Employees and Diversity

Personnel strategy and number of employees

ProSiebenSat.1 Group thrives on the creativity and fast pace of innovation of its staff. Our “Fascinating People” are our most important asset. We can only fascinate others if we are fascinated ourselves. At the same time, digitalization is confronting us with new challenges. The media industry is being transformed by the digital trend more rapidly than many other industries. For this reason, our corporate culture is characterized by constant willingness to change. It therefore forms part of our self-conception as an employer to create personnel-related conditions that support this process and cater to the individual interests of our employees. With an attractive overall offer, which includes compensation based on the market standard, additional company benefits, personal development opportunities and a pleasant working environment, we want to acquire and retain dedicated and qualified employees for ProSiebenSat.1 Group and to motivate them to put in their top performance.

Managers who have an entrepreneurial spirit and encourage their employees to be innovative are also important for the Group’s development. New measures and concepts are submitted to the Executive Board member responsible for Human Resources for decision-making and presented to the Executive Board as a whole before being implemented. Human Resources are the responsibility of the Chief Human Resources Officer, who reports directly to the CEO. There are independent organizational units for individual subject areas such as recruitment and employer branding or people development.

The number of employees remained virtually unchanged in 2018 compared to the previous year. In December 2018, the Group had 6,583 employees (previous year: 6,483), calculated on the basis of full-time equivalents. The average number of full-time equivalents in the period under review was likewise on a par with the previous year at 6,532 (previous year: 6,452). In 2018, an average of 609 people (previous year: 696) were employed at ProSiebenSat.1 Media SE. In Germany, Austria, and Switzerland, the Group had an average of 5,458 full-time equivalents in the reporting period (previous year: 5,335). This equates to 84% of the Group as a whole (previous year: 83%).

The personnel expenses reported in the cost of sales, selling expenses and administrative expenses increased to EUR 679 million in the financial year 2018. This equates to growth of 3% or EUR 19 million compared to the previous year and reflects, among other things, payments in connection with the reorganization in the Entertainment segment.

044 / Employees by Segment average full-time equivalents (FTEs), 2017 figures in parentheses

045 / Employees by Region average full-time equivalents (FTEs), 2017 figures in parentheses

As in the previous year, the average duration of employment was 6.1 years. The turnover rate in the Group was 15.4% in the financial year 2018 (previous year: 12.8%).

For the calculation of the turnover rate, the number of former employees who left in the reporting period is divided by the number of employees as of December 31. Reasons for leaving are cancellations or termination agreements. Resignations due to temporal limitations of employment contracts, end of apprenticeship, retirement or death are not considered.

Recruitment and employer branding

We set high standards in recruitment and use various instruments. The central platform is the careers page www.karriere.prosiebensat1.com/en, which officially went live at the end of January 2019 after an extensive relaunch in 2018. Since 2014, the online portal has been supplemented by the digital job recommendation program Talentry, which allows Group employees to recommend suitable individuals from their own networks for vacant positions. In many cases, they receive a bonus if the person they recommend is eventually hired. Additionally, ProSiebenSat.1 Group uses other sourcing channels such as social media, direct contact, and university marketing. Group Recruiting recorded a total of around 33,700 applications (previous year: around 28,600). With campaigns such as “Claim New Grounds” and “Connect.Code.Create”, we are also stepping up our efforts to address potential candidates with a digital or IT focus. Our employer branding concept aims to ensure the best possible candidate experience for all of our target groups on the personnel market. Besides application numbers also external rankings are an important indicator for our HR strategy success.

People development

We continually train qualified junior staff for the Group through various apprenticeships. With our management traineeships, trainee programs, Chamber of Commerce and Industry training, and dual study programs, talented young people have a range of options for joining our Company. We offer specialisms in IT, digital media, sales, marketing, finance, HR, project management, or editorial work. In this way, we create a strong foundation of well-trained junior staff with an extensive internal network and specific company and industry knowledge. In 2018, 168 employees (previous year: 158) were supported by our Young Talents department, of which around three quarters were retained upon completion. Objective is to counter skills shortage on the labor market and to support the diversification strategy of ProSiebenSat.1 Group by adapting appropriate apprenticeship formats in our company.

Besides initial training, unlocking potential and continuing development are also key elements of ProSiebenSat.1 Group’s HR strategy. Our employees are responsible for their own professional and personal development. They are supported by their manager as a sparring partner and a wide range of development offers. Employees and managers discuss the selection of suitable measures in target and development meetings. They are based on a target system that breaks down the overarching corporate targets into segment, department and individual targets and thus specifies them for employees and managers. Personal development goals can also be defined in these interviews. We thereby ensure that individual skills are encouraged in a targeted manner.

