It may be a well-known fact, but the figures are still striking: although women make up nearly half of all salaried employees in Switzerland, the percentage drops steadily the further up the hierarchy you go. And the air is thinnest right at the top: according to a recent survey, only one in five members of a management board is female.
In the construction industry, the percentage of women in jobs has traditionally been even lower than the national average, and Implenia is no exception. Women make up 12.3% of the total Group-wide workforce at Switzerland’s leading construction services provider. Implenia believes that this is too low and is actively committed to attracting more female staff at all levels. Over the past few years, the company has been campaigning for greater wage equality in particular and is making good progress compared to the rest of the country.
If the construction industry is to become a more attractive option for women, however, they will need better prospects for career progression as well as fairer pay. This is why Implenia has signed up to the “Advance” programme. Advance is a networking and continuing professional development organisation for women that runs skill building workshops, mentoring schemes and networking events.
In November 2018, the company held a fact-finding event where interested female employees could find out about the opportunities offered by the programme. Ines Pöschel, a member of Implenia’s Board of Directors, opened the event at company headquarters with some anecdotes from her personal experience. Advance’s Alkistis Petropaki then explained her organisation’s mission. Finally, over 85% of those taking part voted in favour of Implenia joining the programme, as numerous other high-profile Swiss companies have done.
In early 2019, Implenia invited the interested ladies to attend Advance workshops and events for the first time and will also be keeping them updated on upcoming events in the future. “We feel strongly that this marks a small yet important step in inspiring even more women to choose Implenia and motivating them to take on managerial roles,” says Head of HR Group Thomas Foery.
The integration of Bilfinger Hochbau in spring 2017 brought around a thousand new employees to Implenia. At the end of the year, the Group employed a total of 9,710 people from more than 80 countries (including external temporary employees and agency workers).
The proportion of women once again went up year-on-year from 11.4% to 12.4% (excluding agency and temporary employees). The proportion of women at management level is 8.9%. This marks a 2% improvement on the previous year. The central staff units have the highest proportion of women managers at 32%.
Part-time posts account for 6.5% of the overall workforce. 45 percent of these part-time positions are occupied by men. The highest proportion of part-time posts is at the staff units (13%) and Business Unit Construction Deutschland (11%). A total of 91% of all employees have a permanent contract, and 9% are employed on a temporary basis.
The employee fluctuation rate across the company in 2017 came to 9.9%* (excluding seasonal fluctuations), which is 0.4 percentage points lower than in the previous year.
* Until now and including 2017 the turnover rate is calculated on the basis of the full-time positions and the annual average of two years. In future, the fluctuation rate will be calculated according to GRI specifications.
An analysis of the age structure shows that almost half our employees are between 30 and 50 years old. The average age of Implenia’s workforce has increased slightly over the last four years.
Implenia treats all employees equally, regardless of their gender, place of origin, colour, religion, sexual orientation or political views. The company follows the equality guidelines issued by the International Labour Organisation (ILO). These focus in particular on equal pay and preventing discrimination.
In order to ensure equal opportunities and protect employees from sexual harassment, Implenia runs a contact point for women. Employees can come here for advice and support on any issues or problems and can report incidents in confidence. In addition, “Impact”, the employee magazine, includes fictitious cases of sexual harassment and bullying in order to raise employees’ awareness and advise on how to deal with such incidents.