Other data – employees
We may have high-tech installations and smart computers, but it is our employees who make our company what it is. They make a difference and are the key to success. We elaborate on our social policy below.
Profile of our employees
In 2017, the number of employees decreased to 1,816 (2016: 1,821). Of these, 234 worked at GTS, 236 at Gasunie Deutschland and 1,346 at other parts of the company. The decline in the number of employees in 2017 was due to the fact that a relatively high number of employees left the company. However, the total effect of this remained limited because we gave permanent employment contracts to a relatively high number of employees from the flexible workforce.
The age distribution is as follows:
|number of employees||%||number of employees||%|
The table below shows the breakdown by type of employment contract (permanent versus temporary) and by gender (male/female):
|Permanent employment contract||1,482||273||1,755|
|Temporry employment contract||34||27||61|
The table below shows the breakdown per type of employment contract (permanent versus temporary) and by country (the Netherlands/Germany):
|Permanent employment contract||1,529||226||1,755|
|Temporry employment contract||51||10||61|
The table below shows the breakdown by full versus part-time employment and by gender (male/female):
Terms of employment
The collective labour agreement at Gasunie applies to all employees of the company. It stipulates an annual individual pay rise between 0 and 5%, up to the maximum pay level. In addition, a collective pay rise was agreed with the trade unions and the Works Council. As of 1 January 2017, we granted a structural collective pay rise of 0.2%. This was agreed on in December 2016 in a collective labour agreement that terminates on 1 January 2018.
Gasunie Deutschland applies the collective labour agreement agreed on by the German BVEG (Association of German Oil & Gas Producers) and the IGBCE (trade union), based on specific salary agreements for the gas transport sector. This collective labour agreement applies to 164 employees (69% of the 236 employees). Seventy employees in more senior positions are covered by an agreement between Gasunie Deutschland and the Works Council.
Many studies have shown that working in teams of diverse composition leads to better results. We therefore want to further encourage diversity. For several years now, we have been working with inflow target figures in order to appoint more women. It is our aim that the influx of new employees will reflect the outflow of educational programmes in various fields that are relevant to our business. This is periodically established and tested.
In 2017, 46% of new employees were female, while of those leaving, 26% were female. As of 2016, we aim to have 30% women in our board, in compliance with legislation. For this purpose, we have participated in the Professional Boards Forum over the past two years, an initiative that helps companies to achieve their legal target of 30%.
At the end of 2017, 16% of our senior managers were female. In this context, we organised a leadership workshop for women at the end of 2016. Attention was paid to the differences between men and women in terms of perspective, the reasons behind these differences, and how this affects the way in which people cooperate.
At the end of 2017, 0% and 33% of our Executive Board and Supervisory Board, respectively, were female, (compared to 0% and 0% in 2009).
In March 2016, we conducted our biannual Employee Survey, in which our employees rate important topics within Gasunie such as satisfaction, leadership, commitment and cooperation. The Executive Board has discussed the outcomes of the survey at organisational level, and the outcomes have also been discussed by each department. We are proud of the results. When asked the general question of ‘How satisfied are you about your work at Gasunie?’, our employees give us a score of 8 out of 10, which is even higher than two years ago, when the score for this question was a nice 7.8.
We also use the survey to monitor how, according to our employees, we score on Operational Excellence. To this end, we consider the scores on Customer Centricity, Efficiency, Engagement and Collaboration between departments. The Executive Board aims to improve the scores on these themes, so that by 2018 we will be able compete with the top 3 of companies we are benchmarked against. In addition, the Executive Board has indicated that clarity on roles within Gasunie could be improved.
Employees of third parties
In addition to its own staff, Gasunie provides employment to hired employees and employees of third parties. Gasunie often works with contractors, primarily for operational work in new construction and in maintaining our infrastructure. The number of hours outsourced to contractors is estimated at just over 1.1 million in 2017 (2016: 1.4 million). The strictest safety standards apply for hired employees and the employees of contractors as well. Incidents involving third-party employees are included in our TRFI data.