CORPORATE SOCIAL RESPONSIBILITY at VOLKSWAGEN COMBINING VALUE with VALUES Content

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CORPORATE SOCIAL RESPONSIBILITY AT VOLKSWAGEN COMBINING VALUE WITH VALUES content

004 - 007 commitment Dr. Bernd Pischetsrieder discusses the building of trust understanding Corporate Social Responsibility – voluntarily seeking sustainable solutions cultivating management 008-011 A corporate constitution for VW: Volkswagen AG’s Group values and guidelines shaping labour: 012-021 A unique concept for promoting structure and business: A sustainable AutoVision Reviving “Made in Germany”: Creative strength for the future of industrial work Value creation through value appreciation: “Work2Work” for people with handicaps upvaluing work: 022-033 Minimum standards and equality: Declaration on social rights and labour relations Fitness programme for partners: “Improving health and safety at suppliers” with ILO and GTZ Learning today, teaching tomorrow: Auto 5000 GmbH qualification programme No young, no future: Audi’s initiative for more training A passion for learning: New training centre in Mladá Boleslav helping people: 034-037 Fighting the disease: Volkswagen’s PPP Aids Care projects in South Africa and Brazil promoting health: 038-041 Driven out of smokers’ paradise: SEAT’s no-smoking campaign coping with demographic change: 042-045 Life-long-learning, mixed-age teams: Demographic shaping of the world of work at Volkswagen family support: 046-051 Volkswagen and prams: Flexible part-time models for parents and single parent families Workshops for soft re-entry: Audi’s job and child programme exploiting diversity: 052-057 Sponsoring partner of Sommerlochfestival: Volkswagen Bank diversity management Open sesame for male bastions: Encouraging mentoring integrating europe: 058-063 Exporting know-how and corporate culture: Volkswagen Group’s expansion eastwards Metamorphosis of an assembly plant: “We are unfolding our wings” at Volkswagen Poznan 064-079 evolving globalisation: Homes, food, education: Street children project “An hour for the future” Enjoyment and aid: Fair coffee in works canteens The green contract: The sustainability project in the supplier chain Wolfsburgers help the world: Volkswagen’s environmental sponsors Surviving the drought: The people’s pump of Brazil First the soul, then the school: Terre des hommes flood relief project in India Ticket to job: Education and training institute in South Africa Checks and campaigns: Health test in Puebla preserving nature: 080-083 Living lawn mower: Auerochs in southeast Lower Saxony climate protection: 084-089 Looking after the environment and your money: “Drive and save” training sessions organised by Volkswagen and NABU Fuel from fields: The SunFuel strategy 090-095 securing mobility: Rail-based deliveries: Dresden’s Cargotram Intelligent traffic management: Telematic initiative in Lower Saxony 096-103 road safety: Research on tarmac: Volkswagen accident research Learning and fun: Children’s road park in Pamplona Advertising the seat belt: Volkswagen of America’s buckle up campaign 104-107 promoting culture: Getting the tour bus on the road: The Volkswagen Sound Foundation 108-113 strengthening research: A scholarship for young historians: The Ivan Hirst Foundation Advancement through cooperation: Audi’s research network in Ingolstadt and Neckarsulm 114-119 transfering knowledge: Overcoming deficits in education:The Volkswagen Community Trust in South Africa Education and sport: Audi and the Ayrton-Senna Foundation in Brazil 120-125 history remembered: The press works thunders above them: A memorial to forced labour at the Wolfsburg plant For a common European future: Auschwitz brings young people together 126-131 encouraging dialogues: Network for sustainability: Volkswagen is the pacemaker of econsense, the Forum for Sustainable Development of German Business. Argue with one another, act together: A partnership with Germany’s nature protectors, the Naturschutzbund Always on the look-out for win-win

Dr. Bernd Pischetsrieder discusses social responsibility as a benchmark of corporate trustworthinessese

he classic role of abusiness in a func- tioning society is to be successful in the economic sense: offering T customers products and services of good quality at lowest possible prices, providing people with jobs, paying taxes - raising society’s material wealth. This is the broad-brush outline of a company’s traditional value to, traditional role in, society: a role based on and oriented towards national and international legal frameworks while observing social rules. Against a background of progressive globalisation and a welfare state rewriting its guarantees, modern-day citizens now expect more: that companies should orientate their actions within a broader social context. Expectations now include e.g. supplementary contributions to the commonwealth as well as transparency with respect to social and ecological consequences of corporate activity. Only those companies which satisfy these additional demands can expect to gain the kind of societal trust which legitimises their actions – securing their “icence to operate” over the long-term Dr. Bernd Pischetsrieder Volkswagen has always interpreted Volkswagen AG CEO “sustainable business” as being competitive in business while assuring dialogue with society and the environment. It is surely in our own existential self-interest 05

to be recognised by society as an 04| entity generating value. Holding the reigns of business power is tantamount to bearing responsibility – and with responsibility comes opportunity. The greatest opportunity is when politics and society entrust a company with increasingly levels of responsibility, albeit tied to implicit demands because of the very opportunities created – opportunities dependent upon there being the freedom needed to act. Volkswagen takes the expectations stemming from a responsible business attitude very seriously. As part of the global economy and, concomitantly, a member of our global society, the Group can influence economic, ecological and social living conditions throughout the world – to an extent often larger than often politically perceived. The responsibility for ensuring that globalisation follows a sustainable track is immense and of itself necessitates new modes of behaviour and role redistribution. Commitment Those who peruse the many examples presented here of good practice will quickly realise that Volkswagen long ago adopted the role of a good corporate citizen. The same central question applies without exception to implementation: where are the win-win situations, the situations which allow both society and Volkswagen to profit in equal parts? As far as we are concerned, responsibility and profit are two sides of one and the same coin. A business case, not a social case

Corporate Social Responsibility – voluntarily seeking sustainableese solutions

orporate Social Responsibility – CSR: This understanding, i.e. that CSR also represents a Volkswagen’s take on CSR is the strategy for boosting competitiveness, forms a start- practical application of the con- ing point for sustainability-oriented management. C cept of sustainable development The content of CSR is a dynamic proc- by business organisations. Admittedly, not a new idea. ess, driven by both market forces and social stakeholder Businesses have always taken care of their natural and groups, in turn shaped and influenced by cultural tradi- social environments, to greater or lesser degrees. The tions and history as well as by the particularities of lo- new facet is to gather these activities together under cales distributed throughout the world. For example, in the conceptual umbrella of CSR. Brazil, Mexico and South Africa the fight against Aids, Volkswagen regards CSR as a business management philosophy and not as windowdress- ing for its main business; this turns CSR into a business CSR breathes the case rather than a social one. Defining CSR as a manage- spirit of free enterprise ment issue elevates that which companies previously developed individually on an ad hoc and usually back office help for street children and campaigns to combat illit- basis onto a strategic and, at the same time, political level. eracy are just as important for Volkswagen as is the Corporations now have an instru- provision of sufficient trainee places in Germany. ment with which to make their social “investments” The spectrum of challenges is broad, the number visible in order to stand out from the competition. It of routes to solutions equally so. Corporate Social creates the means of satisfying the need for communi- Responsibility, if it is to be worthy of its name, cations with stakeholders, while concurrently shifting must therefore live the spirit of free enterprise. their socially-based projects into the company’s core Its principal characteristics are flexibility and activities and issues; into value generating elements. a willingness to innovate. Only by taking this route can voluntary networks be repeatedly created, responsible and viable business operations. The po- bringing together similar as well as diverse initiatives. tential for future economic and social developments

A corset of equalising stand- derived from greater efficiency is not to be found in 07

ards, rules and regulations would be counter- the over regulated territories of Germany or Europe, 06| productive – such a straight jacket has the ef- which themselves are struggling against the enforce- fect of undermining business motivation and ment deficits of an excessive bureaucratic regime. stultifying the creative potential of voluntary actions. It would be beneficial for politics, Before any misunderstandings business and society if many paths towards shared goals, arise: compliance with the standards of the Interna- towards solutions, were recognised as being equally valid. tional Labour Organisation (ILO), the UN human rights Only then will Corporate Social Re- convention, the OECD guidelines for multinational sponsibility be able to evolve in the spirit of modern eco- corporations and similar codes of conduct are not the nomic and social policies with an entrepreneurial flavour. issue here. Volkswagen regards these standards as be- The social preconditions are: mutual accept- ing the necessary (but also sufficient) framework for ance, understanding, trust and transparency.

