Bayer Employees

Working at Bayer: Excellent Perspectives

Bayer’s business success is based to a large extent on the knowledge, skills, commitment and satisfaction of our employees. As an employer we offer our employees attractive conditions and wide-ranging individual development opportunities such as a highly effective system of vocational and ongoing training.

Alongside professional training, we focus on conveying our corporate values (LIFE) and establishing a dialogue-oriented corporate culture based on trust, respect for diversity and equality of opportunity. Our responsible approach to structuring working conditions includes fair treatment at work, a transparent and equitable compensation system, company pension plans, the ability to combine working with family commitments, flexible worktime arrangements and a working environment that fosters health.

Passion to Innovate | Power to Change: Why You Should Work at Bayer

These are the cornerstones of our global human resources strategy, which is designed to safeguard and expand our business activities. They strengthen our competitiveness, and also reflect our social responsibility to provide secure employment and stable incomes, and to foster social cohesion. In this way, we want to recruit and retain the best employees for Bayer. Responsibility for the human resources strategy falls within the remit of the primary decision-making body of Bayer’s HR function, which sets binding policies and defines priorities for all regions and organizational units.

We measure employees’ satisfaction with Bayer as an employer with the help of institutionalized feedback discussions and the Group-wide Employee Survey, which is usually conducted about every two years. This enables us to monitor the effectiveness of our activities and make any necessary improvements. Together with IBM as our new service provider, we have revised the concept for as well as the structure and the content of our 2017 Employee Survey. For this reason, the results cannot be compared with those of previous years. The survey was completed by 80% of employees worldwide. Bayer’s score of 79% on the Employee Engagement Index – collated from responses to questions about satisfaction, loyalty, advocacy and pride – was eight percentage points above the global benchmark of provider IBM.

Employee Data

On December 31, 2017, Bayer employed 99,820 (2016: 99,592) people worldwide. In Germany we had 31,620 (2016: 30,603) employees, which was 31.7% of the total Group workforce (2016: 30.7%).

Number of Bayer Employees by Segment, Dec. 31, 2016

Bayer employees worldwide

High Level of Vocational Training

To meet the need for skilled employees, Bayer provides sound training in more than 20 different occupations and offers more vocational training places than required to meet its needs. In 2017, 746 young people started a vocational training course at Bayer in Germany alone. In addition, Bayer offers trainee programs in various areas for those embarking on a career and internships for students around the world.

On average, employees at our significant locations of operation received 23.4 hours of vocational and ongoing training in 2017. In 2017, the average cost of training per employee was €418.

Find your new training position at Bayer in Germany on our German careers website. All international job vacancies can be found on global careers website.

Our Values

Bayer pursues a sustainable human resources policy. The objectives and principles are based on our corporate values, known by the acronym LIFE, which are valid throughout the world. LIFE stands for Leadership, Integrity, Flexibility and Efficiency. These values encapsulate the core elements of our corporate culture, which combines a strong focus on performance and development with a high degree of social responsibility. At the same time, they are a simple and practical guide for employees in their work.

Advancing Knowledge and Leadership Skills

Fostering employees’ individual abilities, talents and strengths is another key factor for Bayer’s future success. Sustained success is only possible if we create working conditions that allow all employees to utilize their talents optimally and therefore contribute to innovative solutions. We therefore actively support lifelong learning as part of our philosophy of people development and managing demographic change. Our aim is to empower all employees to broaden their knowledge and skills and keep up with the latest changes throughout their working lives.

At the heart of our ongoing training concept is the Group-wide Bayer Academy, which bundles our extensive continuing education offerings for employees and which was once again honored with the renowned Brandon Hall Group Excellence Award in bronze in 2016. Alongside systematic development of managerial employees, it offers continuous professional training through various functional academies.

Group target 2017: continuous improvement in employee engagement.

Examples of Continuing Education in 2017

Training courses
Key aspects / goals
Attendances in 2017
Global Bayer Academy
Leadership training, general management training (Bayer Academy)
Systematic management development program based on the LIFE values to facilitate a uniform understanding of leadership worldwide.
7,536
Bayer Finance Academy
Modular program for systematic introductory training and continuous professional development for employees in the subjects of finance, accounting, auditing, controlling and tax
Active users: 3,664
Bayer Human Resources Academy
Various training formats for HR departments to enhance their competencies as advisors and partners for the various organizational units
1,751
Bayer Operational Excellence Academy
Communication of methods for simplifying working processes applying experience from the established Lean and Six Sigma concepts.
317
Bayer Procurement Academy
Training in procurement-related topics, specifically for procurement staff
Self-study and coaching programs for all procurement staff
Commercial Excellence programs
Practical programs to provide market-related background knowledge and improve customer focus
1,610
 
Global knowledge and skills training in specific areas
Introduction to the company
A wide range of training courses are offered on these subject areas for various employee groups from all parts of the company.
75,184
Communication, working methods and project management
Business administration and law
Languages and intercultural skills
Information technology and SAP
Marketing, sales and customer focus
Research, production and technology
 
