Page 40 - zumtobel Nachhaltigkeitsbericht 2012 EN

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Doha Abu Dhabi
S a u d i A r a b i a Oma n
Market developments in Asia also mean that we
must assume responsibility for employees in India,
China, South-east Asia and the Middle East. The
Group already employs approximately 1,100 em-
ployees in Asia and the Middle East in three compa-
ny-owned plants and a large number of sales
branches. Our corporate values of PASSION,
to-day work in these locations, too, for employees
and employers alike.
The company pledges itself to respect human rights
and comply with the core labour standards of the
International Labour Organization (ILO) without
any exceptions. Great importance is attached to
ensuring humane working conditions in all three
plant locations in Guangzhou (indoor luminaires, ap-
prox. 285 production employees), Shenzhen (elec-
tronic components, approx. 391 employees) and
Tianjin (outdoor luminaires, approx. 90 employees).
Particular emphasis is placed on issues such as indus-
trial safety, cleanliness in the workplace and employ-
ees gaining technical qualifications based on Lean Six
Sigma methods designed to ensure that extremely
exacting quality aspirations are met.
Migrant workers are predominantly employed in
production. The company provides these workers
with sleeping quarters, accommodation, changing
The Zumtobel Group’s global growth strategy
focuses in particular on the new markets in Asia
and the Middle East . Over the next few years
the company expects above-average growth in
these markets, which should make the Group less
dependent on European markets that are
currently relatively stagnant .
rooms and toilets. Wages are in line with, and some-
times far exceed, the minimum wage stipulated by
the Chinese government, depending on individual em-
ployees’ qualifications, efficiency and length of service.
High staff turnover rates are a major challenge in
Chinese manufacturing facilities. It is therefore in the
Zumtobel Group’s interest to secure greater em-
ployee loyalty by providing additional voluntary fringe
benefits. Such benefits vary depending on the loca-
tion and range from air conditioning in production
plants (Shenzhen only), free meals for night-shift work-
ers, sports facilities and free bus transfers to the
town centre through to various works parties and
the payment of extra health and accident insurance
In the case of salaried staff, the objective is also to
position the company as an attractive employer in
order to facilitate the recruitment of technically well
qualified employees and, above all, make sure that
they remain loyal to the company. In Asia, coopera-
tion with various universities such as those in Dalian,
Tainyuan and Fudan is also an important tool in this
respect. The company sometimes sponsors students
within the scope of projects or diploma theses; in-
ternships and Campus Recruitment Days are also
organised. Graduates have the opportunity to ac-
quire their first professional experience in