Understanding

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You can’t prescribe 08 values, you can only live them. Management needs to be cultivated to be sure of taking the right course. Management Cultivating

A corporate constitution for VW: Volkswagen AG’s Group values and guidelines “Defining that which bonds us together”

“Responsibility”, “respect” and “sustainability” are key criteria at Volkswagen following management’s exhaustive debate of fundamental values. Black sheep in the company face new, more stringent controls.

n an age of global competition, corporate culture has developed into a crucial factor of business success. In a I world previously dominated by punch clocks and job hierarchies, the emphasis today is on creating working environments suited to fostering innovation and motivation. Only companies which can turn bored The Seven Fundamental Group Values: staff into committed co-workers will glean competitive Customer closeness, willingness and ability to accept responsibility, advantages and be able to exploit market opportunities. for employees, environment and corporate goals; maximise The pivot of corporate cul- performance and sustainability, i.e. long-term forward-looking, ture remains the self-understanding and behav- socially and environmentally-oriented corporate activities; respect for the achievements of others and a willingness to learn; foster iour of those in management. Only top-down the creation of values and courage, creativity and fantasy pressure has the strength to achieve true change. to forge ahead with corporate renewal. It was Volkswagen’s CEO who, in 2003 – a time completely free of scandals – in- stigated a deep-seated analysis and discussion of values – a debate which has ploughed many deep tracks in the field of Volkswagen’s corporate culture. “Whenever diverse groups of peo- The starting shot to reform Volkswagen’s ple form a state in order to join forces, to be stronger corporate culture was fired in Wolfsburg. and more successful, they must first and foremost Customer closeness The Seven Fundamental Group Values: other VW fundamental – for those colleagues working colleagues those for – fundamental VW other – an line will have er on thegreater respect production ing junior manager who has himself bolted a car togeth centre. call a in customers answering or cars delivering dayspendinga there, being actually by – values mental funda seven of one – customers to closer” about “getting learn now can managers operational Senior the “day-to-day”. in changes rather but alone, papers self-understanding into journey leled guidelines. and values new Group‘s The structures: organisational appropriate with together practice and behaviour of modes preferred of canon a drafted had they closed, marathon the When discussed. solutions the deficits perceived in VW’s culture were dissected and up: let without seminars, and groups in working spent culground. fertile, on its fell which appeal all An diversity. tural with – worldwide company the shape to draft to on called were Volkswagen of world the top throughout 200 from “values”.managers Pischetsrieder debate to Dr. managers his which on called with arguments were key These constitution.” the a such by abide all must they then And them. bind which elements the define socially andenvironmentally-oriented corporate activities; forthe achievements to learn; othersandawillingness of foster performance for employees, environment andcorporate goals; the creation values of and , to accept willingness andability Another example: any up and com and up any example: Another this of goal the However, was weekend uninterrupted full, A sustainability tia ad oa standards moral and ethical to forge aheadwithcorporate andcourage, creativity andfantasy , i.e. long-termforward-looking, was not printed printed not was unparal responsibility ------

maximise renewal respect programme is known as “management in practice”. An An practice”. in “management as known is programme new This beforehand. had probably he than line the on tact point for incorrect activities. activities. incorrect for point con tact confidential a as act to date independ two up, ent back further a As management. has principle – to and include whetted four-eye extended been travel expense the scandal, corruption a ing imple are in staff where Curitiba, and agents” values, new the menting “change as where acting Shanghai, as are afield managers far as places to Wolfsburg through from disseminated being now are values annual value-linked. are now bonuses significant: more and appointment porate constitution is playing an ever-greater role during Volkswagen. at era new the up sums management” andtegrity a willingness to accept responsibility. “Value cal skills, but that equal weight is inon placed personal that there is only for commercialnot a andneed techni learn be, to so aspiring those and managers, studies, Government” Ethics and Corporate “Corporate in courses offering by – codex value the supporting is “AutoUni”,the Volkswagen’suniversity, existence. into brought been even has culture” corporate for “office ombudsmen . ,

nisms with new, more stringent campaign ethic its complemented gen sustainability. #7: Value Group mental Funda with Compliant effects. lasting long deep-seated, targets – headlines the from away – which revolution tural cul “soft” a in part Taking ethics. rate map” developed specially a using ae en pone wt te man the with appointed been have esne interviews personnel The Group’s seven fundamental fundamental seven Group’s The It is therefore no surprise that the cor to study details of the new corpo new the of details study to to screen for black sheep. Follow sheep. black for screen to at er Volkswa year, Last - control control mecha . Perhaps even even Perhaps . “learning . In these ------

Cultivating management 10|11

3 1

Life is grey 12| without work. Shaping labour is the key to more colour.

labour Shaping

A unique concept for promoting structure and business: A sustainable AutoVision Reviving “Made in Germany”: Creative strength for the future of industrial work

Value creation through value appreciation: “Work2Work” for people with disabilities A job machine on a daisy field

Which is Germany’s most dynamic business location? Yes, it’s Wolfsburg. A unique concept of structural and business promotion; Volkswagen’s AutoVision initiative has elevated the city fromese being a suitable case for treatment into the powerhouse of an entire region.

Wolfsburg could not have written itself a better or more positive report: this city is now one of Germany‘s E top ten most promising business cities. Ahead of Hamburg, Düsseldorf and Berlin. And it is the only city north of the centre. Not enough? In terms of business dynamics, Wolfsburg is the undis- puted Number One, ahead of all other German towns. This Top Ten is published by Prognos, the renowned Basel-based management consultant. In its latest “Future Atlas 2004 – German regions in future competition”, it considers and assesses the past developments and future opportunities of all 439 districts and cities in Germany based on a catalogue of 29 business, social and demographic criteria. The bottom-line: “In the recent past, Wolfsburg has achieved a performance unparalleled throughout Germany”, is how Tobias The heart of AutoVision is the Forum with Innovations Koch, one of the Future Atlas authors, sums things up. Campus and Simultaneous Engineering Centre, established One example is the job market: at the turn of the millennium. Over the past five years, in the last seven years, the number of employees Wolfsburg AG has helped create 8,000 new jobs. paying national insurance has jumped over 23,000 to today‘s almost 97,000. An astounding plus of 32 percent (in words: In an age of globalisation, good ideas know no frontiers.

thirty two!). “We currently have the highest employment ratio the city 5 1 has ever had. And we definitely have the highest job growth rate of any AutoVision is a concept that is major German city,“ expounds a pleased Rolf Schnellecke, Wolfsburg’s not limited to Wolfsburg. Other 14| lord mayor. Neither the new jobs nor the excellent prospects are a coin- Volkswagen locations have long cidence. Quite the opposite. They are the intended consequences of a gift. since adopted this model in their Every story should start at the beginning. In the early 90s the own localities. Not only in Kassel, car industry was going through a crisis which hit both Volkswagen and Wolfs- Emden and Braunschweig in Ger- burg. Hardly surprising since the Group represents almost two thirds of all jobs many, but also Sao Paulo in Brazil. – SMEs and service industries are sadly underrepresented. Even the number of AutoVisao Brazil created 800 new car industry suppliers is 75 percent lower than in other comparable car build- jobs during 2005 and helped initi- ing areas. Figures not helped by having very low economic growth rates. The ate 20 new start-ups. number of new start-ups is 30 percent below the national average. The com- www.vw.com.br bined consequences of a car industry crisis and this economic monoculture are drastic: in 1977 unemployment in Wolfsburg hit a depressing 17 percent. Uitenhage, the site of Volkswagen The city’s anniversary celebrations are somewhat sub- of South Africa’s plant, also now dued. But the city was handed a vision: Volkswagen decided to mark the oc- has an InnovationsCampus. This is casion by presenting the city with a gift; not a new concert hall this time, the location for the local version of the AutoVision concept, known as the Uitenhage Despatch Devel- A concept to demonstrate opment Initiative (UDDI) and its solidarity with the region small business promotion organi-

sation with the name Uitenhage or an arts centre – but a concept which demonstrated the company’s soli- Self Employment Center (USEC). darity with the region and as testimony to the responsibility it felt towards www.vw.co.za that region: AutoVision. The Group had commissioned McKinsey to develop Shaping work a strategy with this name: a strategy to revive Wolfsburg’s economy, to im- USEC targets unemployed with prove it dynamically and sustainably. Not at some time, but quickly: Peter no or little school education, Hartz, at that time Volkswagen’s personnel director, promised the city fa- youngsters and unemployed thers that AutoVision would cut unemployment in half in a short five years. women. USEC provides them with What should one do with a gift like this? The best advice is education, training, psychologi- to get out and do it as well as possible: in a move to help AutoVision become cal support and the motivation a reality, Wolfsburg and Volkswagen joined forces along public-private-part- to take their lives into their own nership lines and formed a joint venture known as Wolfsburg AG. Its remit: hands. For example as self-em- “Scour the world”, remembers Klaus Dierkes, Wolfsburg AG CEO, when he ployed seamstresses and as build- looks back over the early years of 1998 and 1999. “We looked everywhere ing brick makers. in the world, to find out how successful regions really functioned: we trans- www.vw.co.za ferred all the best strategies into our concept and set it has already come about, at least in part. A quick about strategically implementing them in Wolfsburg.” look at the Prognos Future Atlas confirms this. Or at Economic cluster formation is at the the local employment market statistics: the unem- concept’s core: basically this is the spatial concentra- ployment rate really was halved within five years. It tion and networking of activities around one or several actually dropped to only eight percent in 2002. On nuclei. Klaus Dierkes: “In Wolfsburg we have targeted the one hand because of a recovery in car sales, but four business areas: obviously mobility, complemented also thanks to AutoVision: 8,000 of 23,000 new jobs by leisure and tourism, information technology, health are directly attributable to the work of Wolfsburg AG. and wellness. It is our intention to kick-start a busi- Perhaps the simplest way of finding ness dynamic which gathers its own momentum. Our proof of Wolfsburg AG’s success is to cast a look out of aim is to create an entirely new business landscape by Klaus Dierkes’ office window: over a vista of modern 2015. Our overall vision is to turn Wolfsburg into one of buildings, the InnovationsCampus, built especially for the most successful and stable locations in Germany.” start-ups. “This used to be a daisy field, now it is home Not the most modest of goals. But to 50 new companies,” says a proud Mr Dierkes. “We

8,000 new jobs are attributable to Wolfsburg AG

have actually helped more than 260 entrepreneurs, who ultimately created companies with 1,500 jobs.“ Extessy AG is one such: Their software allows car developers to virtually network different simulations with one another. This is a young company that already enjoys an excellent reputation throughout the car industry. This shooting star actually only came into being in 2000. With the all-important support from Wolfsburg AG: “We are a bunch of engineers; without their coaches we could never have started so smoothly and so quickly,” says Extessy CEO Hans Martin Schulz. Start-up promotion is only one of Wolfsburg AG’s fields of activity. The successes achieved in their five other fields are no less impressive. Software developer Extessy AG with CEO Hans Take supplier location: exactly 101 new operations with Martin Schulz (2nd row on left) enjoys an excellent almost 4,000 employees are on their list. The previous- reputation in the car industry. The company started ly absent SMEs were ultimately persuaded to relocate up only 5-years ago, with the help of Wolfsburg AG. to Wolfsburg by a mixture of optimal structural condi- Model of new Adventure tions and perfect services. “I remember in 2001, we wanted to erect our first

