Responsibility for employees and society
Size of organization
Highest share of employees: EMEA and production
The majority of employees were employed in the Europe, Middle East, and Africa (EMEA) region, which accounts for over 80 % of the total workforce. Of these, most work at sites in Germany, where there are 3,674 employees. The countries with the largest number of employees after Germany are China (1,012), Slovenia (754), Croatia (749), and Turkey (731).
The majority of employees work in production, with an average of 6,093 (71.1 %) in 2022. During this period, 1,165 employees were employed in sales worldwide (13.6 %) and 823 (9.6 %) in administration. In addition, 488 (5.7 %) people took care of research and development.
Employees by business group
Employees by region
(of which Germany)
APAC (Asia Pacific)
Americas (North & South America)
More information about employees
Number of fixed-term employment contracts per business group. For 2021, this key figure was only reported for the German sites due to the data available. For 2022, the values shown apply to all business groups. Due to the data available, the number of full-time and part-time employees by gender is shown exclusively for Germany. As of December 31, 2022, 89.1 % of the employees of the BLANC & FISCHER Family Holding business groups were in permanent employment. 16.6 % of the employees at the German sites of the business groups worked part-time, 75 % of whom were women.
People from 59 countries
The employees of the BLANC & FISCHER Family Holding business groups work at 55 sites in 23 countries. In total, they come from 59 nations—from Afghanistan to Vietnam. The BLANC & FISCHER Family Holding and its business groups see this diversity as an opportunity: employees with different backgrounds, cultures, and experience bring with them different skills and talents, which positively impact innovative and creative solutions in the organization.
Diversity structure: Nationalities
Training and continuing education hours
Targeted professional and personal further training
Constant learning and the ongoing development of skills contribute to the competitiveness and future viability of the business group.
Overall, 3,674 employees took part in training and continuing education measures at the German sites of the BLANC & FISCHER Family Holding business groups for on average 15 hours—one hour more than in 2021. This means a total of 56,387 hours—12,564 more than in the previous year.
Bundled training activities
The companies of the BLANC & FISCHER Family Holding offer young people varied opportunities to start their professional lives. A total of 17 apprenticeships and 10 study programs are available at the German sites. The BLANC & FISCHER Training Academy bundles training activities at the Oberderdingen site. In 2022, 40 trainees started their apprenticeships with the company. These included eleven students from the Baden-Württemberg Cooperative State University (DHBW) Karlsruhe and, for the first time, one student in the field of electrical and environmental technology from DHBW Mannheim and one student in the field of business information systems combined with vocational education as an IT specialist at Karlsruhe University of Applied Sciences.
The average apprenticeship rate at the German sites of the BLANC & FISCHER Family Holding business groups was 4.44 % in 2022, which is below the previous year (5.10 %).
Employee skills improvement programs
Further development of the learning culture
Leadership journey starts
Wide range of existing programs
- Individual and standardized learning programs as well as training courses for professional, methodical, and personal development
- Group and one-on-one language courses
- Management development/ leadership
- Individual coaching
- Digital coaching (pilot phase in Germany)
Nine skills form the common foundation of targeted, strategic staff development in the BLANC & FISCHER Family Holding business groups worldwide. It is the foundation for many staff development programs and tools, such as the personnel development interview (PDI) or the guidelines for standardized job interviews.
Worldwide, NEW:IN:LEAD supports future and new managers as they grow into their new roles. If desired, new managers have the option of participating in our standardized leadership development program (LDP).
Percentage of employees with performance appraisal
Since 2020, the globally applicable “Corporate Guideline MPS (Management Performance System)” has regulated the performance-related remuneration of managers at levels one to three in the BLANC & FISCHER Family Holding business groups. In the first and second executive levels, remuneration based on performance aspects is mandatory, and in the third, only an option.
In 2022, 12.14 % of employees of the BLANC & FISCHER Family Holding business groups received a performance appraisal. Due to the collective bargaining agreement, each employee at the German sites will have a performance appraisal interview. For this reason, a value of 100 % is assumed for the German companies as a whole. For the sites outside Germany, the number of MPS agreements carried out is put in relation to the eligible managers and amounts to 11.51 %.
Percentage of employees with performance appraisal
Promoting the health of employees
At all German sites of the BLANC & FISCHER Family Holding business groups, employees can make use of free, anonymous counseling on all topics related to satisfaction, well-being, and mental health in the workplace. A trained psychologist is available for individual consultations.
There is also a family service, which can be reached free of charge around the clock, seven days a week, for life coaching. Support is also provided for predominantly private mental strain, stress, and acute crises in partnerships and the family, but also for financial difficulties, dependency and addiction, and violence, as well as legal advice on selected topics.
Childcare is provided at the German sites in cooperation with local daycare centers. During the summer holidays, employees at the Oberderdingen site will also benefit from an exciting 14-day children’s holiday program for all children aged between 6 and 12.
Employees at the German sites can attend seminars on stress management, ergonomics, addiction prevention and nutrition, among other things. There are also other fitness and relaxation programs, such as
autogenic training, progressive muscle relaxation, spinal exercise, or yoga. Workshops on relaxation techniques are on the agenda at ETA d.o.o. Cerkno, Slovenia. E.G.O. North America, Inc., Newnan, USA reimburses the costs if employees take part in a 12-week weight-loss program.
Additional health insurance with supplementary health benefits for employees and family members is available at the E.G.O. Italia Srl, Camerano site in Italy. Collective health insurance funds also offer more favorable conditions and tax relief for E.G.O. . Appliance Controls, S.L.U., LLica de Vall, Spain, and ETA d.o.o. Cerkno, Slovenia.
Various sports activities are supported financially by the companies. For example, there are 13 different sports groups at the Oberderdingen site: running, archery, table tennis, darts, minigolf, cycling, motorcycling, skiing, tennis, shooting, walking, hiking, and soccer. Runs, cycling races, or tournaments in basketball, table tennis, or badminton are also organized or supported at other sites. E.G.O. Polska sp. z o.o., Lodz, Poland and E.G.O. Elektro-komponente d.o.o., Zagreb, Croatia subsidize a multi-sports card that contains various sports and wellness options.
To help employees get enough exercise, there are organized walks during the lunch break at the German site in Oberderdingen. There is also the option of taking active breaks with ergonomic exercises at the workplace. Individual consulting and exercise opportunities for divisions or individual employees are provided by an internal partner. On “Safety Day”, which is held in Germany in cooperation with the various sites and the Occupational Safety department, information is provided about health and safety-related issues.
Diversity in regulatory bodies and among employees
Proportion of female managers
The leadership journey in particular shows that we are serious about the further development of our culture.
CFO of the BLANC & FISCHER Family Holding and, among other things, responsible for the HR division