Hearing on Immigration and Integration Fraports Initiatives

1
Hearing on Immigration and Integration
Fraports Initiatives

• Dublin, 22.06. 23.06.2006
• Christian Meyer, Manager Social Services, Human
  ResourcesFraport AG, Frankfurt Airport Services
  Worldwide

2
Agenda

• Who is Fraport?
• Policy against discrimination of migrants and
  minorities
• The benefit of integration
• Sponsoring integration
• Challenges
• Benefiting from Fraports experience

3
Who is Fraport?

• Runs a major international Hubs- and Spokes
  System for intermodal traffic
• Major employer in the region
• Provider of First Class Airport Management

4
Who is Fraport?- Fraport Business Segments -
Aviation
Ground Handling
Passenger Services Cargo Services Ramp
Services
Airside Operations Terminal Management
Retail Real Estate Development Property and
Facility Management Parking Facilities
Non-aviation
Other
Energy IT Services International Airport
consultancy Other
5
Who is Fraport?- Nationality of Fraport AG
Employees (2005) -
6
Policy against discrimination of migrants and
minorities- Commitment of management and
stakeholders -

• Responsibility of executive board and works
  council
• Special works agreement since spring 2002
• Clear positioning against current right wing
  tendencies
• Declaration of supervisory board and executive
  board 24.03.2003

7
Policy against discrimination of migrants and
minorities - Declaration of supervisory and
executive board 24.03.2003 -

• Clear dedication to employees, ethical principles
• The cultural and ethical differences of
  employees are a valuable resource for the
  company.no employee will be discriminated
  regarding his/her race, gender or religious
  beliefs.this orientation is compulsory for all
  Fraport companies. The rules and regulations have
  been made to avert any harm to the companys name
  and reputation and are to be followed by all
  employees
• Signed by the premier of Hesse as Chairman of the
  governing board, by the vice president of the
  public services union Verdi as the vice chairman
  of the governing board and the chairman of the
  executive board.

8
Policy against discrimination of migrants and
minorities - Works council agreement -

• Ensuring equal opportunities
• Indiscriminating hiring procedures
• Respectful and indiscriminating treatment at
  work
• Access to in-company training and advanced
  training if need arises
• Full integration in career development

9
Policy against discrimination of migrants and
minorities - Works council agreement -

• All persons employed by Fraport AG must
  indiscriminately be able to take advantage of all
  available opportunities, irrespective of color,
  age, sex, nationality, religion or race.
  Employees who feel discriminated or treated
  unfairly within the meaning of this agreement,
  have the right to lodge a complaint (Article 84
  BetrVG - German Works Constitution Act).
• The Act stipulates that in terms of selection
  criteria and assignment to a wage or salary
  group, comparable qualifications and work
  experience gained in countries other than Germany
  must be taken into reasonable consideration.

10
The benefit of integration- Strategy -

• Intercultural competence is a prerequisite for
  success in the globalized market and
  international competition and leads to higher
  customer satisfaction(e.g. info-counters in
  terminals, intercultural teams in daily
  operation)
• Further development of personnel strategy is
  required for corresponding projects within the
  scope of european and international business and
  labour relations
• Profitability and competetive advantage are the
  governing factors whenever the integration and
  promotion of employees of foreign nationality is
  a corporate policy goal

11
Sponsoring integration- Qualification and
training Measures -

• Aircraft handlersOperative training with final
  examination and certificate of proficiency from
  the Chamber of Commerce and Industry.
• A total of 4,251 employees of 39 different
  nationalities have already qualified as aircraft
  handlers.
• Intercultural teams work in new business segments
  under a group-wide integrated management
  development program to implement the
  internationalization strategy

12
Sponsoring integration- Qualification and
training Measures -

• The Junior Loader Project
• Until 1988 about 660 young apprentices had
  completed this training course, some 80 percent
  of whom were foreign nationals Result about
  400 of these young people are still employed by
  Fraport. The training programme opened up job-
  and promotional opportunities for them.

13
Sponsoring integration- Qualification and
training Measures -

• Mobile Youth Project
• Following an initiative by the German federal
  government in 1998, Fraport embarked on this
  project in 1999. About 70 percent of the young
  people enrolling were foreign nationals. Of 92
  people hired under the training programme, 21
  dropped out and 71 remained in training.
  Currently some 60 have been transferred to the
  companys payroll.

14
Sponsoring integration - Qualification and
training Measures

• ProRegion as a master example
• Foundation for the promotion of vocational
  training and education
• Main target groups young unemployed adults
  with ethnic background
• Advisory board is made up of Fraport Top
  management, works council representatives,
  directors of the chambers of commerce and
  employment agency
• Foundation has existed since July 1999 with start
  up capital of 5 mio DM
• Current capital is 5.1 mio

15
Sponsoring integration- Qualification and
training measures -
The current report of sponsored projects shows
following results Topic
amount of projects sponsored amount Improvement
of chances to 33 304,348 qualify in
apprenticeship and training Insurance of
traineeships and 26 923,411
education Promotion of required
18 197,294 infrastructure Promotion of
projects related 34 665,696 to
consulting and employment special
projects 19 209,857 School
projects 15 243,438 Total 14
5 2,544,046 Bildgröße 10,16 cm x 6 cm (bis
12,49 cm) 103
16
Sponsoring integration- Examples for sponsored
projects -

• AWO infrastructural support for young female
  migrants, measures for further qualification
  (5,000 )
• Deutsche Angestellten Akademie sponsoring the
  integration of youth- and cultural work, youths
  without school certificates or job qualification
  are qualified in certain fields of employment,
  e.g. restauratrion of monuments etc. (30,000 )
• Kreisausschuss Offenbach Counseling for youths
  and joung adults with focus on job beginners
  (5,000 )
• Kinderbüro Stadt Frankfurt foundation project
  promote and demand in cooperation with
  Kinderbüro Frankfurt (170,000 )

17
Sponsoring integration- Examples for sponsored
projects -

• VzbFF occupational education of young female
  migrants (20,000 )
• INBI sponsoring of apprenticeships for young
  migrants (60,000 )
• Georg-Kerchensteiner-Schule sponsoring of a
  language project for students with migrant
  history (5,000 )
• Förderverein Roma e.V. qualification,
  orientation and employment for Roma (40,000 )
• Schultheater-Studio learning german with fun
  for youth and joung adults in language
  integration classes (5,000 )

18
Challenges- Examples of the 3 most challenging
experiences -

• Insufficient acceptance and practice of the
  carefully shaped works agreement on working
  conditions in the spirit of partnership
• Lack of language and communication skills and
  qualification causes limited hiring and promotion
  prospects, thus leading to poorer integration on
  all levels of the company and social life
• Danger of parallel worlds within the company
  no general regulations (e.g. German as the basic
  language of the corporate communication,
  multicultural teams as a standard in work
  organisation)

19
Benefiting from Fraports experience- In which
way could our policy be a model of good
practice for other companies ? -

• A works agreement, negotiated between the
  executive board and the works council, requires a
  successful understanding under specific
  circumstances but eventually leads to a pragmatic
  and supported integration scheme
• Diversity and integration are an integral part of
  management responsibility and necessary for a
  successful company under conditions of
  globalization, when achieved ensures ROI
• Proper implementing and permanent monitoring of
  schemes for the integration of migrants and
  minorities are essential for long term success

20
Thank you for your attention!
Maximale Bildgröße 20,75 cm x 6,25 cm (bis
12,49 cm) 103dpi