World in Wolfsburg’s Allerpark hall and had problems with our time schedule; we got the partial building 7 1 permit we needed within only 24 hours. I am sure that is an absolute record in Germany,“ says Volker Behle, regional manager of Panopa Logistik GmbH, 16| which delivers 2,500 t of steel to the Volkswagen press works every day. The Wolfsburg AG personnel service agency ensures that start-ups and SMEs quickly have the right staff. During the year 2004 the monthly average of temporary staff was 2,000. A figure that underpins a regional responsibility for further and continuing training. For example in the Lower Saxony regional competence network (RKN). Or projects to help disadvantaged juveniles below 25 years of age, those who are often without any hope in the regular jobs market. Wolfsburg AG – Facts and Figures And last but definitely not least, “Adventure world“. Largest Single Project: This is one field of activity which, in close cooperation with Volkswa- Forum AutoVision: Euro 59.8 million New Start-ups To Date: 279 Jobs Created To Date: One step along the path to new, Approx. 8,300 Suppliers Located: 101 highly innovative business fields Impact On Unemployment: Down from 17.2 % in 1997 to 11.5 % in 2005 Employees: Status 2004: 201 full-time staff, gen, has brought about a fundamental transformation of Wolfs- 730 temporary (quarterly average) burg’s face: AutoStadt, Volkswagen Arena and Phaeno Science Cent- Turnover: Euro 63.02 million (2004)

er all magnets for visitors, soon to be joined by a multi-functional Share Capital: Euro 10.1 million arena and an indoor ski-slope: attractiing not only visitors but also investors.

All factors which make living and working in Wolfs- labour burg and the region around much more interesting. Factors joined by a stream of ideas, impulses and initiatives; like the health project, Shaping which focuses on innovative services in health and wellness; like the sustainability and business network, seeking to implement the idea of resource conservation in new market segments. “Wolfsburg AG is the powerhouse driving AutoVision,” summarises Klaus Dierkes. And will remain so. AutoVision is nothing if not a long-term concept. A statement emphasised by Volkswagen, its co-initiator. Klaus Dier- kes: “Just because we have reached our goal of halving unemployment doesn’t mean AutoVision will now stop. This is just one step along the way to building Klaus Dierkes self-multiplying clusters, the development of new, highly innovative business Chairman of Wolfsburg AG fields.” We are definitely fascinated. And curious to see management board what happens next, and to read Prognos Future Atlas 2010. Sustainability tariff agreement: hould we simply sit back and watch as jobs vanish out of This is the name given by Volkswa- Germany? An extremely widespread cause for concern. gen AG and the IG Metall union to Even Volkswagen has created jobs in Central and Eastern the most recent tariff agreement S Europe – although not accompanied by the dismantling of concluded in 2004. Dismissals for jobs in Germany. The opposite is in fact true: while plants have been erect- operational reasons are prohibited ed in Poland, Hungary, the Czech Republic and Slovakia, the number of em- until end 2011. ployees in the brand‘s home country has risen in contemporaneous steps. www.volkswagen.de Volkswagen‘s moves to meet its social responsibilities in Germany can be described very succinctly: maintaining production locations in Germany and Job Families; the name given the jobs they represent. In Volkswagen‘s case this means: moving forward to a European-wide skills and with powerful ideas and the motivation to respond as necessity demands. personnel development concept Five years ago our “5,000 x 5,000” concept was our at Volkswagen, intended as a first creative and much lauded response to the challenges arising from response to changes affecting globalisation and the concomitant harsher location conditions. 5,000 un- industrial work in practice. Job employed were to build a new VW model, for a 5,000 DM pay packet. Al- Families describe related activities most everything about the concept was fresh. From the business proc- – similar to trade guilds, integrat- esses over the working time models through to the performance-linked ed across hierarchical boundaries. wages. The key novelty: instead of dismissals, new jobs were created. To- The effect is to restructure and day 3,500 former jobless are on the staff of Auto 5000 GmbH building the radically reduce the over-complex- Touran family van, one of the VW Group‘s most successful current models. ity of formerly 4,000 different Last year marked a further creative tour-de-force, dem- job descriptions along process onstrating yet again that industrial work in Germany can offer excellent and performance-oriented lines, prospects: the “future tariff agreement”. “Its core”, according to chair- ultimately transforming into a man of the joint and group works council, Bernd Osterloh, “is to prohibit transparent system of pay. dismissals for operational reasons amongst our 103,000 staff including www.vw-coaching.de trainees until end 2011 and to specify future products and investments for individual locations and shape an innovative work organisation.” „TOP JOB 2004“ awarded to In return, employees waived claims for higher wag- Volkswagen Bank GmbH after a es. And accepted that new staff would not be hired according to the nation-wide inter-industry survey. former VW tariff, but under the terms of the regional metalwork- The award for being an outstand- ers tariff. This was a break-through agreement to reduce labour costs ing employer is based on above and save a billion Euro – balanced by an employment guarantee. “VW average benefits offered in per- shows how things can be done,“ was chancellor Schröder‘s comment. sonnel development and family Climbing pressure on costs has, however, forced manage- orientation. ment and the works council to readjust their employment pact in early 2005. www.volkswagenbank.de To allow a new model, the off-road Golf (the “Marrakesch”) to be built in Wolfs- A surge of interest during open day at the VW Wolfsburg plant burg, 1,000 trainees will transfer to the Auto 5000 GmbH after completing demonstrates the close bonds between the works and the city. 19

“Volkswagen shows 18| the way to go”

Made in Germany – an out-dated model? Global competition is becoming harsher – no less so for Volkswagen. A pipeline of creative concepts has repeatedly helped the esecompany produce top quality cars even in high cost locations.

their apprenticeships, with a return option in the event of the mass dismissals expected by many, the response of an upturn in demand for personnel. Volkswagen has was the introduction of the first four-day-week – with repeatedly demonstrated in the past its willingness to reduced wage levels and a first step towards flexibility. bear responsibility for its locations, and a willingness The factories learnt their first lesson in “breathing” with to shake off conventions. In 1993, no less than 30,000 the order books. In other words, to ramp up work levels in

of 100,000 jobs in Germany were at stake. But instead response to positive market situations and replete order books, or to deflate if the situation requires. This has the

effect of avoiding additional costs, dividing work avail- labour able more equitably and helping the company retain experienced staff and know-how even through lean times. Shaping The future will demand more rather than less fantasy and creativity than in the past to keep competitive jobs in Germany. And let there be no doubts about it: employees will have to make their contribution. Having said that, as long as there is a will to compromise and reach a fair equilibrium between all stakeholder interests – and surely that is the sign of sustainability-oriented corporate policies even in bad weather periods – then no one needs lose A surge of interest during open day at the VW Wolfsburg plant sleep over the future of work at demonstrates the close bonds between the works and the city. Volkswagen‘s German locations. “Giving people back their self-respect” Disabled persons are also able to make their contribution to value at VW. Just like all other employees. It is not their handicap which is emphasised but their abilities. Integrating, notese casting out: that is the motto of the Work2Work personnel concept.

ragan Antoniejevic is a very committed taxi driver: “I have already covered 4 million kilometres. It will D be 6 million when I retire,“ he says. A long, long way. Especially for a 55-year old with only a left hand. He lost his right hand in a circular saw accident while building his house. But he can drive a car. Thanks to his special prosthetic arm. “Most of my passengers are fascinated,“ he says. “Some tell me I can drive better with one hand than they can with two.“ The taxi Dragan drives is not standard. He drives exclusively around the VW grounds at Wolfsburg. His customers are all VW staff, for example engineers, who need to quickly get from one end of the massive plant to the other. They simply call “Pick& Go“, the work‘s shuttle service, all the drivers of which have some form of handicap. “Pick & Go“ was the first project People with altered performance can‘t work? of VW‘s new Work2Work personnel concept. Its goal Not true: Work2Work builds sophisticated simulators, is to give employees with disabilities and altered per- testing and training equipment. Any staff member can formance – as such persons are referred to at VW af- perform and produce, provided the work fits the handicap. ter for example an accident or illness – a socially ac- health status of this group also improved by 49 percentyear.thiswithingroupimproved49alsohealthone statusof“VW by Rudow of the university of applied science in Merseburg. Just as impressive: the Work2Workaccording toreporta prepared byoccupational scientist Prof. Bend sons were able to take up a a re-instil to try “We sought illness. often in escape and – unproductive were they present, physically were they Although production. in somewhere away hidden were performance altered with persons many arrived, Work2Work much before surprising: very Hardly is of. aware Paeth Leopold something scared;“ are they here, come ance performalteredwith peoplemany interview.personnelwhen“Alsobecause anymore?ask:Wedocan‘tyou or docan‘tyouwhat not, is interest find we disability each but the ing, not it‘s So benefits.“ team whole the that to is don‘t goal“Our “We Scholz: Ms.coach,“ says a as service. more agency,but planningan asourselves see personnel Work2Work the at Paeth Leopold andScholzKerstin of task the isabilities.their Thisand problem the fits job thating they office immediately gave us their Mr contract,“ reports Bernstein. nies. “Our janitor service, for example, so impressed the neighbouring engineer industrial service have had to go out and pressurethingstoget done then that is wrong. “It‘s just like anywhere else in here,“ says Wilhelm, types. “ all of services repair miscellaneous and export for cars of packaging recycling, environmental Go“, & “Pick Like purpose. the for spe created jobs cifically in work or contractors outside by either provided previously ices than More Work2Work. for specifically created section a plant, Wolfsburg the at section service trial indus and workshop the of charge in is He situation. the Wilhelm up sums how Bernstein is way!“ no elsewhere, do they like help of need in someone ‚socialising‘ “Simply job. previous their to alternative occupational ceptable Wr2ok s n xml o gnie ineig spirit.“ pioneering genuine of example an “Work2Work is peoplewith impaired performance,“ enthuses Prof. Rudow. problemof thesolveand with deal majorcompany to whichfirst seeks the is get the best out of each playereach of out best the get esns niiul abilities individualperson‘s A beneficial concept: 97 percent of altered performance per intensivean resultsof the but at, look we file the not is It value generate and work can Everyone If this creates the impression of a kind of “protected workshop“ 0 saf ih lee performance altered with staff 600 problem-compatible value-generating problem-compatible job .“ From its very beginnings, the workshop and the and workshop the beginnings, .“very its From , define the best position in the team, soteam, the inposition best the define , find find orders es o confidence of sense ad Lood “u frt question first “Our Leopold: adds , . Even from outside compa what can you do youcanwhat “ as Leopold. says ,“ edr serv render provided thanks to including the ? ------thanks to tailor-made mobility mobility tailor-made to thanks arms –possible no with Driving www.vw-personal.de ticeships. appren for are preference given comparable qualifications with disabled juveniles offers, cational edu receive employees Disabled disabled severely of tion an representatives disabled and council works Management, www.vw-personal.de since 1973. in existence rehab The place. has centre been to their work return previous are able to Most to work. return their for members impaired staff rehabilitates than more to 120 100 centre bilitation reha year in-house the Every www.vw-mobil.de and dependants. persons to disabled car a new of the price up to 15 of discounts grant %on Volkswagen and Audi alsoworks. ex aids as special accessories driving and of control spectrum acomprehensive sions offers market in leader disabled conver handicaps. 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at Wolfsburgat in 2003. in 2003. signed ------

