More information on the extent of our key figures can be found in our GRI Content Index.

We currently employ around 88,000 people from more than 75 nations in around 30 countries worldwide.

The slight increase in employee numbers in Central Europe since the end of 2006 can be primarily attributed to taking on apprentices after completion of their apprenticeships. The decrease in employee numbers at Pan-European Gas was mainly due to efficiency-enhancement measures at E.ON Gaz Romania. The increase in employee numbers at E.ON UK is mainly attributable to appointments in sales and services. Aside from the acquisition of a service company, the slight personnel adjustment at Nordic is due to more work, which was previously outsourced, being dealt with internally. At U.S. Midwest, the number of employees has grown by around three percent since the end of 2006, mainly thanks to the construction of the Trimble County 2 Power Plant and recapitalization measures. At the end of the year, we employed a total of 5,983 people in the Corporate Center/New Markets segment. This rise was mainly due to the Q4 acquisitions of the Russian electricity supplier OGK-4, with its 5,300 employees, and the renewables companies E-2I and Airtricity.

The majority of our employees have contracts based on wage agreements with trade unions.

On average, our employees have been with the company for 14 years. In 2007, employee turnover resulting from voluntary terminations amounted to approximately 4 percent in the group as a whole.

Compared to the last full employee survey in 2005, employee identification rose slightly to 85 percent, while employees also showed that they are proud to work for E.ON – 81 percent in total, compared to 75 in 2005. Seventy-six percent share the company’s values and behaviors.

In the last year, E.ON was able to reduce the number of accidents compared to 2006 by 25 percent. The LTIF indicates the frequency of work-related accidents per million working hours. In 2007, our average LTIF was 3.0. In other words, throughout the entire E.ON Group there was an average of 3 accidents per million working hours. This means we have reached our goal for 2007 (LTIF 3.3) and have reduced work-related accidents by more than half since 2004.

Health and safety performance data of subcontractors working for E.ON was collected for the first time in 2006. Now we have the first opportunity to compare and, at a glance, the situation appears to have got worse in 2007. E.ON U.S. and Pan-European Gas achieved much better results, as did Central Europe, but at E.ON Nordic better accident reporting has resulted in a figure which rose sharply compared to the previous year. This increase has significantly impacted the groupwide LTIF for contractors.

Today, E.ON’s age structure is relatively well balanced: in 2007, around 17 percent of our employees were aged between 21 and 30, around 25 percent between 31 and 40, and around 32 percent between 41 and 50.

E.ON employs people from 75 nations in around 30 countries around the globe.

At the end of 2006, around 27 percent of our employees were female and 73 percent male.

In 2007, German group companies employed over 1,700 severely disabled people or people with a similar impairment. This represents around five percent of the total workforce, a 0.3 percent rise compared to 2006.

In 2007, the number of apprentices with a disability at E.ON grew once again – by 27 percent compared to 2006.

The majority of our employees have contracts based on wage agreements with trade unions.

We have been expanding our number of apprentices above the required level for years. At the end of 2007, we employed 2,656 apprentices. This means that our apprenticeship quota is above seven percent and improved compared to the previous year.