Furthermore, the ProSiebenSat.1 Academy offers a wide-ranging portfolio of technical and personal training. In 2018, a total of 596 events (with 7,560 participants) were held in the Academy (previous year: 596 and 6,266), including 87 manager training courses with 758 participants (previous year: 60 and 568). One focus area is digitalization, with content such as “Digital Economy”, “E-Commerce & Online Marketing” and “Lean Start-up for User Experience”. These training courses aim to ensure that employees understand digital trends and current technologies and can assess their effects on the media industry in order to develop new products and business models for the Group. ProSiebenSat.1 Group invested around EUR 3.5 million in its education and training programs in 2018 (previous year: EUR 3.1 million). Part of this was attributable to the courses offered by the ProSiebenSat.1 Academy.

Through our talent management, we systematically support the development of our employees. As a talent initiative there is, for example, a mentoring programme. Through job rotations ProSiebenSat.1 employees also have the option to gain experience in other departments and to apply this experience to their own area of responsibility. Especially for managers are stimulated by the P7S1 Center of Leadership for everyday management life and information on supporting instruments such as 360 degree feedback or coaching.

Work-life balance

Our employees’ desired working hours differ according to stage of life, personal life plan and working situation. For this reason, we offer a variety of flexible modules for personalizing working hours and location, in order to support the best possible compatibility of career and private life. Our works agreements therefore aim to promote an appropriate work-life balance. This is supported by teleworking jobs, part-time work, and sabbatical models at the corporate headquarters in Unterföhring and other locations. The FlexTime working hours model takes account of the increased requirements in day-to-day work, makes it easier to balance family, free time and work, and offers employees of the Group more flexibility overall when it comes to organizing their working hours.

047 / Proportion of Part-Time Employees average employees by head (HDC) in percent; 2017 figures in parentheses

At the same time, our staff benefits from several social security and fringe benefits. At the headquarters in Unterföhring, for example, we run an in-house daycare center. There is also a focus on health and sport. We cover a wide range of work-life standards for modern employers with an in-house restaurant, diverse sport and health offerings, a company doctor at the corporate headquarters, company integration management, and more. Since the start of 2018, employees can also make use of an external family service, including childcare, home and elderly care as well as life coaching. We offer these services to all employees, regardless of whether they work part-time or full-time or are on a temporary contract.

Diversity management

Our corporate culture should be defined by openness and respect. ProSiebenSat.1 Group values the diversity of individual characteristics, talents, and skills that our employees contribute to the Company. We are convinced that diverse teams are better at solving complex tasks and understanding the different needs of our customers. Therefore, we regard diversity as an important success factor for our Company.

048 / Aging structure of employees as of December 31, 2018

The average age of ProSiebenSat.1 Group employees as of December 31, 2018, was 37.1 years (previous year: 36.8 years).

We hire employees entirely on the basis of objective criteria at all hierarchy levels and promote staff based on their skills alone. Other factors like background and culture, age, gender, sexual orientation and identity, disability, religion, or ideology do not play any role here. Diversity is aided by a balanced relationship of men and women at the Company and in management positions. In 2018, 48.8% (previous year: 48.9%) of employees in the Group were female; at ProSiebenSat.1 Media SE, the percentage was 59.0% (previous year: 58.1%). In order to give schoolgirls an insight into occupations that girls only rarely consider in the careers guidance process, we participated in the Germany-wide Girls’ Day in 2018 for the fourth time. Among other things, the participants gained insights into various technical areas, such as tech lab, post production, studios, and control rooms.

049 / Proportion of Men and Women in the Workforce average employees by head (HDC) in percent; 2017 figures in parentheses

050 / Proportion of Men and Women in Management Positions average employees by head (HDC) in percent; 2017 figures in parentheses

For information on the percentage of women in the two management levels below the Executive Board at ProSiebenSat.1 Media SE and the corresponding targets, please refer to the Management Declaration. Disclosures regarding diversity on the Executive Board and the Supervisory Board can be found in the Corporate Governance Report

ProSiebenSat.1 Group signed the Diversity Charter in 2014 and follows the guidelines specified in it. Thereby, we emphasize our commitment to creating a working environment free of prejudice and exclusion that specifically promotes diversity among employees. Employees are also encouraged to report discrimination or violations of other principles set out in the Code of Conduct to the Company’s Compliance Officers, for example. In addition, we provide the workforce with mandatory training on the German General Act on Equal Treatment (AGG). Moreover, based on a company agreement conclude in December 2018, employees and third parties now have the opportunity to report legal violations anonymously via an ombudsperson as part of the pre-existing reporting system.