Shaping labour 20|21

Jobs need to be Jobs need limits. room andovercome First upvalued Minimum standards and equality: and Minimum standards Fitness programme for partners: for programme Fitness Learning today,Learning tomorrow: teaching No young, no future: no young, No wor Launch ramp for technical intelligence: technical for ramp Launch Declaration on social on Declaration and rights labour relations “Improving health and safety at suppliers“ at “Improving health ILO and and with safety GTZ k Audi‘s initiative more training for to explore ,then play? Auto 5000 GmbH Auto5000 programme qualification

New trainingNew centre in Mlada Boleslav

xxUpvaluing work xx|22|xx23 Global, fair, social

Same rights for all employees at Volkswagen world-wide – guaranteed by the social charter, the first of its kind in the automotiveese industry.

Volkswagen bears the social responsibility for more than 320,000 people at 45 production locations: “Overseas in particular,“ says Dr. Bernd Pischetsrieder, “a social charter can highlight ways in which work can be organised in a more socially acceptable way.“

rom Puebla in Mex- people in 45 VW production locations – and there- ico to Uitenhage in fore must bear a high level of social responsibility. South Africa and Responsibility from which Volkswa- Changchun in China – VolkswagenF is a globally ac- gen does not shirk. Dr. Bernd Pischetsrieder, VW AG CEO: tive corporation, present in all key world markets. “As far as we are concerned, the same high demands are Internationalisation is an indispensable factor in en- made of all places of work, wherever they are“. In prac- suring Group competitiveness and future security. tical terms this means the company treats employees The Volkswagen Group employs more than 320,000 according to the same standards in Brazil, Mexico or L. n diin o hc, W s mme o te “ the of member a is VW which, to addition In the ILO. towards manufacturer itself car oriented top long Europe‘s has Volkswagen. by on taken obligation tary lines.“ responsible socially along globalisation steer to trying model opment devel a of “smallelement a being as charter the regardsgroup who council, and works joint the of chair Osterloh, Bernd by shared explicitly view A er. work securing and organising the case that overseas the charter could “ to follow suit, especially in anddeveloping isIt threshold countries. especially companies other encourage to hoped also are they Volkswagen; of world the code behaviour thisthat indications any and All compliance. monitoring council works group global the with rights, its knows workforce the that Ensuring locations. its of all at charter its publicising of step the taken has VW meaningless. ration decla a such make would alone paper on rights safety. and health for standards national with comply creed; plants that and wage or fair a paid race be will colour, gender, of equally irrespective treated be will persons prohibited; are labour forced of forms all labour; child no be will there unions; to form are workers entitled plants: its in that guarantees Volkswagen things, other Amongst day. present the to up industry car the global of document unparalleled an – Volkswagen of world the through out treatment of equality individual and lations “ the Federation: Metalworkers International the and council works group global the board, executive Group the between formalised were culture corporate the of part as adopted long South Africa as apply in Germany and Europe. In June of 2002, some principles s ple ot y N ertr gnrl oi . Annan. A. Kofi general secretary UN by Compact out Global spelled the as of principles ten the accepts also Development able “ guarantees minimum social standards standards social minimum guarantees “

s iltd nwee r tkn eiul ad olwd up. followed and seriously taken are anywhere violated is , the “, The intentions behind the social charter are not limited to limited are not charter the social behind intentions The these inscribing of act The T e oil hre i b n mas h ol volun only the means no by is charter social he oil importance social nentoa Cabr f Commerce of Chamber International ,“ according to VW CEO Dr. Bernd Pischetsried Bernd Dr. CEO VW to according ,“ Declaration on social rights and industrial re industrial and rights social on Declaration ED guidelines OECD highlight socially ways acceptable of within - - Works council chairman hre fr Sustain for Charter n toe f the of those and Bernd Osterloh IC, and (ICC), - - - - - When Volkswagen established When Volkswagen established Council Works Group Global ww.vw-personal.de general. secretary including and apresident a mittee has asix memberpresiding com council The as awhole countries. the individual of representatives labour are elected allbers freely consensus. council The mem problems by and solve conflicts potential to quickly flag adopted Apolicy to comment. opportunity intentions the council and gives relocation production border any of cross- earlynews receives management ensures the WKB Group all else: Above conditions. working of the development or structures and cost productivity situationsment locations, at agendaThe include can employ long-term Group development. to discuss directors and personnel board the Groupwith executive year per once least at meets WKB The and Africa. America South and North from colleagues by council group joined pean works the Euro of members comprises This do. to so committee industry company in the car was the first it Republic), Mladá (Czech Boleslav in conference global employee the at in 1998 May of (WKB) councila global group works - - - -

Upvaluing work 24|25 270 million accidents at work lke Sebold is someone who knows all about just what happen every year according to can happen at work. She is an engineer employed by ILO estimate. 355,000 of which Volkswagen to ensure all valid health and safety stand- are fatal. The mortality rate in de- E ards are adopted and complied with worldwide. “We veloping countries is five to seven notice things which people on site have simply become used to,“ she says. times higher than in industrialised The Group has a workforce of over 320,000. The car maker does not think nations. The ILO estimates the its responsibility for health stops at its gates. It cannot simply ignore number of occupational illnesses the fate of those employed at thousands of suppliers and sub-suppliers. as being 160 million worldwide. One problem is that safety at work is a low pri- www.ilo.org ority in threshold countries in particular. Elke Sebold: “Lack of resources and often simply ignorance frequently lead to problems The first Group health and safety at small to medium-sized enterprises. They need our support.“ conference was organised in the Having said that, even a global player like VW would be year 2000, attended by all Europe- overwhelmed without the support of others and so it participates in the inter- an locations. More than 50 experts from management and works councils met in Wolfsburg to “Our role is not that of improve safety at work worldwide. policing but to work together” The foundation stone was laid for closer cooperation between all national project with the rather long title of “Global Compact and Establishing a occupational safety experts within Health and Safety Culture“ (within the overall “SafeWork“ programme), along the VW Group. www.volkswagen- with the ILO and the GTZ, Germany‘s technical cooperation agency. The project‘s nachhaltigkeit.de goal is to improve labour protection in Brazil, Mexico and South Africa – regions where VW already demonstrates a high commitment. The concept is for the The number of work accidents ILO to draft national action plans and train work inspectors, with the GTZ tak- at VW has fallen steadily and ing on implementation monitoring while Volkswagen “supplies” the suppliers. substantially over the last 25 years. Elke Sebold is off to South Africa. Volkswagen has se- In 2004, the rate was 5.2 accidents lected eight plants for the project. They are all smaller suppliers with few- at work per million hours worked er than 50 staff. She is very much aware that “no one is taken on only for – the lowest of any German HS.“ Her primary role when arriving at suppliers is to educate them. She car maker. Almost 26,000 staff distributes checklists and questionnaires advising the SMEs of what they members took part in the in-house can expect. “Our role is not that of policing but to work together to iden- occupational safety competition tify weaknesses and come up with solutions,“ emphasises Ms. Sebold. entitled “Save yourself“ which She returns to the same plant a week later. At that time seeks to engender more self-re- she is joined by a team comprising another HS expert, a colleague from sponsibility for safety at work. quality assurance, a national coordinator and two government labour in- www.vw-personal.de spectors with whom she goes through each of the plants in short order. A 27

“Because we are open, 26| they accept our advice” There is a lot left to do in safety at work in threshold countries. Volkswagen is involved in the International Labour Organisation‘s “SafeWork“ programme. Not soese much to help its own employees but to help those working at its suppliers.

