With their achievements and skills, our employees are helping our businesses occupy leading positions in their markets. We want to attract, retain, and develop talent at Fresenius. That is why we offer them a variety of attractive development opportunities. Furthermore, we promote international and interdisciplinary cooperation, as well as diversity in the business areas and regions. In the Group Management Board, the member of the Management Board responsible for Legal and Compliance and Labor Relations is responsible for all central employee matters.
Reporting on employee matters includes the key topics: personnel structure and diversity, employee engagement, profit-sharing schemes, how Fresenius attracts, retains, and develops talents, as well as occupational health and safety. The business models of our segments are adjusted to the individual needs of the health care markets we operate in. Therefore, we report on Group personnel concepts as well as on specific measures within our business segments.
Personnel structure and diversity
At the end of fiscal year 2018, the Fresenius Group employed 276,750 employees. That was 3,501 people or 1% more than in the previous year (December 31, 2017: 273,249).
Our employee structure by function remained fairly unchanged compared to the previous year’s figure. About 15% of our employees work in production while 70% are engaged in service.
The proportion of female employees in the Fresenius Group was again 68% as of December 31, 2018 (December 31, 2017: 68%). The number of women who participate in the Group-wide Long Term Incentive Plan (LTIP 2018) is a good indication for the women’s share in management positions worldwide. The female quota among these approximately 1,400 top executives amounted to 30.3% as of December 31, 2018.
The average age1 of an employee was 41.6 years in 2018 (2017: 41.5 years). The majority (55%) of our employees is between the age of 30 and 50.
The length of service1 within the Group may vary due to acquisitions in the business segments. In 2018 it was 7.4 years (2017: 8.2 years).
In 2018, the voluntary turnover rate1 was 9.6% (2017: 9.9%).
Fresenius respects and promotes a culture of diversity. We are convinced that the combination of different perspectives, opinions, cultural impressions, experiences, and values will enable us to exploit the potential that will make us successful as a global company. The knowledge and social skills of our employees of different ethnic, social, and religious backgrounds support us in developing a high sensitivity for local needs of our customers and patients. The Fresenius Code of Conduct is the foundation of this company culture characterized by collaboration and mutual respect. It is binding for all Fresenius employees.
For further information on our diversity concept for the Management Board and the Supervisory Board, please see our corporate governance declaration and report.
1 Data of Fresenius Medical Care based on country data representing 96% all employees. Prior year information was adjusted to re? ect the increased scope and to conform to the current year's presentation. Fresenius Kabi’s data encompass employees globally. Data of Helios Germany inlcude in 2016 and 2017 the post-acute care business in Germany. Data of Fresenius Vamed also include temporary staff in 2017 and as of 2018 the German post-acute care business transferred from Fresenius Helios to Fresenius Vamed.