A responsible employer
An airport that makes an impact across the region
With its 8,693 employees1), the Munich Airport Group is the second biggest employer at the site, after Deutsche Lufthansa AG. The neighboring Freising employment agency district, which also includes the districts of Dachau, Ebersberg, and Erding, continues to have one of the lowest unemployment rates in Germany, averaging 2.5 percent. Nationwide, the unemployment rate fell slightly by 0.2 percent to 5.7 percent. In the last employment survey in 2018, one in four jobs subject to social insurance contributions in the districts of Freising and Erding was at the airport. New data for 2021 is expected in mid-2022. Wage levels at Munich Airport are above the average values in related sectors in the transport or services industry.
End of 2025: Strengthening of the employer image in the region and nationwide
FACTS AND FIGURES
For diversity in the working world
Munich Airport benefits from the diversity of its workforce. The company respects all of its employees, regardless of age, sex or gender, nationality, cultural background, sexual orientation, and worldview, and takes their diverse interests and needs into account. As a signatory to the German Charta der Vielfalt, Munich Airport is committed to a prejudice-free working environment. The «MStars» women’s network, which supports ongoing dialog among successful career women within and outside the company, and the «Queerport» LGBTQ+ initiative are examples of equal opportunities in action at the airport.
End of 2022: Development of measures similar to the various aspects of diversity set out in the Diversity Charter
Housing for employees
As a responsible employer, FMG provides housing for employees. There are furnished apartments (also for temporary use), residential houses in various configurations and price categories in Munich and the region, as well as 132 «serviced apartments» in the neighboring community of Hallbergmoos. Despite the drop in employee demand during the pandemic situation, the airport is maintaining this offering and adjusting its housing portfolio to meet the anticipated demand.
Collective pay scale: Using judgment to emerge from the Corona crisis
Flughafen München GmbH is a member of the regional public employers’ association and, as such, is bound by the TVöD collective pay scale agreement for public sector employees. FMG employees receive a company retirement provision, which is governed by the pay scale agreement and covered by the Bavarian supplementary pension fund for public sector employers. In view of the Corona crisis, the collective bargaining partners have negotiated a nationwide emergency collective agreement for airports, retroactive to September 1st, 2020. It includes, among other things, a reduction in working hours and remuneration by a maximum of six percent – depending on traffic trends and the company’s economic situation. Under the agreement, no compulsory redundancies will be made until the end of the term of the agreement, up to a maximum of December 31st, 2023.
The company’s arrangements to reduce working hours and remuneration at FMG by 2.56 percent and at AeroGround by 1.33 percent have been suspended for the short term until at least the end of October 2022. From June 2022, the 1.4 percent pay increase will take effect, with a minimum of 50 euros. The second increase is scheduled to take effect in April 2023. For the companies covered by the emergency collective agreement, a «Collective Agreement on Corona Special Payment at Airports 2020» was concluded, under which aid to mitigate the effects of the Corona pandemic was paid out in 2021. This aid was scaled according to pay group and amounted to up to €800.
FACTS AND FIGURES
Focusing on family and health
Management believes that a family-friendly work environment promotes good performance. Many initiatives are also aimed at maintaining or improving the employability of employees. Additional employer benefits aimed at fostering healthy work-life balance supplement the options offered. The Corporate Health and Social Management division offers a wide array of services, ranging from occupational medicine and employee catering to advice for people living in difficult circumstances.
Prevention as an important building block for healthy employees
In occupational health and social management, prevention takes precedence over rehabilitation in order to prevent work-related chronic illnesses. Since the introduction of the BETSI program (Participation-Oriented Employability Assurance) in 2014, 194 employees have taken advantage of this offer. The focus is on preliminary health, physical impairments, and risks that could lead to more serious illness. 2021 also saw the launch of the new Energie Vital prevention program with eight participants to strengthen the psychological immune system with important content such as strengthening resilience, managing stress, practicing relaxation techniques, and regular exercise. Both programs are included in the German pension insurance portfolio, and Munich Airport sponsors participation for its employees.
Back to work step-by-step
Munich Airport supports all employees after longer periods of incapacity to work as part of its company integration management program. This is a voluntary and confidential support process at the personal, health, and vocational levels to restore, promote, or maintain work and employability. To this end, all FMG and AeroGround colleagues eligible for BEM were contacted in April 2021. By the end of the year, more than 200 colleagues had taken advantage of support via BEM.