whole month is spent checking, asking, assessing sors compiling lists of strengths and weaknesses, often and advising. Two days for each plant. The follow- simultaneous with preparing suggestions for solutions. up talks are not only with the management but also “These can be immediately adopted by the workers,“ with the unions and employees: “They know their she says. Most of them do just that. “Because we work workplace best, and can help identify hazards which in the open, they trust us and also accept our advice.“

a manager would never notice.“ A plant inspection is The suppliers themselves are very simply impossible without such a visual inspection. much aware that investments in safety at work are worth- The second day is spent by the advi- while for their own sake. Elke Sebold: “The plants have to realise that safety at work complements productivity.“ Accidents often generate substantial follow-on costs. Upvaluing work Upvaluing The government labour inspectors then share experience gained with colleagues who then go on to advise other SMEs. This snowball system helps spread the message. Next year, when the results from all three project countries are gathered together, SMEs will be able to access tips via a tool – with VW suppliers first in line. The second step is to provide access for all companies globally to “Best practice“ sugges- Health and Safety experts with Volkswagen manager Elke tions; helping to promote health Sebold (6th from left, back row) in South Africa. and safety at work via the internet. “And then we all know a little bit more”

3,700 co-workers at Auto 5000 GmbH not only build the Touran, they are also involved in continuous learning, acting as students and teachers at the same time. Every week, eachese and every one of them invests three hours, half of which are paid.

ellow-striped grey overalls marked with a nametag, gloves – ready for work on Finishing Line II. Katharina Y Buttler bolts on the wings, rear hatch and hinges to the Touran body. Then she precision- aligns all parts. Time per car: five minutes. The pretty 25- year-old is a co-worker in the “Auto 5000 GmbH” body shop where she has been building cars for the last two years. She was recently awarded an additional qualification as “IHK automobile assembler”. “This is what I always wanted, a safe job with prospects,“ she says. Before this life, the trained business assistant worked as a secretary. Then she was made redundant, the key requirement for applicants to Volkswagen’s newest subsidiary. The company had the remit of giving unemployed “talents” a new chance – and also to prove that it was possible to cre- Katharina Buttler is one of 3,700 employees at ate competitive production facilities in Germany. Auto 5000 GmbH involved in ongoing continuous All applicants had to bring with qualification: “It’s exactly what I wanted,” says them was the ability to learn. Irrespective of whether the 25-year-old, “a safe job with prospects.“ one was previously a hairdresser, a butcher, a carpen- ial a ee-nig yl o otmsto ad nweg transfer. knowledge and optimisation of cycle never-ending ba is a PDCA course. next sically the of is subject the innovation made al be the then If section, can it Buttler. next adopted, Ms. the explains on mind,” in impact quality don’t keeping which ways solutions of think and try PDCA along “ technology lines: or in organisation be work also in can improvements “qualitime“ in This vested wishes. or worries express to entitled is meeting more.“ bit little set a know is all we time suddenly “The “and Buttler, Excel. Ms. says or hour,“ an Word at either in study, in-depth more for tranet subject, teachers a into register students to turning right the have co-workers All is. subject the whatever of 5000, details the learning Auto of at effort the made has colleague who a somebody is teacher the hour. usually one more although length: external somebody Course take floor. sessions otherwise shop training early, production brief the in The on get Katharina. directly to says place seat,“ have the you grabs – else flight building“, a around “body from booking under select courses to catalogued short “interdisciplinary“, 300 lists, or long “assembly“ shop“, through “paint check to et up. close timely, oriented, process is: learn we How specified. not is that when, and learnt is What Buttler. Ms. out points ourselves,“ contribute we in spent are hours three qualification week, one any in that states contract tariff “The successful. stay to order in learning continue to prepared also be must but she cars, that build to how learnt only not has she years two last the Over is one Buttler of the lucky Katharina channel. communications and the one only this was in fact ternet: in the and PC a use to how know to had everybody unqualified: even or ter poesoal, n as i ter rvt lives. private their results in best also the and get to professionally, themselves – apply to how “ of value the stand ln D, hc, Act Check, Do, Plan, , also considered as learning time. At the meeting, everybody everybody meeting, the At time. learning as considered also , , half of which are paid by the employer, the other half of which which of half other the employer, the by paid are which of , half Ktaia ute ad e c-okr al under all co-workers her and Buttler Katharina a in hour an half invests team each week, Every an by presented are courses short these Sometimes intran corporate the use can Buttler Katharina GmbH. 5000 Auto at key the is education Continuous currently on offer. Click on, log in, ready. It‘s like like It‘s ready. in, log on, Click offer. on currently oloine discussions goal-oriented 3,700 ”. “Once a problem has been identified we we identified been has problem a “Once ”. chosen from chosen more than Al hr cuss r peetd n h in the in presented are courses short All . “. And they also all know know all also they And “. 43,000 (!) applicants. applicants. effectively effectively team team ------managers the chance to spend Coaching Exposure www.vw-coaching.de applied sciences. of auniversity at whilst studying training to gain vocational tunity Volkswagen at the oppor people courses Sandwich www.vw-coaching.de development. and corporate training, personnel are tasked They with sixat sites. than more staff employs now 800 Volkswagen AG subsidiary and in 1995 aswas established a CoachingGmbH Volkswagen www.vw-coaching.de Award 2001. Training the IT campaign received have an L5-Pass. This qualification now er than staff –more 70,000 From skilled worker manag to top Volkswagen employee’s skills. IT Level-5-Internet-Pass www.vw-coaching.de gained. experience on help reflect workshops skills. and post Pre- social better andness develop upaware anew to open intended is persons disabled homeless or Spending children, time with in organisation. asocial a week

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Upvaluing work 28|29 Melanie’s dream 40 per cent more trainees at Audi since 2000: the voluntary “Initiative for more training” benefits young people, the company and us all.

elanie Drechsel did not actually need to look for an apprenticeship. She knew all along what she wanted to do. “I wanted to M go to Audi because I knew that they offered excellent training and that further training, wages and opportunities are also spot on,“ she explains enthusiastically. The 19-year-old started her apprenticeship to become a production mechanic in Ingolstadt one year ago. She had posted 40 applications during her last school year, and – a rare thing today – actually had a choice. A choice that she found easy to make. Melanie has always known what she wanted. She left secondary school with an excellent average grade, her favourite subject “was always maths”. Her dream: “What I really wanted to do was join Audi as a mechanic for model making, but I didn’t really have a chance, there are only five apprenticeships offered in that sector.” But technical it had to be. Melanie was one of 682 young people, of which 163 women, who stepped up to the first rung of their ca- Melanie Drechsel is on a production mechanic reer ladders in September of 2004 at Audi. The majority will be apprenticeship. “I really wanted to join Audi,” says the 19- offered a full-time job after they have completed their training. year-old, “because I knew they offered excellent training.” Audi started its voluntary “Initiative for more training” in 2000. The goal was also to present a high profile: We wanted to fulfil Regional association for training

our societal responsibility and do more than before. The company now has 2,200 (RVA) creates training places for 1 3 apprenticeships, 40 per cent more than four years ago, reaching a peak in 2004. disadvantaged young people in the

Audi has done more than simply increase numbers, it Wolfsburg region. This is a non- 30| has also continuously improved training quality. Basic and technical train- profit making organisation, started ing take place in superbly equipped centres and various training stations following an initiative of VW Coach- at the works. Flexible training times guarantee maximum possible inte- ing and the works council. It enters gration into actual production processes – generating optimal produc- training agreements with juveniles, tion proximity. This year, Audi is offering training in 20 vocations. New taking on responsibility for their su- choices are “machine and plant operator” and “cutting machine mechanic”. pervision and then seeks apprentice- Over the course of her apprenticeship as a future “produc- ships in partner organisations. Since tion mechanic”, Melanie Drechsel spends up to six months in three or four sec- 1998 more than 800 young people tors. She learns all about production processes in detail – from body building have received trainingese in this way, through to assembly and preparation for customer transfer. “We constantly go 60 % of whom were then taken on between theory and practice during the in-depth training courses – for exam- full-time. ple in car motor or car pneumatics, it really is very interesting,” says Melanie. www.rva-wolfsburg.de

“Ready4work – Professionals for “I want to become a technician or training“ is a private organisation even a forewoman – here at Audi” founded by VW managers and works councils and supported by the city

