Continuing professional development

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 key figures for training relate to employees on a full-time basis on annual average. The reported key figures include METRO AG and METRO wholesale companies. In this financial year, training activities as well as training-related expenditures increased compared to previous year. 

Both digital self-learning activities and instructor-led courses increased, many of them still delivered digitally.

Employee engagement

Employee survey runs quarterly since start in 2019. From January 2022 only 2x per year (May + November) The figure for 2021/2022 is from May 2022.

Both, the global retail benchmark and the global benchmark for all industries was 68%.