Training and continuing education to safeguard the future
Commitment to the next generation
Munich Airport is sticking to its training program despite the significant impact of the global Corona pandemic on air traffic. In difficult times, it thus assumes social responsibility not only for its employees, but also for young people who want to enter the workforce. With twenty different apprenticeship programs and dual degree programmes, the Group is one of the largest training companies in the region. FMG received 1,046 applications for the start of training in 2021. On September 1st, 2021, 20 apprentices began their careers at Flughafen München GmbH as skilled workers for security and safety, mechatronics engineers, plant firefighters, real estate specialists, and office management assistants. 13 young professionals opted for a dual bachelor’s degree program in electrical engineering and information technology, real estate management, information technology, air traffic management, or business information systems. That meant the Group had 247 young people enrolled in some form of formal training program as of December 31, 2021. At the same time, 48 young people completed their apprenticeships at FMG in the year under review. All trainees were offered a job.
Munich Airport was once again voted the industry winner among German airports as one of the country’s best training companies.
Virtual contact with sister airports
International exchange programs serve the personal, professional, linguistic, and cultural development of specialists and managers as well as Munich Airport’s own corporate advancement. No reciprocal visits could take place in 2021 due to the pandemic. However, intensive contact was maintained with the seven sister airports and the European partner airports via virtual conferences and meetings. In so-called «CEO Talks» the CEOs exchanged ideas and experts worked on specific topics and projects. The aim was to discuss current challenges. In 2022, face-to-face meetings are to be held again – taking into account infection and travel regulations.
Stories about partner airports on Instagram:
@munich_airport > Highlights > Sister Airports
Airport Academy: Expertise in education and training
Munich Airport operates an in-house training center with just under 50 employees. The Airport Academy is a «certified training provider» according to DIN ISO 9001:2015 and AZAV as well as an accredited training institute of the Airports Council International (ACI). As a result of the coronavirus pandemic, training measures were scaled back to the activities required by law and critical to operations. This led to a decline in the number of days spent at in-person events by internal and external customers to 9,670 (2020: 14,660). The Airport Academy’s focus on digital teaching and learning increased the number of participants to 27,400 (2020: 10,540). In particular, topics from the areas of aviation and security were in demand. In addition to the implementation of remote solutions with web-based training, webinars, and virtual reality formats in the area of aircraft handling, a so-called Learning Management Solution with new functionalities was implemented. In the first quarter of 2023, the Airport Academy will move to a new building on the LabCampus site.
End of 2023: Development of a new qualification program for managers
Occupational health and safety: firmly embedded in corporate culture
Health and safety first
Munich Airport actively works to counter health and workplace risks. There are defined indicators for systematically monitoring occupational health and safety, which are analyzed on an ongoing basis. Since 2021, the key figure LTIF (Lost Time Incident Frequency) has been calculated to show the frequency of accidents at FMG and AeroGround. The intention behind this is to reduce occupational accidents and raise awareness of the issues of accident prevention and accident-related downtime.
Facts and Figures
With ergonomics to robot-based baggage unloading
Together with Siemens, FMG, AeroGround, and the Terminal 2 company have launched a pilot project for automated baggage unloading in 2021.
Fighting the virus together
The crisis management, occupational safety, occupational medicine, and occupational health management teams, the works council, and the infectious disease task force of the Bavarian State Office of Health and Food Safety worked very closely together during the coronavirus crisis, coordinating the SARS-CoV-2 occupational health and safety standards in dialog with all parties. Overall, protecting employees remained a high priority in the second year of the crisis: For example, FMG and AeroGround enabled their employees to work up to one hundred percent from home and in an extended flexitime framework, as well as to undergo on-site testing free of charge. A vaccination campaign by the company medical service ran from the beginning of March to mid-August 2021. Almost 2,100 employees at the airport took advantage of this offering. In the fall, eligible employees received the option to receive a third dose of the vaccination.
Reducing mental stress
Since July 2019, FMG and AeroGround have had a works agreement on the identification and assessment of mental stress in the workplace as part of the risk assessment process. A scientifically validated, multi-stage screening process is now to provide information about the situation in the company. In cooperation with AOK Bayern, FMG and AeroGround will first survey their employees. Due to the Corona pandemic, this first step has been postponed until mid-2022. The aim is to use the results of the survey to derive measures to reduce the psychological stresses employees experience in the workplace.
End of 2022: Determination of mental stress and definition of suitable measures to reduce it
End of 2024: Implementation of a project to raise awareness of behavioral occupational safety
Occupational health and safety annual report
1) Excluding apprentices, workers in minor employment, temporary workers, and interns.