Destinos especiales

Employees

Deutsche Post AG employees

Employee headcount shows slight decline

As at 31 December 2012, we employed 142,433 full-time employees (previous year 144,145). The total headcount fell slightly by 1.2 %. The table below gives a detailed overview of the changes in the number of employees.

New programmes established for executives

We have also aligned our leadership principles consistently with Strategy 2015 and defined an overarching leadership philosophy and culture in close co-operation with top management. Our executives are asked to scrutinise them- selves and their own guiding maxims and to continuously further their personal development. In 2011, we designed a series of different leadership programmes and introduced them from top management down to upper and middle management. This enabled us to create a cross-divisional and, in some cases, specifically regional, dialogue and edu- cation platform that provides the opportunity to network beyond various divisions. As at the end of the reporting year around 650 executives had attended one of these multi-day programmes. A total of 1,100 are expected to have attended one by the end of 2013. Additional associated measures are planned.

The success of our leadership development efforts is also reflected in our internal placement rate for upper and middle management, which was 92.9 % in the reporting year (previous year: 85.2 %). 5.7 % (previous year: 11.7 %) of the internal job placements involving these positions were cross-divisional in 2012.

Attracting and developing young talent

In the reporting year, we hired over 2,100 trainees and students in Germany for more than 20 apprenticeships and 15 dual degree programmes. Around 1,700 of these trainees were hired in the MAIL division alone. Approximately 1,300 young people were offered an employment contract after completing their training.

We foster the top 5 % of our trainees in Germany in our Top-Azubi talent programme. These trainees are offered special seminars and permanent contracts upon successfully completing their training. Furthermore, we give young people whose career prospects seem bleak a chance at a traineeship as part of our Perspektive Gelb job entrance

Changes in the number of employees

31 Dec. 2011 31 Dec. 2012 Change in %

1. Calculated as full-time employees,

excl. trainees

Total as at 31 Dec. 144,145 142,433 -1.2

there of by division:

MAIL (excl. Parcel Germany, Retail Outlets and Pension Service) Parcel Germany

Retail Outlets

Other (incl. Pension Service)

118,170 18,102 1,934 5,939 115,063 19,646 1,898 5,826 -2.6 8.5 -1.9 -1.9

2. Total workforce (excl. trainees)

Total as at 31 Dec. 173,984 169,095 2.8

there of

Salaried employees and hourly workers Civil servants 130,544 43,440 127,547 41,548 -2.3 -4.4

3. Average for the year

programme. In 2012, the MAIL division provided approximately 450 opportunities for young people to gain qualifications. We offered about 70 % of these interns a subsequent traineeship.

With our “UPstairs” programme, we offer our employees’ children the opportunity to achieve higher levels of education. The scholarships provide financial assistance and individual support, such as mentoring, internships and other educational opportunities, for up to three years. In the reporting year, the programme reached almost 600 children of employees in 87 countries. In 2013, we are likely to have provided as many as 1,100 scholarships in 112 countries.

Generations Pact successfully extended

The Generations Pact, upon which Deutsche Post AG and the trade unions agreed in October 2011, is finding acceptance amongst our workforce. The goal is to enable older employees to work actively until they reach legal retirement age. As at the end of 2012, 12,850 employees have set up a working-time account; 446 employees have gone into partial retirement.

Together with the trade unions, we are also striving towards a comparable instrument for age-based working solutions for our civil servants.

The Generations Pact also aims to improve employment opportunities for young people. In the reporting year we were able to give permanent employment offers to 1,100 Deutsche Post AG trainees and offer 1,810 employees permanent employment contracts.

Implementing our employees’ ideas

Our employees’ ideas greatly help to make our Group more economical and improve our ability to compete in the market. With 220,000 users now participating worldwide, the Group’s idea management is gaining importance outside of Germany as well. Today organisational units in 35 countries are using it to improve processes, increase product and service quality and reduce costs. In the reporting year we harmonised our IT platform that enables our employees around the world to share and develop ideas. As a result of the extensive changes to systems and processes associated with that, the total number of ideas declined sharply but expectedly. The quality of the ideas remains outstanding.

Employee opinion survey as an important management tool

The annual Group-wide employee opinion survey is a key tool we use for measuring the success of our Group strategy. It is also an important management tool because the survey allows employees to openly address the behaviour of our executives. In the reporting year, 80 % of all employees participated again (previous year: 80 %). The results improved across all key performance indicators for the fourth year in a row.

The survey shows that commitment more than doubles if employees see that measures are being taken as a result of the preceding year’s survey and that the changes are evident. The key performance indicator “Active Leadership”, which is

Idea management

2011 2012

Suggestions for improvements number 214,337 165,124

Accepted suggestions for improvements number 174,680 133,698

Diversity

Strengthening our company through diversity management

Our workforce is very diverse and we see this as a competitive advantage. It is an advantage not merely in terms of the people already working for us but also in the search for new employees, especially in the context of the foreseeable shortage of qualified specialists and executives. With our diversity management approach, we intend to unlock new potential.

For a global company, the intercultural dimension is important. Deutsche Post DHL operates in 220 countries and territories around the world. In Germany alone we employ over 150 nationalities. We aim to tap into this diversity through a wide range of measures.

We also see it as part of our responsibility to integrate people with a disability into our workforce. The average annual employment rate of people with a disability was 8.6 % at Deutsche Post AG in 2012, well above the national average in the German private sector of (4.0 % in 2010, source: Bundesagentur für Arbeit (German federal employment agency)).

Promoting equal opportunity and improving family friendliness

Equal opportunity is one of the most important aims of our personnel policy. We want to increase the share of women in management positions. The voluntary commitment we made in 2011 in the joint declaration with all DAX 30 companies guides are efforts in this regard. We have com- mitted ourselves to filling 25 % to 30 % of all management positions becoming vacant with women.

In the reporting year the share of women in manage- ment positions in the Group increased slightly to 18.5 % worldwide (previous year: 17.6 %), a positive trend we intend to accelerate. To do this we identified and ana- lysed future priorities in a Group-wide project. Talent management, communications and gender diversity training will be our focal points.

In October 2012 we received our fifth consecutive “Total E-Quality” award. The association of the same name recognises companies and organisations that promote the abilities and qualifications of women.

We are a family-friendly company. In addition to the many part-time employment opportunities, we are continuously improving the availability of childcare. We co-operate with an external service provider who advises our employees in Germany with regard to selecting optimal childcare and help find qualified childcare specialists.

As part of a new company agreement with our social partners, we have made it easier for staff members to transfer for personal reasons. With these family-friendly programmes, employees are able to change their place of work for important family or health reasons more easily and quickly.

Gender distribution in management1) ₂₀₁₂

1) _{Based on upper and middle management.} 18.5 % Women

Work-life balance1)

Headcount 2011 2012

State-regulated parental leave 1,809 1,718

Unpaid holiday for family reasons 2,286 2,150

Part-time employees2) _{65,322 62,523}

Share of part-time employees (%) 37.5 37.0

1) _{Includes employees at Deutsche Post AG.}

2) _{Excluding employees in partial retirement in the release phase.}