Key Performance Indicators to criteria 14 to 16

Key Performance Indicator GRI SRS-403-9: Work-related injuries
The reporting organization shall report the following information:

a. For all employees:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

You will find the remaining numbers c-g of the indicator SRS 403-9 in the GRI standard and may additionally report them here.


Key Performance Indicator GRI SRS-403-10: Work-related ill health
The reporting organization shall report the following information:

a. For all employees:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.
b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.

You will find the remaining numbers c-e of the indicator SRS 403-10 in the GRI standard and may additionally report them here.

Work-Related Injuries Work-related invalidities:

Key Performance Indicator GRI SRS-403-4: Worker participation on occupational health and safety
The reporting organization shall report the following information for employees and for workers who are not employees but whose work and/or workplace is controlled by the organization:

a. A description of the processes for worker participation and consultation in the development, implementation, and evaluation of the occupational health and safety management system, and for providing access to and communicating relevant information on occupational health and safety to workers.

b. Where formal joint management–worker health and safety committees exist, a description of their responsibilities, meeting frequency, decision-making authority, and whether and, if so, why any workers are not represented by these committees.

Both internal and external employees were consulted for the hazard assessment of technical equipment. For the years 2019/2020, this includes: In addition, general information on occupational safety (mainly in connection with the coronavirus pandemic) was distributed to all employees. General information is also posted on-site in buildings. Each individual employee was trained using the e-learning tool sam®. Of two planned classroom training courses on operating working platforms, only one could be carried out due to the pandemic. Every year, all external service partners receive an advisory notice instructing them to comply with general requirements and regulations. They are required to return to HMC a written statement confirming the receipt of the notice, and related instruction of their staff.  

Occupational health and safety meetings take place at quarterly intervals. They are attended by the members of the executive board, safety managers, safety officers, Human Resources, the works council as well as various facility and group managers from the technical departments at the Exhibition and CCH divisions.

Key Performance Indicator GRI SRS-404-1: Average hours of training
The reporting organization shall report the following information:

a. Average hours of training that the organization’s employees have undertaken during the reporting period, by:
i. gender;
ii. employee category.

In 2020, the average hours of training and further education per employee is 4.9 hours. The reason for this is the coronavirus pandemic and the resulting education funding cuts. All employees participated in internal or external education and training courses. (Please note: Following a transition to digital formats, employees were able to participate in several training courses.)  

Key Performance Indicator GRI SRS-405-1: Diversity
The reporting organization shall report the following information:

a. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

b. Percentage of employees per employee category in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

HMC has 332 employees (including employees on parental leave and long-term invalids). These include two corporate executives (both male), 34 managers, and 22 trainees.    

Gender ratio (according to full-time equivilents):
209 female (63%)
123 male (37%)                                                           

As per 31 December 2020, HMC employs 124 full-time equivalents among women, and 110 full-time equivalents among men. Accordingly, the share of female full-time equivalents is 52.9 %.                                               
Age structure and distribution:                                  
Below 20: 1.8 %                                                       
20-29: 10.8 %                                                           
30-39: 24.1 %                                                        
40-49: 27.4 %                                                        
50-54: 16.6 %                                                         
55-59: 9.6 %                                                        
Above 60: 9.6 %                                                             

The HMC staff includes a total of 14 women in leadership roles, or 12.88 full-time equivalents. There are a total of 20 men in leadership positions, or 20 full-time equivalents. The share of female management-level employees is 39.18 % of the full-time equivalents. The Supervisory Board consists of five women and seven men in compliance with the Hamburg Act For The Equal Treatment Of Women And Men In Public Service (Hamburgisches Gesetz zur Gleichstellung von Frauen und Männern im öffentlichen Dienst, Gleichstellungsgesetz-HmbGleiG).  

In 2020 the ratio of severely disabled employees was 4.45 %. This is equivalent to an average 14.8 employees with a disability. Whenever required, the statutory equalisation fees in accordance with the German Severely Handicapped Act are paid.

Key Performance Indicator GRI SRS-406-1: Incidents of discrimination
The reporting organization shall report the following information:

a. Total number of incidents of discrimination during the reporting period.

b. Status of the incidents and actions taken with reference to the following:
i. Incident reviewed by the organization;
ii. Remediation plans being implemented;
iii. Remediation plans that have been implemented, with results reviewed through routine internal management review processes;
iv. Incident no longer subject to action.

There were no incidents of discrimination during the 2020 reporting period. Employees are free to contact the Equality Officer, Works Council or their superiors with any concerns.