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02

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:

www.giz.de/en/aboutgiz/gender_equality.html 

// Career and family:

www.giz.de/en/aboutgiz/career_and_family.html www.ghst.de/en/our-themes/work-and-family 

// ‘Work and family audit’:

www.beruf-und-familie.de

(in German)

Gender strategy:

www.giz.de/expertise/downloads/Fachexpertise/giz-gender-strategy-en-2012.pdf

Health management at GIZ:

www.giz.de/en/aboutgiz/health_management.html

GIZ Integrated Company Report 2014

36

37

Promoting health