Employees

Management Approach Disclosures

The media industry is being transformed by the advance of digitalization more rapidly and fundamentally than many other industries. One of the most important keys to our future success is therefore to transform our Group into a modern and digitally successful business. Part of this transformation is adequate human resources management: It therefore forms part of our self-conception as an employer to create personnel-related conditions through our HR work that support this transformation process and cater to the individual interests of our employees. With our overall offer, which includes performance-based compensation, additional company benefits, personal development opportunities and an attractive working environment, we want to acquire, retain, and develop dedicated and qualified employees for ProSiebenSat.1 Group. The material topics for us are therefore employee retention and people development, employer branding and recruitment, and diversity as well as its management. Diversity

Employee issues and diversity management fall under the operational sphere of the HR department, which is led by the Chief Human Resources Officer. The Human Resources department supports the Executive Board, managers and employees with a business-oriented portfolio of products, guidelines and processes in order to make ProSiebenSat.1 Group attractive and successful in business in the long term. Besides quarterly reporting on personnel risks as part of Group-wide risk management, internal HR reporting plays an important role. In the HR organization, the HR Business Partners in particular are closely connected to the operating business units and are thus made aware of specific employee concerns. Teams of experts for all HR issues from recruitment, talent development, compensation & benefits and labor law to administrative and process issues complete our HR work.

ProSiebenSat.1 Group attaches great importance to work-life-balance and has a broad range of offerings in this area. It comprises various family services and social benefits as well as sports programs and healthy meals on campus. Alongside flexible working hours, out-of-office work and the option to take a sabbatical, we also offer a work-life-training series. These measures are gender-neutral. We abide by the applicable laws on part-time work and also endeavor, within the limits of operational possibility, always to find individual solutions for our employees according to their situation.

In the period under review, the Group’s average number of employees (calculated on the basis of full-time equivalents) rose by 11% to 7,265 (previous year: 6,532). While the average number of employees in the Entertainment segment hardly changed year-on-year (+ 1% to 3,659 employees), there was a 7% increase in workforce in the Content Production & Global Sales segment to 1,477 employees and, in particular due to acquisitions, a strong increase in employees in the Commerce segment by 40% to 2,129 employees. In Germany, Austria and Switzerland, the Group had an average of 6,071 full-time equivalents in the reporting period (previous year: 5,458). As in the previous year, this amounts to 84% of the Group as a whole.

ProSiebenSat.1 also offers support for employees who want to volunteer for social projects. Among our corporate volunteering offerings, for example, we sponsor the startsocial competition, which we co-founded in 2001. Around 500 experts from business, the public sector and social institutions throughout Germany support the practical implementation of volunteer projects with various emphases, such as migration, social justice and education. In a four-month coaching phase, a total of 100 selected initiatives receive specialist advice, personal contacts and detailed feedback in order to develop and realize their ideas. In 2019, 25 of the most compelling projects were again selected by an expert panel and invited to Berlin for the national prize-giving ceremony. Seven initiatives received monetary prizes totaling EUR 35,000 altogether, including a special award from the German Chancellor. ProSiebenSat.1 employees once again volunteered as coaches in 2019, contributing their expertise in various fields.

Employment

ProSiebenSat.1 Group offers innovative and forward-looking education concepts for talented young people in the media business and is thus continually socio-politically engaged in the field of vocational education. With our management traineeships, trainee programs, Chamber of Industry and Commerce apprenticeships and dual courses of study, there is a range of ways for talented young people to get started at ProSiebenSat.1 Group. In this way, we intend to create a strong foundation of qualified young talents with an extensive internal network and specific company and industry knowledge. In 2019, 183 young talents (previous year: 168) were trained at ProSiebenSat.1 Group; as in the previous year, around three quarters were subsequently hired.

We take various measures to acquire the right talents for ProSiebenSat.1 Group. Success depends on the one hand on the dissemination of content for all target groups, such as our “Faces of ProSiebenSat.1” campaign. On the other hand, we believe it is important to address target groups that are critical to success, such as talents in the tech sector through campaigns like “Connect.Code.Create.” By supporting initiatives such as “Global Digital Women” and our own employer branding events specifically for female target groups, we also want to position ourselves as an attractive employer for women. In addition, the careers page (www.karriere.prosiebensat1.com/en) went live as the central platform after an extensive relaunch in 2019. By combining the careers page with the jobs portal, we have improved the link between careers information and specific job opportunities.

Alongside sourcing channels such as social media, direct approach and university partnerships, we also approach new candidates via an employee recommendation program and by hosting regular events for schoolchildren, such as “Girls’ Day,” with our partners. In total, Group Recruiting received around 31,300 applications in 2019 (previous year: around 33,700). In addition to application numbers, external employer rankings such as Universum and Trendence are an important measure of the success of our HR marketing strategy in employer branding and recruitment.

Especially when undergoing a transformation process, we believe it is crucial to retain qualified and dedicated employees within the Company. The average duration of employment at ProSiebenSat.1 Group amounted to 5.7 years (previous year: 6.1 years). The turnover rate in the Group was 15.6% in financial year 2019 (previous year: 15.4%). The continuing relatively high fluctuation is due to the organizational restructuring of the Group.

To calculate the turnover rate, the number of employees who left during the reporting period is divided by the number of employees on the reporting date of December 31. The reasons for leaving include terminations and severance agreements. Departures due to fixed-term contracts, the end of an apprenticeship, entering retirement and death are not taken into account.

Occupational health and safety

Most employees of ProSiebenSat.1 do not work in a production environment. They are therefore only exposed to risks related to their occupation to a minor degree. However, we are aware of other potential health risks that could arise from work-related stress or a lack of physical activity, for example. We bundle numerous service offerings relating to occupational health management in our work-life-program. We offer the opportunity for balance between work and life, for example with our sports program and individual health advice (“Body Check”). Talks and work-life-training at the ProSiebenSat.1 Academy raise awareness of energy and resources and provide tips, for example in the form of time and stress management. There is also a company doctor at the Unterföhring Campus as well as the opportunity to book massages and osteopathic therapy. Our occupational safety team makes regular workplace inspections and provides advice on ergonomics. Alongside flexible working hours, out-of-office work and the option to take a sabbatical, we also offer a work-life training series that aims to strike a balance between employees’ professional challenges and personal life goals. Through operational integration management, we ensure that sick employees overcome their incapacity to work, that their repeated incapacity is avoided, and that their job is retained.

Training and Education

Our employees are a key factor for the Company’s success. To support its employees in today’s professional tasks and to prepare for future challenges, especially through digitalization, ProSiebenSat.1 Group invested a total of EUR 4.5 million in its education and training programs in 2019 (previous year: EUR 3.5 million). Part of this was attributable to the courses offered by the P7S1 Academy, which offers the Group’s employees technical and personal training. In 2019, a total of 492 events (with 5,849 participants) were held in the P7S1 Academy (previous year: 596 and 7,560), including 58 manager training courses with 371 participants (previous year: 87 and 758). There is also an opportunity for self-improvement through job rotation, job shadowing or mentoring programs.

In the field of Talent and Management Development, we support the development of employees at the headquarters in Unterföhring through individual offers such as job rotation, mentoring, 360 degree feedback, and coaching. We want to use our manager development programs to strengthen the performance and development of managers at all levels. This includes mandatory training for first-time managers and seminars for managing directors. We also have an internal network for female managers (“LeadingWomen@P7S1”).