INTEGRATED COMPANY REPORT 2014 - GIZ. Solutions that work.

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Health management | GIZ’s corporate health management is
part of our human resources policy, and reflects our sense
of social responsibility toward our entire workforce in Ger-
many and abroad. It encompasses both physical and mental
health. Our approach is about more than just preventing
people from falling ill. A healthy environment enhances sat-
isfaction and success at work.
Our health management includes the work of our
Medical Services Division, such as medical check-ups and
medical consultations in connection with foreign travel. It
also covers contingency plans and designated contact
points for emergency assistance and safety at work, a
range of health and fitness classes, and counselling ser-
vices for instance on achieving a healthy work-life balance
and workstation ergonomics.
We also collect best practices from our offices in
Germany and abroad. In Ethiopia, for example, our work-
force have round-the-clock access to a medical scout who
advises on all emergency medical issues. The medical scout
also recommends local hospitals and doctors, and regularly
holds first-aid courses for our international and national
personnel. All members of our workforce around the world
can reach our Medical Services Division at any time by dial-
ling one of the emergency numbers. //
Human resources management | GIZ Cameroon has been
implementing its bien-être (wellbeing) integrated HR man-
agement strategy since 2014. This strategy aims to maintain
and promote the health and wellbeing of company employ-
ees, and integrates the cross-cutting themes of gender and
HIV. Based on a similar example from the GIZ country office
in Ghana, the strategy not only fosters health, but also
strengthens staff dialogue as well as career development
and social protection for national personnel. It also includes
measures to increase the job satisfaction of staff, boost
team spirit and generate a positive
corporate culture – particularly a
culture of communication.
Appropriate remuneration and
high standards of safety at
work and health protection are
part of the package, as is an
extensive range of training
opportunities for all employees. As
part of this strategy we have already
organised training courses, sports events, an exhibition on
a healthy diet and a hepatitis vaccination campaign. This is
how GIZ maintains the willingness of its workforce to inno-
vate and change, and positions itself as an attractive and
socially engaged employer. //
// Germany and worldwide
// Cameroon
Practicing social responsibility
Focusing on health and wellbeing
Gender equality | International cooperation assign-
ments require a high degree of flexibility and
mobility from those employed to perform
them, and often from their families as well.
GIZ’s gender-sensitive and family-conscious
human resources policy plays a key support
role in this regard. By considering carefully
the different needs of its employees, and
whether or not they have children or dependent
relatives, GIZ is able to maintain and foster gender
equality by offering both men and women the same profes-
sional opportunities. For example, GIZ offers more than 190
different working time and organisation models. Part-time
and flexitime arrangements, long-term working time
accounts and parent-child workstations are among the
solutions GIZ offers in response to the particular demands
of families. GIZ’s day care facilities in Eschborn and Bonn
also make it easier for parents to organise their day-to-day
family lives. In partner countries, GIZ supports its employ-
ees by subsidising the costs of child care, school fees or
language courses, and by providing medical examinations
free of charge. In 2014, thanks to its family-friendly human
resources policy, GIZ was once again awarded the family-
friendly certificate in the Hertie Foundation’s ‘work and
family audit’.
With its in-house gender strategy, GIZ has undertaken
to actively promote gender equality. As well as its focus on
work-life balance, the strategy also embraces gender
equality within the company, as reflected for instance by
the appointment of equal numbers of men and women as
managing directors and directors general. GIZ is implement-
ing the gender strategy in all its offices worldwide. The
process is being facilitated by a gender coordination group
and supported in partner countries by more than 100
gender officers. Staff members in Germany and in
partner countries can approach the company’s
Gender Equality Officer with any issues they
may have.
GIZ also practices gender equality outside the
company. Worldwide, when advising clients –
both public and private – and when working in
partner countries, we oppose discrimination. GIZ
also takes a stand through its policy of prohibiting
sexual harassment in the workplace. GIZ sees a gender-
sensitive approach and systematic efforts to realise equal
opportunities and rights for women and men as a key fea-
ture that defines the quality of its work. //
// Germany and worldwide
Practicing and actively
promoting gender equality
More than
190
flexible working time
and organisation
models 150
staff members took
part in training and
other events.
Gender equality: // Career and family:
// ‘Work and family audit’: (in German)
Gender strategy:
Health management at GIZ:
GIZ Integrated Company Report 2014 36 37 Promoting health