The environment was also recently on the curriculum administration, industrial associa- – the course attendees spent a week looking at different subjects every day, tions and corporations. The organi- also touching on graphic design. “We designed posters for a number of en- sation develops ideas – like discounts vironmental topics, which we then presented in groups of twelve,” she ex- and Visa cards, all of which generate plains. She is “really enjoying” her training, that is obvious. She gets on “very revenue for the job initiative. The Upvaluing work Upvaluing well” with her line managers and foremen, as she does with her colleagues project is regarded as a pilot model in the groups themselves. She already knows how to operate lathes, mill- by the BMWA ministry. More than ing machines and weld. She knows whether a fillet seam is rising or falling. 100 additional trainee places were Arc welding – no problem for Melanie. Brazing and gas welding are also her created during 2003 and 2004. metier. And she has also been elected as liaison for the junior staff mem- www.ready4work.de bers. Of “my production mechanics group.“ This is how this young woman is also gaining the necessary social skills to arbitrate when conflicts oc- 52,805 suggestions were put cur within the group or with the foreman. And the future? Whatever hap- forward by 17,620 Audi employees pens, Melanie Drechsel intends to continue learning even after she has during 2004 resulting in savings completed the present training course: “I want to be- totalling Euro 43.8 million. come a technician or even a forewoman – here at Audi.” www.audi.com First two wheels, then four oleslav, Boleslav – Oh wonderful city“. This is the refrain of Wenzel Laurin and Wenzel an old Bohemian folk song. Anyone who visits this town in Klement really were motoring Central Bohemia with its 47,000 inhabitants will still find pioneers: in 1895 they opened B many wonderful sites – even if some are a little rundown. a workshop for the fabrication There are very few buildings more downtrodden in appearance than the old and repair of bicycles, three monastery and church of St. Bonaventura of Karmel. During the 15th century, in years later they started build- the era of the Bohemian Brothers, these sacred buildings were the domicile of ing motorcycles. In 1905 their wisdom and learning, also during the time of the Priarist Order and the Minorites. first car left the shop floor. The Although the present day appearance might tell a dif- fusion with the Skoda company ferent story, the passion for knowledge and learning could very soon re- in 1925 formed the basis for the turn and blossom again in these dilapidated stone shells. There are plans continuing development of the afoot to establish Bohemia’s most modern training centre on this ap- car industry in Mladá Boleslav. proximately 1.7 hectare site in the Na Karmeli district. That is the inten- Skoda joined the Volkswagen tion of the city, and also that of Skoda Auto, VW Group’s Czech brand Group in 1991. The investment with its headquarters in Mladá Boleslav. In the summer of last year, lord of many billions and massive mayor Svatopluk Kvaizar and Skoda CEO Detlef Wittig fired the starting transfers of know-how and shot for the conversion and renovation of these old temples of learning. technology were the precondi- When the builders finally leave, it is the plan of the pub- tions for an unparalleled success lic-private joint venture to establish a branch of the Central Bohemian High story. Skoda now has a market School “Jiri von Podebrady” in the former school building. The technical col- share in the Czech Republic of lege is also to move in, occupying seminar rooms and laboratories. There almost 50 per cent and produces is also enough space for a library and a modern media facility. The new in- more than 450,000 vehicles habitants of the former monastery will also include the Skoda Auto high in its three plants at Mladá school. The outcome could be that some 1,000 young people, Skoda em- Boleslav, Vrchlabi and Kvasiny. ployees, students and university lecturers, move in to Na Karmeli and con- Responsibility for the people in tinue a long tradition for research and development. Skoda has earmarked the country and securing the no less than Euro 16 million for investment in this “hotbed for new ideas“ company’s own future within a (Wittig), making it the centre of innovation and development in the region. competitive world – these are The Volkswagen Group acquired the Czech brand with two sides of the same coin for its long heritage in 1991 and helped it blossom again. Production and work- the manufacturer of cars like force have been growing steadily ever since – Skoda now gives work to al- the Fabia, Octavia and Superb. most 25,000 people. The company long ago became the country’s largest www.skoda-auto.com/cze employer, it is also the primary force behind exports and – with its procurement volume easily topping the Euro three billion mark – is also the locomo- tive pulling the Czech economy. The burgeoning success in the markets also created a pressing need for managers and engineers – a need which univer- In December 2005 Skoda and Bosch joined with sities in the Czech Republic had great difficulty satisfying. In response to the Government to start an EU project. 3 3

An ancient school with 32| a passion for learning

An abandoned monastery in Mladá Boleslav is being converted and expanded into a modern training centre. A project with the wholehearted support of Skoda – both in its ownese interests and also those of the country and its inhabitants.

this situation Skoda established its own high school that those who pass their exams can look forward to in 2001. The corporate university, still located in a an immediate job offer from the car manufacturer. wing of a primary school, has around 300 students Skoda is also very much interested working studiously for their academic qualifications. in training a technical intelligencia. Very recently the Graduates receive certificates that car builder joined forces with Robert Bosch Obytova

are both state recognised and above all much respect- s.r.o and the ministry of education in Prague to start ed. Although students are required to pay annual fees a “European project for the co-ordinated training of for their courses, the demand far exceeds the supply. pedagogical staff” for an initial three-year period. In A situation which is less surprising when one realises this project, two teachers from 14 technically oriented vocational schools will attend six one-week semi- Upvaluing work Upvaluing nars for further education purposes. This project is based on the snowball principle: these teachers will later themselves bring other teachers in the country up to speed in the state-of-the-art of automobile technology. Bosch and Skoda are sharing the costs. Svatopluk Kvaizar is also quick to praise the “excellent co-operation” with Skoda. At the foundation stone laying ceremony in Na Karmeli, the lord mayor said that he very much appreciated the In December 2005 Skoda and Bosch joined with “long-term contribution of the car the Government to start an EU project. plant to the development of the city”.

5 3 | 4 Millions could live 3 like people if we offered them help and protection.

Helping people

Fighting the disease: Volkswagen’s PPP Aids Care projects in South Africa and Brazil Overcoming ignorance and shame 40 million people are infected with Aids worldwide – a humanitarian, social and economic catastrophe. In Brazil and South Africa, Volkswagen is demonstrating how to combat this disease – and help people help themselves.

ids is an unparalleled nightmare, frequent cause of death. South Africa is particularly the greatest threat to health since badly hit. Government survey figures show that in the the plague.” Words not expressed Eastern Cape province, the site of Volkswagen’s Uiten- A by anyone, but by Kofi Annan, UN hage plant, 25 per cent of all adults are HIV infected. secretary general. On a global scale more than 40 On an upward curve. The social million people are already infected. In Africa, the Ac- and economic consequences are tragic. The illness required Immune Deficiency Syndrome is now the most sults in longer and more frequent times off sick from work. Local companies are losing skilled staff. They have to provide more training, more social benefits for the sick. This is a situation which is simply unten- able. Volkswagen has taken up the gauntlet and is fighting Aids with support from NUMSA, the National Union of Metal Workers in South Africa. They are col- laborating with two partners: the Uitenhage and Despatch Independent Practitioners Associations (UDIPA), made up of local doctors, and the German government’s technical cooperation agency (GTZ). HIV positive VW staff members now receive all necessary support – from consulting Condom dispensing machines and posters at Volkswagen in South through to medication. Each single patient is entitled Africa help educate young people about the risks of the disease. to free services equal to a value of Rand 20,000 per es o o fl il ih h tpcl is symptoms. Aids typical the mem with ill staff fall VW not HIV-infected do ten bers of nine all, original above an And today. from month per dollars dropped 300 only to month patient per dollars Aids 2,000 to 1,500 an treating for costs annual the per of number Brazil the in these, hospitalised to sons according statistics: many with study case project the care domestic emphasises the different,” with is cope case to “Each able tasks. is the family takes the then when and again sick seat the profession back of of families team the with This hand-in-hand experts. works als nutrition work and workers psychologists social infectologists, with ing includes the group in plants medical VW five the of one country, works, Campo da Bernado Sao the At 1994. de to able been on had pend project. dependants and Aids members staff communal positive Af HIV the Africa. South to of Rand Volkswgen million 2003, two pro March donated factory again In the of rica help. area and the in education active is viding Volkswagen, by up set dation ees from more than 40 dispensing machines distributed throughout the plant. employ by uppicked month, per 17,000 to jumpednumber that 2003 of half 4,000 were (almost clandestinely) distributed at the medical centre, in the first ly increased, so did the demand for condoms. During the early days only around one of the counsellors. As the number of persons willing to take the test some of gradual my colleagues personally to the medical centre,” admits Isgard Sokelin, Counselling untary and Testing Programme” today.even subject, taboo remainsa Africa TalkingSouth invirus. Aids about HIV the about ignorant very are particular in people Young education. tary 2002 July since an with Africa South of Volkswagen supporting been has GTZ The in-patients. as hospital provincial Uitenhage local the in patients Aids treat necessary, Whenever groups. self-help Aids local for point year. The per 15,600 Rand to up treatment anti-retroviral – expensive – the year. for organisationcosts thepaysalso The Aids care project project care Aids eia cr ad uptet oetc help domestic outpatient and care medical ad ah ae hrfr dmns n idvda approach.” “individual an demands therefore case each and , The Global Compact Learning Forum put together a a together put Forum Learning Compact Global The South in efforts for model role the was Brazil do VW The VW employees are therefore very hesitant to join the omnt Trust Community within the works. The most basic aspect is elemen is aspect basic most The works. the within el y 5 e cent per 95 by fell life centre life a o-rft aig foun making non-profit a , (VCT). “I have “I had to accompany (VCT). Maria Teresa de Santi, head of of head Santi, de Teresa Maria over the last ten years, and and years, ten last the over also doubles as contact contact as doubles also in that country since since country that in - UDIPA doctors UDIPAdoctors “ Vol can ------has described the VW AidsCare the VW has described Annan Kofi general secretary UN www.vw-personal.de full-time. taken to be on expect can they weight and under falling, control ling have When they their course. in anutrition-counsel take part to VW by are >30 expected of dex mass Traineesrisk. in abody with Obesity www.vw-personal.de behaviour.stress and to stresses sensitise persons individual basis. goal is The to an on members staff all VW coaching Health www.pmrinet.com Council HIV/Aids. on award1999 the Global Business of the received previously Project Brazil’s do AidsCare VW (2005). Business HIV/Aids Coalitionon Workplace” award the Global of the “Business Excellence in the and (2004) Africa review ment the Professionalby Manage Care Award issued the Corporate fighting to commitment its for recognition In www.unglobalcompact.org many of ners families.” has the bread-win It saved ple. in Brazil as a“goodProject exam

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xxHelping people xx|36|xx37

39 |

Health, as Oscar 38 Wilde was aware, is the primary obligation in life. Let us promote it.

