Siemens 2012 Annual Report Download - page 197

135 D. Consolidated Financial Statements
239 E. Additional Information
130 C. Siemens AG (Discussion on basis of
German Commercial Code)
134 C. Notes and forward-looking statements
129 C. Compensation Report, Corporate Governance
statement pursuant to Section a of the
German Commercial Code, Takeover-relevant
information and explanatory report

account the amount of energy used to extract, convert and dis-
tribute the fuels consumed. Fossil energy sources receive a higher
primary energy factor than renewable energy sources. Siemens
sites can accordingly increase their energy efficiency and reduce
the impact on natural resources of their energy demands by stra-
tegically adjusting their choice of energy sources.
We achieved all of the targets we set ourselves in fiscal .
Our energy efficiency rose by % compared with the base year.
We also made progress with our waste efficiency, which im-
proved by % compared with the base year, while waste for
disposal fell by % measured against the base year quantity.
.. Employees
   
Year ended September ,
 
Employee fluctuation rate 10.7% 12.9%
Proportion of women (percentage of
employees in management positions) 15.3% 14.6%
Expenses for continuing education
(in millions of €)  283 251
Expenses per employee for continuing
education (in €)  693 608
1 Continuing and discontinued operations.
2 Employee fluctuation rate is defined as the ratio of voluntary and involuntary exits
from Siemens during the fiscal year to the average number of employees.
3 Without travel expenses.
Excellent employees are one of Siemens‘ vital strengths. They
have made Siemens what it is today and their expertise, their
capabilities and their high level of engagement are laying the
basis for our future success. To stay competitive we need to
continuously win and retain the best and brightest employees
worldwide. As an employer of choice we empower our diverse
and engaged people worldwide based on a high-performance
culture, encourage life-long learning and development, offer
an attractive working environment and ensure occupational
health and safety.
Fair-minded collaboration among Company management, em-
ployees and employee representatives plays a central role at
Siemens. As one of the largest corporate employers in Germany
and worldwide we are committed to our social responsibility and
respect and uphold the fundamental rights of our employees.
In fiscal , more than , Siemens employees (excluding
OSRAM) took part in our worldwide employee survey relating to
employee engagement (Siemens Global Engagement Survey
). The survey was globally distributed in  languages
across our Company. The results continue to demonstrate the
strong commitment of our employees to Siemens, its values and
its strategy. The survey results also identify potential areas for
further improvement, which will be assessed by the Company.
... 
As a global player, the vast and diverse range of our employ-
ees’ capabilities, experience and qualifications forms a sub-
stantial competitive advantage and supports our value propo-
sition as an employer.
The Global Diversity Office coordinates strategies, measures and
programs across Siemens following these Diversity-principles:
> we want to have the best person for every position;
> we want to provide opportunities for diversity of experience
and interaction; and
> we
want to achieve diversity of thinking across our Company.
Diversity networks and programs – Our Global networks pro-
mote and discuss diversity topics across the Company, such as
the Global Leadership Organization of Women (GLOW), Diversi-
ty Ambassador and Generations Networks. In addition, we have
over  local employee networks worldwide with employees
actively engaged in diversity-related programs and activities.
Diversity Charter – Since its launch in December , more
than . Siemens employees have pledged their support by
signing the Siemens Diversity Charter showcasing a strong
grass-roots support for diversity at Siemens.
      , 
( )
1 Continuing operations.
Infrastructure & Cities:
89 (24%)
Energy:
86 (23%)
Healthcare:
51 (14%)
Industry:
105 (28%)
Other: 36 (10%)
Financial Services:
3 (1%)
      , 
( )
1 Continuing operations.
2 Commonwealth of Independent States.
Europe, C.I.S., Africa,
Middle East: 222 (60%)
therein Germany:
119 (32%)
Asia, Australia: 63 (17%)
therein China: 31 (8%)
therein India: 19 (5%)
Americas: 84 (23%)
therein U.S.: 57 (15%)
 