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GRI 405: Diversity and Equal Opportunity 

Management approach

Interseroh sees significant added value for the company in having a diverse workforce. For this reason, the environmental services provider has explicitly integrated the corporate values of diversity and equal opportunities into the corporate culture of 'we are one'. The company believes strongly that diversity encourages the development of creative ideas and innovative solutions that benefit both Interseroh and its customers.

For hiring, succession planning and compensation alike, transparent criteria are applied that are based on an individual’s training, previous experience, performance and achievements.

Interseroh also supports equal opportunities by offering flexible working hours models. Support here was extended with the services of pme Familienservice in 2015. This agency helps employees by organising individual care solutions for children and dependants. Employees can also make use of counselling services offered on topics such as burnout, trauma or relationship problems.

Interseroh values the work performed by its employees very highly and wants to honour this with fair compensation. Compensation is therefore based solely on relevant expertise, experience and the individual’s own performance. Discrimination is not tolerated in any shape or form.

405-1: Diversity of governance bodies and employees

Women in management (in percent)
Proportion of women in first-level positions 0.0 0.0 0.0
Proportion of women in second-level positions 7.1 12.0 12.0
Proportion of women in third-level positions 29.0 25.0 30.6
Average proportion of women at all management levels 21.3 19.5 25.4

In 2018, women held 25.4 percent (2017: 19.5 percent) of Interseroh’s management positions at all levels of management. This increase is due in particular to the greater proportion of women at the third management level (2017: 25.0 percent, 2018: 30.6 percent). Gender, ethnicity, age and religion play no role whatsoever in any personnel-related decisions, including both hiring and terminations. The sole criterion is the person's suitability for the job.

The largest age group represented in the workforce is the 31 to 40 age group (29.2 percent); the proportion of women in this age group is also the highest, at 31.2 percent.

2.7 percent of Interseroh's workforce are severely disabled (2017: 3.1 percent). Most of these are employed in Germany. This places Interseroh below the national average of 4.6 percent (source: Bundesagentur für Arbeit, 2019).

405-2: Ratio of basic salary and remuneration of women to men

The average salary paid to men in 2018 was roughly 8.8 percent higher than the average salary paid to women (2017: 7.5 percent). Hiring, succession planning and compensation is based solely on individual performance. Discrimination on the basis of ethnicity, age, religion or gender is not tolerated at Interseroh.
The deterioration in this ratio is due to the large number of new, mainly male, employees in IT and technology, where there is stiff competition for well-qualified specialists. These new employees therefore command higher salaries than in other areas.

The pay ratio between the highest and the average earners within the company fell slightly from 9.9 in 2017 to 9.3 in 2018. This is due to the fact that management at levels 1 and 2 agreed to waive part of their bonus in 2018 due to the difficult financial situation.

Compensation at Interseroh is in line with the industry standard in Germany. The company has already committed to paying the generally applicable minimum wage in the waste management industry for staff not covered by wage bargaining agreements. Blanket agreements with recruitment agencies are signed only if these guarantee compliance with the provisions of the law and the payment of the minimum wage.