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Driven out of smoker’s paradise: SEAT’s anti-smoking campaign in Martorell Driven out of smokers’ paradise Smoking is hazardous – and also a cost factor. For businesses as well. SEAT has started an intensive no smoking campaign targeting its own workforce. All employees of the Spanish Group brandese were encouraged to take part in a stop-smoking programme.

igarettes were dirt cheap, smoking bans were totally ignored – for many years Spain was a kind C of smokers’ paradise within Europe. People walking down the street trailing a stream of blue smoke – an everyday picture. Twelve million people in Spain – one third of the population as a whole – smoke regularly. Perhaps even worse: the starting age for young people is a mere 13 years. Every second juvenile in Spain – boys and girls – seems to re- gard regular tobacco consumption as a necessity. Smoking is the cause of nine of ten lung cancer deaths. Every year 19,000 new cancer cases are diagnosed in Spain. According to national health statistics, 50,000 Spanish people die every year as a consequence of this addictive herb, several hundreds of them as passive smokers. SEAT started an information campaign specifically for smokers in Smoking is also a major eco- October 2005. Internal media were first of all used to inform staff nomic cost factor. Sickness payments, know-how about the risks of tobacco consumption and then all employees losses, costs for substitution and training of new received a personal invitation to join a course to give up smoking. staff – no one really knows exactly what smok- e o hat, eety none ta te smok minis the Spanish that announced Salgado, recently oppo health, Elena the of ter case: fact, the In is down. site backing be to appear flage (or sheaths, as they camou are of referred to in stocks the their vernacular). of out sold quickly shops tobacco sleeves marked or hearts with yellow pretty ducklings. Many else in they Europe), have taken to covering their packs in cardboard draped with come boxes cigarette since Ever easily. that spoiled habit risky their between of fines pay to expect can premises their on – zones fumar! smoke-free declared were work of places Even Ireland. and Holland after Union, European the within regulations restrictive most laws bacco new has Spain 2006, January 1 Since government. the by organised those of Ultimately, scenario. group the within suffering and experience their about talk to able be to pleased were surveys, accompanying to cording ac participants, and demand in much were courses The response. high edly to interested register and - surprise, surprise - the campaign had an unexpect anyone for hotline new a up set service health The Easyway®”. Carr Allen the free offered dividual was the to decision support to singleoffering Every do without. letter in personal a member staff each sent company the however, all, Above abuse. tobacco of consequences and risks the out pointing offices and halls works in hung articles published media and magazines nicotine. in-house brand‘s Spanish The information. drug and education to the of abuse massive this accept to costs prepared that longer no indicate negligible. than simulations other computer everything Many are company. a costs ing ae en mk-re oe fr ln tm already. time long a for zones fighting smoke-free bull been door have halls – works all – ahead in step one actually to is SEAT arenas. applied also ban ing Violations can be very expensive. Employers who tolerate smokers smokers tolerate who Employers expensive. very be can Violations who took part actually gave up smoking – a very high success rate. success high very a – smoking up gave actually part took who hc mk te ae n avriig f oac sbet o the to subject tobacco of advertising and sale the make which drastic drastic warnings But the government does not not does government the But Mind you, Spain’s smokers were not prepared to have campaign health a complemented campaign SEAT This a 2005 October In targeting education and sensitisation and education targeting professional counselling professional (“Smoking is deadly” – like everywhere campaign was started was campaign elh aaeet t SEAT at management Health to finally “give finally to up smoking - - - 600 and 10,000 Euro 10,000 and 600 - , initially limited limited initially , . Posters were were Posters . w thirds two Prohibido Prohibido anti-to was was - - - - . the SEATthe way care health Proactive ture greater awareness health of helping acul establish slowly and are the staff by well received part the most for and have been, campaignscampaigns. These are, jabs donation and regular blood seasonal by flue complemented ismanagement also department the health of repertoire The ahealthier style. life to adopt members and encourage staff an riskshealth at earlystage programme helps diagnosetive the preven occupationalhealth by offered thorough check health ongoing counselling. medical The check-ups, asmedical well as the chance to takebers regular mem- all staff offers department campaign, theprevention health sickness proactive its of part As within the company. www.seat.com - -

Promoting health 40|41

3 4 | 2

Everyone’s talking 4 about demographic change. Hardly anyone knows what it is. Coping with it will be a good trick. change with demographic Coping

Life-long-learning, mixed-age teams: Demographic shaping of the world of work at Volkswagen “Biographical Coaching” is of- he head of Volkswagen AG’s health department rarely fered to senior managers: those sees his staff at meetings in his own office. He prefers go- seeking or wishing to learn about ing to them. “It’s a more relaxed atmosphere, and I have how their individual professional T the benefit of more exercise,” explains Dr. Rainer Göldner. pasts might help them in the Giving up smoking, moderation in alcohol, a healthy and varied diet, regu- future can take part in around 15 lar exercise – anyone who wants to be fit and healthy up to and beyond re- sessions with a personal trainer tirement age has to work at it. “This is what we call self-responsibility,” ex- helping illuminate the way. plains Dr. Göldner. The rest is up to the employer, as companies, for reasons www.vw-coaching.de for pure self-interest, adjust places of work to fit the worker. As the wave of demographic change moves closer, complying with the prescriptions issued Demographic working time is a by occupational health practitioners will become more and more important. programme in which staff mem- The scenario is one of increasing life expectancy com- bers can gradually ease out of the pounded by falling birth rates – just like in the population at large, Volkswa- working phase of their lives pre- gen’s workforce is getting older. Personnel strategists have long been referring maturely even as early retirement to human capital as the “bottleneck resource of the future”; what they are talk- is phased out in Germany. At least ing about is a deficit of young workers. “In the future, the company will employ 66 hour of overtime have to be more and more older people. This makes sense: the longer they have been with deposited annually on the “life us, the more know-how they represent,” explains Dr. Göldner. And does any- time account” in the form of time one seriously still claim that ageing is synonymous with sickness and infirmity? vouchers. VW then pays interest Dr. Göldner knows better: “Today, we generally stay young, biologically speak- on those hours “loaned” to the ing, longer. One no longer talks about a general reduction in capabilities, but company by the employee. rather of a change in qualitative aspects.” Body strength gradually reduces, www.vw-personal.de speed and dexterity are lost, and substituted with experience, thoroughness, responsibility, conscientiousness and social skills. It is these strengths of older Life-long-learning is now fully staff members which match the changes taking place in the world of work. accepted at Volkswagen as a way Volkswagen has been preparing itself for this demograph- of coping with the dynamic mar- ic challenge. Labour organisation, working time models, workplace configura- ketplace demands. VW coaching tion and health care have long been adapting to the needs of staff. So what does organises some 4,000 events a workplace for older employees at Volkswagen look like? “Just like all the oth- every year attended by around ers. Our workplaces are designed according to ergonomic principles, for all age 46,000 participants. At Auto 5000 groups. They are tailored to the people, and not the other way round,” says Dr. GmbH, life-long-learning at work Göldner. Travelling assembly platforms, rotating suspended rigs, lifting gear has been obligatory from the and manipulators, they have all helped reduce the physical stress of production. very beginning. AutoUni provides Volkswagen has complemented this ergonomic con- more academic further education figuration of the workplace with group work – prevention by rotation: options. those jobs with more or less physically demanding activities are rotated www.vw-coaching.de amongst the team members. As a result, back pains, which can crop up now Wanted: younger Whenpeople. production linesup, start the ex theonusonis company.”theWherever and employees the both for – capacity their to ing people: “We take care to ensure that people work have Volkswagen at been rates Sickness problems. back chronic in unavoidably end longer no need again, and elh oue noprtd n h trf agreement tariff the in incorporated module health younger years and “cash it in” as they employees can members: save staff approach overtime worked in retirement. its of all for 2005 in Volkswagen by introduced proach “ The time. able to help each individual configure their working life complemented by the cunning of age,” says Dr. Göldner. youth need “We response.right the offer canteam age mixed a where is this and – required are both quently, infre Not indispensable. is members older of perience lse b 5 pr cent per 55 by slashed 25, male, employee. strongtheperfect – Maybetime. onceupona older, experienced, fit Volkswagen’s future. Mindsetsare already changing– VW’stoo. life time account time life strength, movementstrength,andspeed D. öde wud ie o e a see to like would Göldner Dr. Intelligent working timeare models right the deploy to crucial also is It It is almost aparadox: isalmost It olderpeoplewill soonhelpsecure . We achieve a great deal this way this deal great a achieve We . We are nowlookingfor more mature menandwomen. ” is a forward-looking ap forward-looking a is ” over a ten-year period. period. ten-year a over , we need need we, accord - - - - - too much about these aspects aspects these recently. workvery onlystarted he – about much too worry not need himself Göldner Dr.retirement.” to up change their life instyles order to remain andfit to healthy need they whether or OK, are values physical their check thenfor example entitled be to a would employees All prevention. promote to order in : “We could then tell each staff member whether member staff each tell then could “We : Mixedteam age on the motor assemblyline.on comprehensivehealth

Coping with demographic change 44|45

7 4 | 6

Little can be achieved 4 without families. Not even companies can be successful without families. It’s time to support mothers and fathers, not give them support Family new burdens.

