Diversity management and inclusion: DaimlerChrysler aims to be one of the most highly respected automakers in these fields by 2010.

Increasing the proportion of women employees, especially at the management level and in Germany as a whole. The target corridors were achieved in 2005, and new ones were defined for 2006. The figures for 2006 let us expect that the new target corridors can be achieved by 2010. p.49 f.

 

Increasing the proportion of women in management positions. The share of women at Level 4 was increased from 9.6 percent in 2005 to 9.9 percent in 2006. The target corridor for 2010 is 10-14 percent.

Goal attained/
goal still applies

 

 

 

 

 

 

 

 

 

 

Goal attained/
goal still applies

Occupational health and safety.

Worldwide standardization of health and safety management. The activities have been consolidated in the department of the same name. Introduction of a Group-wide accident reporting system based on uniform definitions.

 

Smoke-free workplace guarantee: Implementation of a general smoking ban in all buildings at DaimlerChrysler AG, effective July 1, 2007 (Board of Management resolution).

 

To help prevent particularly frequent types of accidents, the program “Changes in attitudes and behavior for ensuring work safety” (EVA) will be implemented at all production locations in Germany by 2008/2009. p.48

Goal still applies

 

 

 

 

 

 

 

 

New goal

 

 

 

 

 

 

 

New goal

Long-term safeguarding of DaimlerChrysler’s competitiveness within the context of extensive demographic change.

As part of the Aging Workforce project, DaimlerChrysler developed a comprehensive catalogue of activities in 2006, part of which has already been implemented. p.46

 

Piloting the profile adjustment process for the optimization of staff assignments.

 

Analysis and assessment of employment opportunities that take aging aspects into account.

 

Focusing various aspects of the Aging Workforce program and firmly anchoring them in management meetings for specific age groups.

Goal attained/
goal still applies

 

 

 

 

New goal

 

 

 

 

New goal

 

 

 

 

 

New goal

Customer Satisfaction Index: CSI No.1 (premium segment)

In many markets, customer satisfaction values (e.g. sales: 17th place in Germany, 28th place in Italy; after-sales: 21st place in the U.S., 15th place in Germany) are not where they should be for the Mercedes-Benz brand, even though improvements have been achieved in recent months (e.g. JD Power No.1 in Japan; improvement by 15 notches to sixth place in the New Car Buyers Survey (NCBS) in the area of sales in the UK, and by five notches to ninth place in France). The “CSI No.1” program was launched to substantially improve customer satisfaction. The goal is to become No.1 in the premium segment by the end of the decade. p.58

 

Redefinition of customer contact processes in the areas of sales and after-sales (e.g. after-sales care, service reception and service follow-up). Key indicators have been defined as target values for the European markets and are being pursued.

 

Shortening of lead times (customer waiting times): Results in 2006 were far better than the target values.

 

Qualification and certification of after-sales personnel worldwide on the basis of clearly defined qualification profiles at Mercedes-Benz and smart by 2008.

 

Enhancement and standardization of workshop processes for the improvement of service and customer care quality at Mercedes-Benz and smart by 2008.

New goal

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

New goal

 

 

 

 

 

 

 

 

 

 

Goal still applies

 

 

 

Goal still applies

 

 

 

 

 

 

Goal still applies

Introduction of an internal process for the coordination of all policy-related contacts with governments and public authorities.

Board of Management resolution: Lobbying activities on behalf of DaimlerChrysler shall only be conducted in cooperation with the External Affairs and Public Policy department.

The associated processes will be incorporated into DaimlerChrysler’s standards of professional behavior. p.52

Goal achieved

Introduction of a corporate guideline for responsible lobbying.

Development of the guideline has begun and is being discussed internally. This process is to be completed in 2007.

Goal still applies

Corporate giving: Step-by-step registration of all financial expenditures in this area worldwide to supplement the existing data on the NAFTA region.

The BoM Donation and Sponsoring Committee was constituted in September 2006. A corporate giving database is currently being set up. Collection of the relevant data has commenced worldwide.

 

The associated processes will be incorporated into DaimlerChrysler’s standards of professional behavior.

Goal attained/ goal still applies

Expansion of the DaimlerChrysler training network into the emerging markets.

Creation of new facilities and enhancement of recently established facilities (as announced in 2006) in regions where a contribution to social and political stability is needed (Palestine, South Africa).

 

Creation of sustained business processes so that the training facilities can exist on their own (e.g. by gaining additional customers).

Goal still applies

Involvement of additional national subsidiaries in the struggle against HIV/AIDS.

The rollout of the guideline for combating HIV/AIDS in the workplace was continued in 2006. The Group has also begun to systematically develop customized workplace programs at subsidiaries in other countries, such as the Russian Federation and China.

Goal still applies