|CR at HOCHTIEF|
|Attractive working environment|
|Occupational Health and Safety|
|Sustainable products and services|
|Active climate- and resource protection|
People who work for HOCHTIEF differ–in gender, age, ethnicity, religion, views, and sexual orientation. This diversity is an important factor for our success. The diversity of talent, working methods, and experience has a positive influence on project work and enriches the corporate culture in our Group. Different measures ensure that every employee enjoys respect and individual advancement. At HOCHTIEF, equal opportunities are taken as read.
Employee diversity is our strength. We take pride in employing a diverse workforce. It is our diversity that enables us to achieve the best solutions worldwide and deliver very good work on projects. As a clear signal of our commitment to these principles, HOCHTIEF signed the Charta der Vielfalt (diversity charter, www.charta-der-vielfalt.de/en/diversity-charter.html).
We pursue targeted programs to maintain and continue to renew this diversity. The companies of the HOCHTIEF divisions put in this additional effort to preventing discrimination in the workplace and promote equal opportunity.
Our U.S. companies promote the employment of women and workers of various ethnic backgrounds. Partnering with Wentworth Institute of Technology in Boston, our subsidiary Turner has made a scholarship available to boost female enrollment in construction programs. A similar initiative, the “Turner Construction Diversity” scholarship at Missouri University of Science and Technology, is intended specifically for African-American, Asian-American, and Hispanic students as well as women. Turner is also represented in organizations such as the National Society of Black Engineers, the Society of Women Engineers, and the Society of Hispanic Professional Engineers. As an extra benefit, Turner’s engagement helps it attract new employees.
Special diversity programs are in place to aid Indigenous Australians with their job searches. CPB Contractors provides internships that concentrate on Indigenous students. In the summer of 2015/2016, 13 young people participated in this program. Thiess’s Sisters in Mining program is aimed directly at Indigenous female workers in the mining industry. In 2016, 23 women successfully completed the course, of whom twelve were subsequently hired.
The HOCHTIEF Europe division pursues its own initiatives to promote diversity. Two examples: HOCHTIEF PPP Solutions (UK and IRL) conducted Diversity Awareness Training on a large scale in 2016. HOCHTIEF CZ, too, signed the Charter of Diversity in the year under review.