E.ON will identify and respond to current and upcoming demographic challenges by implementing a demographics and workforce planning initiative. On the one hand, we have to respond to the general aging of our employees. On the other hand, since E.ON is constantly growing and since resource bottlenecks are looming due to decreasing birth rates, we need employees who are able to fill new positions. In view of our current and expected future situation regarding demographic risks, we want to define key job groups at E.ON by organizing a demographics expert colloquium. Subsequently, we intend to develop a strategic workforce planning tool that will help us identify our workforce shortages.

 

By the end of next year, we will have set up a Group-wide demographics risk management and strategic workforce planning system that will support us, for instance, in estimating the skill mix and headcount needed for specific business lines. This will enable us to recognize specific risks early on, to develop concrete and adequate measures to control those risks and, most importantly, to match our workforce supply with E.ON’s corporate growth strategy.