Beter Bed Holding

CSR report 2015

Employees

Honest and accurate advice from our employees to customers is key to customer satisfaction and the success of the business. Keeping the right employees at the company in the long term calls for a sound employment conditions policy.

Proud of our staff

The employees are the calling card of the company. They ensure not only honest services but also a pleasant shopping environment. Partly for that reason, the formula Matratzen Concord has decided to invite its employees to figure in its marketing campaigns.

Beter Bed has an outstanding relationship with its employees, not least demonstrated by its active Works Council.

Because local people are best placed to serve the local market, the company strives to fill management positions with local staff in every country. All management positions are occupied by local people in the year under review, as well as in 2013 and 2014.

Quality of our staff

The involvement and quality of employees largely determines the success of the company; high-level personal advice has a direct effect on the level of revenue. To safeguard staff quality, evaluation and performance interviews take place every year. Every employee receives an annual evaluation so as to ascertain whether the working conditions are favourable, the employee is satisfied and what opportunities for development may exist.

Training and education are provided on a systematic basis. The Beter Bed Academy was founded for this purpose in partnership with NCOI and the NCvB (National Consortium for Business Groups) in 2010. In 2014, ‘on the job’ training with electronic support (e-learning and e-training) was introduced in the Netherlands for staff in the stores and in logistics.

Effectory surveyed employee satisfaction at Beter Bed Nederland in 2014. With a score of 7.4, Beter Bed was ranked third in the retail sector and could therefore call itself ‘Best Employer’ in 2015. Beter Bed Holding intends to have this survey carried out biennially.

Health and safety of employees

The company sets great store by the safety and health of all employees. The policy is aimed to (further) reduce work-related absenteeism by ensuring a safe and healthy working environment and intensive supervision of employees.

In view of the nature of the occupational risks, there is a special focus on the staff behind our logistic processes. This is why in 2015 we conducted another random survey of the distribution centres and cargo bays of our delivery trucks in the Netherlands for hazardous substances. Beter Bed Holding is pleased to report again, in line with its expectations, that no hazardous substances were found. Certain logistical activities are physically demanding. As employer, Beter Bed Holding takes its responsibility towards the health of its logisitics employees by exerting to optimise the process and output of these employees. This means that workers in physically demanding logistics functions are accompanied timely to another function in- or outside of Beter Bed Holding, which requires less physical effort from the employee.

The absence rate increased in 2015. The rise in the number of absent days was primarily observed in Germany as a result of the widespread influenza virus. The proportion of long-term illness cases rose slightly. The policy is aimed at reducing work-related absences further by providing more intensive support of the employees involved.

Sickness-related absenteeism

2015

2014

2013

2012

Lost days

28,163

21,394

26,701

24,565

Sickness-related absenteeism

3.7%

3.5%

3.6%

3.7%

Coverage ratio1

98%

98%

97%

87%

  1. 1 The coverage ratio relates to the percentage of employees for whom sickness-related absenteeism is reported in this CSR report. In 2015 and 2014 no data on sickness-related absenteeism is Belgium was available. Also, in 2015 the sickness-related absenteeism of the acquired BettenMax is not taken into account.

There are no work-related fatalities and special occupational diseases to be reported.

Employment opportunities

Beter Bed Holding creates employment opportunities. Work is not merely a source of income, but a way for people to develop and contribute to society.

The group had 2,513 employees (FTEs) as of 31 December 2015, compared to 2,369 employees at year-end 2014. The increase was attributable to the acquisition of BettenMax and organic growth especially at Matratzen Concord in Germany and Beter Bed. On average Beter Bed Holding had 2.427 employees (FTE) during 2015 (2014: 2.388).

More information is provided in this CSR report on the number of employees in service on 31 December 2015, as well as the composition of the workforce on that date and staff turnover throughout the calendar year. The employees in France are not included in these key figures..

Inflow and outflow

Staff turnover in 2015 was as follows:

Employee turnover1

In

Out

Employee turnover by gender

Men

158

20%

147

18%

Women

399

18%

355

16%

Employee turnover by age

Younger than 30

123

52%

89

38%

From 30 to 50

305

20%

240

16%

Older than 50

129

10%

173

14%

Employee turnover by origin

Local

510

18%

448

16%

Foreign

47

31%

54

35%

Total

557

19%

502

17%

  1. 1 Inflow and outflow refers to actual cases where an employee has joined or left the company. These are expressed as a percentage of the number of employees at the start of the year. The increase of the number of employees as a result of the acquisition of BettenMax is not considered an inflow. Moves between categories within a specification, for example due to ageing or contract amendments, are also not included. As a result and due to changes to the coverage and definitions, there is no conclusive turnover per category and therefore no final total is given. Staff on-call (in the Netherlands) are not included in the number of employees.

The Beter Bed Holding annual report includes notes on the average number of FTE over the year under review and the number of FTE by the end of that year under review. In this CSR report, additional information is mainly provided on the number of employees.

In the year under review, 19% of staff were new employees and 17% of the workforce left the company. The notice period for employment contracts varies from country to country (in accordance with local legislation) and sometimes also depends on the employee's function.

Below are some cross-sections of the workforce at the end of the year under review.

Employees by type of contract

Contract type

2015

2014

Men

Women

Total

Men

Women

Total

Fulltime

480

291

771

469

270

739

Parttime

352

1,985

2,337

327

1,907

2,234

Employees - permanent contracts

619

1,828

2,447

624

1,742

2,366

Employees - temporary contracts

213

448

661

172

435

607

Temporary workers

not reported

not reported

Total

832

2,276

3,108

796

2,177

2,973


Employees by country

Country

2015

2014

Men

Women

Total

Men

Women

Total

Germany

357

1,665

2,022

346

1,642

1,988

The Netherlands

404

310

714

384

295

679

Austria

14

173

187

14

128

142

Switzerland

29

84

113

29

75

104

Spain

25

35

60

20

31

51

Belgium

3

9

12

3

6

9

Total

832

2,276

3,108

796

2,177

2,973

Diversity

Diversity in the composition of management and other teams is a major ambition pursued by Beter Bed Holding. The company believes that an equal balance on management and other teams makes a positive contribution to the organisation's functioning. In Beter Bed Holding’s view, women tend to have the final say in decisions on purchases. The company signed the Charter Talent to the Top in 2014. This initiative is a code with clear agreements and a public commitment for achieving diversity at the top of the company.

Diversity based on gender

In the previous annual report, the organisation stated that it would undertake additional efforts to increase the number of women in managerial positions. This resulted in a rise in the number of female managers from 27 to 32 (+19%) in 2015. In Germany, a female marketing manager joined the management team. Additionally, three women were added to sales management in Germany.

Diversity

2015

2014

Men

Women

Men

Women

Supervisory Board

3

1

25%

3

1

25%

Management

97

32

25%

98

27

22%

Employees

832

2,276

73%

796

2,177

73%


Diversity based on age

Where possible, the company makes no distinction on the basis of age, which means that every employee given the same capabilities may enjoy the same opportunities regardless of age. The health and safety of employees comes first: certain logistics work is more physically-demanding and as a result the company does take age into account for these tasks. Employees in these logistics roles are guided in a timely manner towards another position within or outside of Beter Bed Holding, which is less physically-demanding on the employee.

Employees in agegroups

2015

2014

Younger than 30

288

237

From 30 to 50

1,479

1,500

Older than 50

1,341

1,236

Total

3,108

2,973


Diversity based on origin

Beter Bed Holding does not discriminate on the basis of origin or ethnicity. As origin, religion and other such factors are not considered during recruitment, they are not recorded and are therefore not reported.