Focal points
Human rights
Training in the content of the Human Rights Position.
47,268
 
Divisions and service companies
Occupational safety
Web-based training on occupational safety
17,241
FIT Office (Business Services)
The FIT Office was set up to support employees in applying internally and preparing for new positions. Its role also included providing individual advice to place employees in suitable positions and train them in the necessary skills.
363

Diversity and Internationality 

Culture & Gender Balance in Management

Thanks to our wide-ranging business activities, we offer employees throughout the Group good opportunities for development. Regular Development Dialogues between employees and supervisors provide an opportunity to discuss the employees’ further career development perspectives. Some 36,112 Development Dialogues were held and documented in 2017. A total of 34% of employees participated in Development Dialogues. Vacancies throughout the Bayer Group, from nonmanagerial right up to management level, are advertised via a globally accessible platform. International assignments are also an important element in employee development. Around 940 employees around the world participated in international assignments in 2017.

We promote a diverse employee structure, through which we gain a better understanding of changing markets and consumer groups, get access to a broader pool of talented people and benefit from enhanced innovative and creative abilities.

That is why mutual understanding and a gender and cultural balance are important success factors at Bayer. Overall, the Group employs people from around 150 different nations. Around 21% of our senior managers come from outside Western Europe, the United States and Canada. We aim to increase this to 25% by 2020 in accordance with our Group target. At our significant locations of operation we hired 330 employees for senior management in 2017, 70% of whom are employed in their country of origin. The Group Leadership Circle currently comprises 29 nationalities, with around 66% of its members coming from the country in which they are employed.

Bayer for many years has endeavored to achieve a better gender balance in management. By the end of 2017, Bayer had raised the proportion of women at senior management level to more than 32% (2016: 31%). In line with our Group target, we aim to raise this to 35% by 2020. Information on diversity in our Board of Management and our Supervisory Board can be found in our Corporate Governance Report.

Work-Life Balance

We offer our employees flexible working hours and support in child care and caring for close relatives. In many countries our commitment in this area goes beyond the statutory requirements.

In 2017, the Bayer Group had some 9,100 part-time employees, primarily in Europe. This figure represents 9% of the total number of employees.

Bayer enables both men and women to take parental leave. Since national parental leave regulations vary widely from country to country, we only compile data for our significant locations of operation. 1,639 women and 950 men at these locations took parental leave in 2017. By the end of the year, 1,977 employees on parental leave had returned to work.

Creating Attractive Working Conditions

Our compensation system combines a basic salary reflecting performance and responsibility with elements based on the company’s success, plus extensive additional benefits. Adjustments based on continuous benchmarking make our compensation internationally competitive. This includes, among other things, the uniform evaluation of all managerial positions throughout the Group.

We attach great importance to equal pay for men and women, providing fair compensation and informing our employees transparently about the overall structure of their compensation. Bayer voluntarily pays employees on both permanent and temporary employment contracts in excess of the statutory minimum wage in many of the countries in which we operate.

Alongside attractive compensation for their work, Bayer contributes to the financial security of its present and former employees after their retirement. Personnel expenses in 2017 included pension expenses of €933 million. Payments of €1,051 million were made in 2017 to current retirees. The value of total pension obligations at the end of 2017 was €24,492 million.

Respecting Employee and Human Rights

As a socially responsible company, Bayer has long been committed to upholding and supporting human rights at various levels. The Bayer Human Rights Position is rooted in a binding Group-wide directive. We respect the United Nations’ Declaration of Human Rights and are a founding member of the UN Global Compact. Our mission, life values and Corporate Compliance Policy commit all employees around the world to fair and lawful conduct toward staff, colleagues, business partners and customers.

Employee Feedback

We believe regular feedback is necessary for the continuous development of our employees and our organization and that it helps us adapt to changing requirements. Alongside our performance management system, we use 360° feedback. This insight from colleagues and business associates is designed to foster the performance and leadership behavior of our employees and support their professional development.

Our most important feedback tool at the corporate level is our Group-wide employee survey. Every two years, this gives us competent feedback from our employees on our strategy, culture and working conditions. Since the last survey in 2014, we have launched a variety of initiatives and improvements worldwide to overcome the shortcomings identified in specific areas. The next employee survey is scheduled for spring 2016.

Bayer Senior Experts Network – The Knowledge Retention Initiative

The Bayer Senior Experts Network is designed to utilize the knowledge and potential of retirees by employing them as consultants on important projects. Retirement is the start of a new phase in an employee’s life. It also involves changes for Bayer when the experience of long-serving employees, their expertise and broad general overview is suddenly no longer available to the company. This loss of knowledge will even increase in the future by demographic change. To counteract this problem, Bayer launched the Bayer Senior Experts Network (BaySEN) initiative at the end of 2010.

Careers at Bayer

Bayer employees: passion to innovate, power to change

We are looking for committed employees who can work responsibly and independently. Our web site “Bayer Global Career Portal” can help you select the most suitable options for a career at Bayer. Or why not surf through our Job Search?