Audi acts responsibly towards its employees – for instance as regards child care, training, and occupational health and safety. Behind all these activities is a philosophy that centers on the abilities of each individual employee, regardless of their age or family situation.
Audi offers flexible forms of working and child care options to assist its employees in achieving their individual ambitions and reconciling work and family. For instance, for almost ten years, the company has offered daycare places to staff with infants, while arrangements for school vacations are provided for children of school age. A new option in Ingolstadt is flexible short-term care at miedelHaus, which helps parents to cope with child care bottlenecks such as daycare center closing days and business trips. The overseas Audi locations of Győr and Changchun also operate partnerships with daycare centers and schools.
A further component of increased work flexibility is part-time work and teleworking, which is also compatible with shift work. Parental leave is another priority topic at Audi – in 2012, a total of 1,500 employees took parental leave. Under the "Job & Family" program, Audi offers mothers and fathers on parental leave and also family members who are caregivers the opportunity to acquire additional qualifications to make returning to work easier after their period of absence ends. Audi employees who want to take more time off for their family than the statutory period of parental leave can take advantage of a four-year reemployment guarantee.
Audi invests in the young generation and each year takes on several hundred young people as trainees. In 2012, around 700 school leavers embarked on their training at the company. At Audi, vocational training and dual courses of study are integrated personnel development programs. The measures include team training courses, individual advancement measures and international assignments.
Audi is striving to establish the high standards of training that exist in Germany at Audi locations in other countries such as Győr and Brussels. The recruitment of training managers and trainers for the future plants in China and Mexico has already begun.
As a globally active car manufacturer, Audi is dependent on highly skilled specialists. For technically-minded university entrants, the "Study and Experience in Practice" (StEP) program offers a dual qualification: it combines a vocational traineeship at Audi with an engineering degree at Ingolstadt University of Applied Sciences.
Young people who have not obtained a place on an apprenticeship scheme owing to inadequate exam results or the absence of a school-leaving certificate can take advantage of Audi's "EQ" and "EQ Plus" entry-level training programs. During their "development year", these young people acquire basic practical skills.
Production at Audi is becoming increasingly complex, which is why effective workforce training is more and more important. The diversity of advancement measures reflects this complexity. In addition to numerous courses, the company utilizes the expertise of its own workforce and engages internal speakers to host workshops and give talks. Exceptionally committed and qualified Audi staff can benefit from the Audi bursary for employees.
Students who have completed their internship at Audi with above-average results can apply for the Audi Student Line Program (SLP). Audi promotes life-long learning in all employee groups as well as mixed-age teams in the direct and indirect company areas.
Adopting a fair attitude towards people has a long history at Audi; diversity and equal opportunities are priority topics. This applies to the promotion of women, who currently comprise around 14 percent of the workforce. It also applies to the integration of people with disabilities: in 2012, a total of 2,582 severely disabled persons were employed at the two German locations. Moreover, Audi awards contracts to workshops that employ disabled persons.
With its comprehensive occupational health and safety programs, Audi seeks to maintain its employees' ability and willingness to work as well as their level of job satisfaction over the long term. Senior personnel and managers receive regular training on these topics. Occupational safety measures are integrated into all work processes – at Audi, safety at work is part of the integrated planning process. The accident index at the company in 2012 was 2.4 and therefore at a very low level. This key figure indicates how many industrial accidents resulting in one or more day's work lost occur per million hours worked.
The preventative health management system and continual improvements in ergonomics are aimed at preserving and promoting the performance capability and wellbeing of the workforce. Some visible examples of improvements to the workplace include ergonomic assembly seats in production and height-adjustable desks in newly furnished offices. During the planning of products and processes, qualified engineers assess workplace ergonomics and develop suitable ergonomic measures. This planning process takes age-related factors into account – a particular strength of Audi. This means that all employees, including those with a reduced capacity to work or severe disabilities, can utilize their skills and know-how at all stages of their working life.