Siemens 2010 Annual Report Download - page 133

113 Report on post-balance sheet date events
114 Report on expected developments and associated
material opportunities and risks
128 Information required pursuant to § () and
§ () HGB and explanatory report
133 Information required pursuant to § () and
§ () no.  HGB and explanatory report
135 Compensation and declaration pursuant to §a HGB
135 Additional information for supplemental
financial measures
138 Siemens AG (Discussion on basis of HGB)
147 Consolidated Financial Statements
261 Additional information

Employees
Key performance indicators
Year ended September ,
 
Employee fluctuation rate 1 12.9% 17.4%
Proportion of women
(percentage of employees
in management positions) 13.7% 13.6%
Expenses for continuing education
(in millions of €) 2 225 228
Expenses per employee for continuing
education (in €) 2 560 562
1 Employee fluctuation rate is defined as the ratio of voluntary and involuntary exits
from Siemens during the fiscal year to the total number of employees.
2 Without travel expenses.
Our employees are an important factor for the success of our
Company. We therefore aim to attract, develop and retain the
best and brightest employees worldwide. Our sustainable hu-
man resources policy focuses on diversity, learning and con-
tinuing education, supporting a high performance culture, and
occupational health and safety. Fair-minded collaboration
among company management, employees and employee rep-
resentatives plays a central role at Siemens.
Securing jobs for our people is a key component of our human
resources efforts. It is not just a matter of securing their exper-
tise for Siemens. We also accept our social responsibility as one
of the largest corporate employers in Germany and worldwide,
and respect and uphold the fundamental rights of our employ-
ees. This was particularly evident in the challenging macroeco-
nomic environment which prevailed during our last two fiscal
years. In close collaboration with the General Works Council,
we defined guidelines for appropriate personnel measures to
safeguard employment, including reduced working hour ar-
rangements at facilities in Germany. With the help of job-se-
curing measures, we managed to absorb short-term volume
declines fairly well in fiscal . However, if structural chang-
es in our businesses prove to be more permanent and our
Company ’s short-term employment protection measures are
not sufficient, then further adjustments will have to be consid-
ered.
In fiscal , we have for the first time conducted a worldwide
employee survey relating to employee engagement and com-
pliance (Siemens Global Engagement and Compliance Survey
). More than , Siemens employees took part in this
survey, which was globally distributed in more than  lan-
guages across our Company. The results of the survey were
very encouraging and demonstrated the strong commitment
of our employees to Siemens and its values. The survey results
also identified specific areas for further improvement.
Diversity
As a global technology company, Siemens must be able to re-
cruit talented people around the world and create an environ-
ment in which they can best develop and contribute their skills
within the Company. Our diversity efforts are coordinated by
our Chief Diversity Officer and follow three main principles:
> We want to have the best person for every position.
>
We want to provide opportunities for diversity of experience
and interaction.
> We want to achieve diversity of thinking across our
Company.
Employees by segments as of Sept. 30, 2010 (in thousands)
Other: 30 (7%)
Industry Sector:
204 (50%)
Energy Sector:
88 (22%)
Healthcare Sector:
49 (12%)
Siemens IT
Solutions and
Services: 32 (8%)
Siemens Financial
Services: 2 (1%)

Employees by regions as of Sept. 30, 2010 (in thousands)
1 Commonwealth of Independent States
Europe, C.I.S., Africa,
Middle East: 240 (59%)
therein Germany: 128 (32%)
Asia, Australia: 74 (18%)
therein China: 34 (8%)
therein India: 17 (4%)
Americas: 91 (23%)
therein U.S.: 62 (15%)
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