Page 57 - RAFI_ESG_20230919_eng

EQUALITY OF OPPORTUNITY AND DIVERSITY 57

Group overview at the German locations

Year 2018 2019 2020 2021 2022

Av. dura- Av. dura- Av. dura- Av. dura- Av. dura-
Num- Num- Num- Num-
ber tion in ber tion in ber tion in ber tion in Number tion in
months months months months months
Male 14 1.5 19 2 21 2 25 2 6 2
Female 3 9 9 16 8 24 14 17 19 16

7.2.2 Age structure and measures for enhancing we offer employees at our German locations attrac-
financial security in old age tive conditions for retiring before the statutory retire-
[GRI 401-2 ] The average age of all employees in the ment age if they wish to do so ( see 6.1.4). Starting
RAFI Group was 41 years in 2022. A good third of the from the age of 53, employees enjoy increased pro-
employees belong to the 51-to-67 age group. RAFI tection against dismissal, and from the age of 54 ad-
strives to make the workday easier for older col- ditional earnings protection. Ongoing needs-oriented
leagues and to provide them with the best possible succession planning ensures that older employees
support through age-appropriate benefits and work- pass on their expertise before retirement. We are also
place design. With our company retirement plan, par- currently developing digital solutions for knowledge

tial retirement, and working time models that include transfer.
working time banks,

Age structure – active employees in the group 2022

Year 16-20 21-30 31-40 41-50 51-60 61-67

Total 61 432 565 551 501 132
Male 40 262 328 273 216 58
Female 21 170 237 278 285 74

Average age according to location 2022

Berg Hungaria Eltec Electronics Italia Systec USA Poland
42 years 42 years 41 years 36 years 48 years 45 years 42 years Approx. 28

7.2.3 In-house and cooperative inclusion servic- side the organization. For this reason, we have been
es partnering with workshops and educational institu-
RAFI is committed to the inclusion of people with tions for people with disabilities for years, engaging
disabilities. As of 2022, we had 59 employees with people for tasks such as maintenance of our green
disabilities on the payroll of the RAFI Group. They spaces and assembly work.
are supported by an officially appointed representa-
tive for severely disabled employees. This represen- 7.2.4 Outlook and objectives
tative also monitors compliance with specific legal To underscore the opportunities and possibilities of
provisions such as increased protection against dis- the diversity we embrace both inside and outside the
missal and a higher number of vacation days. We ad- company, we seek to make a clear statement in its
dress the special needs of our employees with dis- favor. For example, we intend to develop measures
abilities in cooperation with the company physician to increase the proportion of female employees, par-
and the occupational health management estab- ticularly in technical areas, and to advance the ca-
lished in Berg. We are also able to offer individual reers of women so they can assume managerial po-
measures in addition to ergonomic equipment and sitions. In the context of ONE RAFI, we are promot-

auxiliary devices in the workplace ing greater internationalization throughout the Group,
( see 6.2.3). Our occupational health management starting with management development. In 2023,
also organizes information events and campaigns on we were also able to resume the exchange programs
the subject of health on a regular basis. RAFI attach- between employees at different sites that were sus-
es great importance to inclusion, both inside and out- pended due to the coronavirus pandemic.