Demographic development

In most of the European markets in which RWE is active, low birth rates are causing the population’s average age to rise. This poses manifold challenges for companies such as RWE. Given the Group’s current age structure, the number of employees leaving the company due to attrition can be expected to rise considerably after 2015. For us, this translates into a loss of both knowledge and experience. In addition, the number of suitable up-and-coming staff will decline steadily: Recruitment has already become much more competitive than it was several years ago. With this in mind, we develop programmes we can use to identify future personnel needs. The results are a basis for planning staff deployment according to our needs and ensuring the continued availability of qualified employees. We already take advantage of many ways to win young talent for RWE and create a working environment that meets their expectations. This also includes striking a healthy work life balance. The fact that a rising number of RWE companies receive certification from the German “berufundfamile” (“workandfamily”) audit proves that we are charting the right course in this respect. In the last few years, the audit has become a recognized seal of high-quality family-conscious personnel policy, under the patronage of the German Family and Economics Ministries.