Last Update:
Mar. 10, 2011
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Part of the audited Consolidated Financial Statements and Management´s Analysis

The challenge of demographic change

  • Focus on Europe and the United States
  • Specific measures in each unit for health promotion, ergonomics and further training
  • Active engagement with external partners in business network CSR Europe

We are preparing for the impacts of demographic change. Our focus in this regard is mainly on Europe and the United States. We have analyzed the age structure of our workforces worldwide and demographic developments in our host communities to determine site-specific risks. In Italy, for example, we use the results of this analysis to improve knowledge transfer and personnel development. In the United States, we are analyzing models that enable older employees to ease into retirement while at the same time better integrating their successors through mentoring. To keep BASF innovative and ahead of the competition, we launched the “Generations@Work” program in 2006. In BASF SE, we worked together with local employees to develop specific measures within their units that focus on health promotion, ergonomics and further training. We are also intensifying our talent recruitment efforts worldwide to meet our long-term human resource needs.

In 2010, BASF SE and all German Group companies participating in collective bargaining agreements began to contribute €300 annually per non-exempt employee into a company “demography fund” according to the German chemical industry’s collective agreement on working life and demography. The demography fund is being used in nearly all Group companies to finance long-term savings accounts for non-exempt employees, which allow the employees to retire earlier. Since October 2010, 98% of the qualifying non-exempt employees at BASF SE and 93% at the Group companies (data does not include Cognis) have set up their individual long-term savings account.

Together with partners, we are active in CSR Europe, a business network for corporate social responsibility, and, as part of the initiative Enterprise 2020, carry out dialogue events relating to the opportunities and risks of demographic changes in various European countries.

BASF Group employee age structure
(proportion of employees)

BASF Group employee age structure (bar chart)

Competition for talent

Competition for the best qualified employees and managers is intensifying around the world. We are addressing this trend by improving our profile as a global employer: Worldwide, we are communicating our advantages as an international and socially-responsible employer that offers a wide variety of job opportunities. BASF was named one of the best companies to work for in Brazil for the fifth time in a row in the 2010 ranking by business magazine Guia Você S/A – Exame. In Europe, we implemented a standardized recruitment process in Germany, Spain, France and the United Kingdom in 2010. Its objectives include providing transparent information to applicants about job opportunities in all of Europe and helping managers find talented employees throughout the European market. We increase awareness about the competition for talent among our managers and employees and we integrate them in recruiting events. We want to retain and develop good employees: In China and India, for example, we are offering a three-month introduction program, which offers support to new employees joining the company. We encourage networking within BASF through a series of seminars and other events.

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