Diversity and equal opportunity are anchored in our mission statement. Our forward-looking and sustainable Human Relations policies ensure a level playing field for professional success, respect cultural differences, and promote interaction among each another. For Messer, diversity is essential to innovation and sustainable business success. Mutual trust and respect are the foundation of our corporate culture.
On December 31, 2019, Messer employed 11,063 people (126 of which are currently inactive employment). Women accounted for 29.5 % of this figure and the portion of female managers at the first and second levels of management was 26.2 %.
Our salaries are based on function, market, performance, education, experience and number of years of service, as well as any collective wage agreements or comparable collective wage agreements and adjustments for inflation. It goes without saying that our remuneration policy makes no distinction among genders.

In 2019, the average company service of our employees since they joined Messer was 9.8 years. Employee turnover was 10.7 %. Among employees of the Messer Group, including the Western European subsidiaries, we recorded an average of 4.3 lost workdays due to illness (excluding long-term illnesses). The 2020 fiscal year will mark the first time that the corresponding data will be available for Messer in North and South America. In the fourth quarter of 2019, Messer Americas initiated anew, semi-annual employee survey, in order to gather timely, in-depth findings and ensure the implementation of our mission and strategy. Approximately 45 % of the workforce of Messer Americas – more than 2,400 people – participated in the initial survey. These results will serve as a benchmark for the coming years. Starting from 2020, surveys will be conducted again in North and South America, in order to determine the needs and requirements of employees and to establish appropriate employee development programs.

Messer is committed to the education and training of talented young professionals, who represent an important investment in the competitiveness and capability of our company. The training takes place at various locations, supplemented in part by multi-week assignments abroad. In 2019, the training quota at the Messer Group including the Western European subsidiaries was 0.6 %. The 2020 fiscal year will mark the first time that the corresponding data will be available for Messer in North and South America. For the employees of the Messer Group including the Western European subsidiaries, the local Human Resources departments address the need for advanced training within the framework of annual employee performance reviews and concrete continuing education plans. In 2019, employees received an average of 18.7 hours of training, which represents an average continuing education expenditure of 234 euros per employee. The 2020 fiscal year will mark the first time that the corresponding data will be available for Messer in North and South America. Open dialog and in-house transmission of expertise are important to us. That’s why we promote the establishment and maintenance of cross-regional and intercultural networks. In 2019, employees participated 8,369 times in site conferences or network meetings for strategic integration or know-how transfer. As an in-house concept for systematic employee development, the Academy Messer Group provided a wide range of training courses, both on technical topics and for the development of personal skills.