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Commitment to people

Throughout 175 years of growth, Nordzucker has remained deeply committed to supporting and developing its employees– the people at the heart of the business. This ongoing engagement, combined with the new organisational structure and a proactive HR approach, will support our continued success as we prepare for major EU market changes in the near future.

A changing approach for a changing market

The EU has announced to deregulate the European sugar market in 2017. Competing successfully in this new market calls for lean management, swift decision-making and entrepreneurial thinking, so that we can respond quickly to our customers’ wishes. We are further developing our HR approach in order to actively support our colleagues as we prepare for these changes.

A diverse workforce ready to succeed

Succeeding in international markets depends on attracting, developing, motivating and retaining a diverse workforce. This has always been a core commitment for Nordzucker and we are taking steps to further develop and strengthen our approach in response to our changing market conditions.
We create and maintain a strong, committed staff throughout the Nordzucker Group and develop talents with a view to sustainable succession planning.
This is supported by initiatives such as our HR development program “Sugar Academy”, which has been successfully established within the last years.
Following our reorganisation, our HR department now has an even stronger focus on retention and employer branding. This means we emphasize on retaining most talented people and on dynamically promoting Nordzucker as an attractive employer.

Work-Life-Balance and well-being

At Nordzucker, we trust that enabling our staff to successfully balance their family and private spheres with their careers, is one of the most important responsibilities. Moreover this attitude allows us to retain and to attract the best people.

We for instance support a non-profit centre near our headquarters in Braunschweig, which offers child day care for our employees, thereby actively supporting the families within the company. At the same time we have set up a range of additional initiatives to support our colleagues’ well-being and workforce diversity. These include cultural awareness workshops, stress prevention programs, health prevention & regular medical check-ups.

“Our diverse European staff – which consists of employees of different ages, nationalities, professions, cultures and religions – demands modern, multinational and innovative human resources management.”

Inga Dransfeld-Haase, Head of HR

''Around ¼ of Europeans struggle to achieve a good work-life balance.''

2010 European quality of life survey

Human resources facts

  2012/2013 2013/2014 2014/2015 2015/2016
Average age of employee 46,8 47,2 47,5 47,4
Average employee/financial year 3,292 3,279 3,286 3,206
Employee/end financial year 3,132 3,154 3,135 3,117
Blue collar 70% 63% 62% 62%
Women 22% 21% 22% 22%
Permanent 94% 93% 93% 95%
Permanent in full time 96% 95% 96% 95%
Production 77% 78% 79% 79%
Covered by collective agreement 86% 86% 86% 86%