Volkswagen and prams: Flexible part-time models for parents and single parent families

Workshops for soft re-entry: Audi’s job and child programme Volkswagen and perambulators

It’s not rocket science: children are our future. Volkswagen employees need no longer choose between children and work. Both are possible – thanks to flexible working timeese models.

all 54 operates in three shifts. Heidi housework. And then back to work. She has already been Langner (36) assembles locks, scuff- with Volkswagen half her life; she started in 1987 assem- boards and interiors, finishing doors bling wiring looms in hall 18. When she was expecting H on the new Golf. Two days a week, a her first child, about ten years ago, she knew that her total of 16 hours a week. Leaving five days to look after life would change: “No problem though at Volkswagen”, her daughters, Nathalie (6) and Jennifer(9) and do the she says, “the company is very family-friendly.” And when there’s an emergency, there is always grandma.... Three years parental leave, thirteen days at work, then maternity leave for the second child and then three years parental leave. It was only three years ago that Heidi actually returned to work, since when she has been working part-time in assembly. All staff members are entitled to up to five years “sabbatical”, they do not need to have a baby. Five years to care for the family, to study, to have the adventure of a lifetime, circum- navigate the world. There is no need to tell us why, only when they will be back. Volkswagen keeps a backdoor open for its people – although not neces- sarily the old workplace. A guarantee is given for the Heidi Langner with her daughters Nathalie and Jennifer: entitlement to a job within the former occupational “Being a mother – no problem at Volkswagen.” group – piece-work, performance linked wages, time chores. At work, he is often laughed at by his colleagues. “They simply don’t simply “They colleagues. his by at laughed often is he work, At chores. household doing and 6) Nick, and 8 (Joe, sons two his for is time the of rest a car-park marriage”, an average of works He jokes. he the boys over to their mother, and work. starts “During my ‘on-weeks’ we have homework 14.00. starting shift late a week, second every – work from home comes wife play his when baby work starts the now He in groups. gymnastics children’s father and group only the often was Mathias leave. parental took the at be to number of men who take up these part-time working models is still quite small. project: lot pi own its commencing of step the took VW campaign, fathers” for “Room a started Berlin in families for ministry the when ago, years few A mothers. cent. per 18 higher: even is staff female of ratio the plant, Wolfsburg the At the has the times of the child day-care centre F-model can earn a full-time wage with their working hours adjusted to the in workers Production production. in them for especially configured was having a full wage packet, a model isthree-shift no longer viable. The “F”-shift model working part-time the VW with at negotiate already fathers can and mothers businesses, other at negotiations work” time “part- tough of subject the still often are VW at applied work as full-timeagreements ing day present while And life. family of quality the to benefit a is helps, week hour 28.5 the that realised been long has It salary. or wage Volkswagen has an open attitude to all and many lifestyles. – offices or production in management, in parents, single know what they are missing at home,” he Whoever comments. and wherever: highest quota of women of quota highest , he puts both of them in his car, drives to the Wolfsburg plant, hands “Fathers and family work” family and “Fathers ete f aiy life family of centre what they are what home” missingat On those days, after after days, those On prefer who few those of one is (46) Mathias Siegfried target only not models work part-time company’s The on dependent single of families, totally parent In the case o te ad hi proa life-circumstances. personal their and them for “They simplydon’t know personnel department to arrive at the best best the at arrive to department personnel in the industry – an average of 13 per cent. cent. per 13 of average an – industry the in , and waive a career. After each birth, he he birth, each After career. a waive and , . Hardly surprising then that Volkswagen . It is, however, pointed out, that the that out, pointed however, is, It . feeding the kids and checking their checking and kids the feeding 15 hours per week per 15 hours match . The . The - - - chance to take from asabbatical you offers “Volkswagen www. audi.com www. manager Audi at AG. department Fischbach, personnel explainsrequests,” Maximilian models. working part-time hasAudi 300 www.vw-personal.de officer. women’s affairs own has its eachlocation HR, in department and adedicated committee to acentral addition in Volkswagen. In at place been Women’s promotion www.vw-personal.de model. ment individual time manage efficient, an establish help tele-workers Training tele-work. of courses the advantages phase identified pilot accompanying the first gen’s organisation. work Astudy withinwell Volkswa established tele-working Alternating www.vw-personal.de 1/91”) No. agreement operating on sheet “Information (2004, a continuous burden.” double without interests youron own issues and focus matters, private your dealthat own can you with to the company longer periods for

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Family support 48|49 ello Again” – that is the message sent to returnees six “Women in business” is an initia- months before their sabbatical expires. Mothers and fa- tive organised by major companies, thers who have spent time off to look after their kids re- including VW, in order to improve H ceive a letter from their new/old employer inviting them the “work-family balance” and to come to a welcome event and take part in the “Job-and-Child Programme”. promote more women in technical “Many of them have a funny feeling in their stomachs when they return after a and management positions. The few years of absence to the works hall or the office,” says Maximilian Fischbach, network represents more than the manager in Audi’s HR department responsible for “vocations and family”. 400,000 career women. In the Hardly surprising: anyone who has not worked in nation-wide “Success factor family their profession for seven years – this is the length of the longest “return 2005” competition, the initiative guarantee” available from Audi – is perfectly entitled to feel a little in- received a special prize presented secure. And that is why the returnees from a sabbatical are offered the by the ministry for families, chance to rebuild their self-assurance and freshen up those qualifications. senior citizens, women and youth The programme targets not only professional qualifica- (BMFSFJ). tions – anything from IT to latest production philosophy – but also psycho- www.erfolgsfaktor-familie.de logical aspects. Psychologist Yvonne Schmidt helps women returnees rejoin the company. “The first thing is to get them reactivated,” she says. They have “Local family association” is a to learn to verbalise their thoughts and wishes, and how to exchange expe- joint BMFSFJ and German industry rience. And they have to become active themselves, in order to rediscover initiative seeking more and better their place within Audi – obviously with the support of the personnel depart- solutions to make jobs and families ment. There is often the need to ensure child care facilities are available, be- more compatible. This industry cause in Bavaria for example there is a deficit of day-care and nursery places. alliance has a membership of 1,000 On this first day, the psychologist always first draws an companies and 40 chambers of equilateral triangle on the board – symbolising the triangular relationship industry and commerce, including between family, company and the psyche. “Only if the needs of all parties in- the VW plant in Emden. volved are fully covered will long-term satisfaction be reached,” explains Ms. www.lokale-buendnisse-fuer- Schmidt. Neither the job, nor children and partner, nor one’s own person should familie.de be ignored or neglected. “If the psyche is forgotten, there is a risk of burnout; if the family is neglected, crises threaten; if the job is neglected, stress at work A broad range of child care options is pre-programmed.” The unavoidable fact is that returning to work after is offered to VW mothers and such a long period represents a high level of stress, which impacts on family fathers at all locations. The range life; it is something all persons should be fully aware of before their return. includes part-time working and This return to work does not mean back to the old work- tele-work, financial support for kin- place. Because that is either already occupied or perhaps no longer exists. A dergartens, help in finding day-care change-over from full-time to part-time working will also not always func- places as well as agreements with tion without investing some effort. Ms. Schmidt started a workshop to deal private day-care organisations. with questions of this ilk: “How can you make best use of past contacts?” www.vw-personal.de 51

Red carpet 50| for returnees Employees at Audi are entitled to take up to seven years leave after the birth of a child – with a job return guarantee. To make that return run as smoothly as possible,ese the company organises tailored “Job-and-Child-Programmes”.

Where do you want to work and how many hours?” be more goal-oriented and aware of their own interests. “Who will help looking after the children?” and, last Recently, because there were no part- but not least: “Where can you recharge your batteries?” time jobs available, three women proposed to the person- While one can practice IT or learn nel department that they could together take up and share about innovations in health and safety and in job organi- one full-time job. And it was only when she attended the

sation – some of the modules in the programme – those workshop that one woman realised she did not really want seeking to return also need to be aware (or made aware) to return to work. She now looks after the children of oth- of their personal needs. They attend six workshop days is ers whom she met during the programme. “If people are small groups over an eight-week period to learn how to creative, they will find the solution for any problem. And new networks can help – also later on at work,” is some- Family support Family thing Yvonne Schmidt knows from personal experience. The response and resonance to the “Job-and-Child-Programme” is positive - for the most part. “Those who genuinely take part learn above all a lot about themselves, their needs, their strengths, weaknesses. After the eight-week course everyone knows how and where they need to apply themselves.” Over the last three years, Ms. Schmidt has supervised nine workshops, each attended by 12 women returnees. The result: they now all have a place of Young women returning to work have the chance work. 80 per cent are working at Audi in to refresh their know-how and abilities. the part-time positions they requested.

3 5 | 2 Too much diversity 5 can be bad. It can also open up the world. But only if you know how to it.

exploite Exploiting diversity Exploiting

Sponsoring partner of Sommerlochfestival: Volkswagen Bank diversity management

Open sesame for male bastions: Encouraging mentoring It’s good to be different

What’s normal: colour of skin, place of origin, sexual preferences – customers and employees are simply no longer the same, they are different. Is this a problem? No, it’s an opportunity: Volkswagen Bank deliberatelyese makes use of this new diversity. And that is not (yet) normal in Germany.

unnar Lammers actually looks quite normal. He looks just how you would expect a 37 year old G bank employee working at the Volkswagen Bank call centre in Braunschweig to look: tidy, short hair, tie with Windsor knot, trust- worthy smile. And one other thing: Gunnar Lammers loves other men, lives together with his partner. Basically, a completely normal bank- er. At least at Volkswagen Bank. “Admittedly, some of my colleagues were slightly irritated when I arrived and made no secret of my homosexuality,” he remembers. “But I think only for the first five seconds or so. After that, I was one of the team,” says Gunnar, spokesman of Qeerdirekt, the group representing homosexuals and lesbian staff members of VW Bank in Braunschweig. This open attitude might not be that Flagship of Christopher Street Day Parade: VW Bank normal, it is also no coincidence. At VW Bank, homosex- accepts and promotes diversity of lifestyle – also because uality is everything other than a reason for discrimina- it makes economic sense. In 2004, the bank was voted tion. It is actually a respected and natural lifestyle, one of “Best Employer“ in a “Capital“ magazine competition. many. And should be considered no more different than the gay scene’s two-week “Sommerlochfestival”. Small wonder that the the that wonder Small “Sommerlochfestival”. two-week and scene’s Braunschweig gay in the Parade Day Street the Christopher is the it of particular, in sponsor – main events their les by support and preferred homosexuals magazines and in bians advertise deliberately to financial provider first the service also was it And VW reputation.” least, excellent at an scene, has now homosexual Bank the “In sure. is Lammers Gunnar that of customers.” as them acquire and employees these of communities the persons work as at appreciated more and lifestyles their better in can accepted feel who staff the from benefit to sity seeks and prejudice of terms ity not and the there is, is she act, to or have he they think way they way the the accepted is she where or only he feels experience: Management individual through each learnt Diversity have we of thing “One head Bank. VW Rupprecht, at Barbara explains it,” you gen name style, working age, education, or religion, culture race, orientation, sexual nationality, disability, der, to their equally of all applies with This respected be differences. should people that means it and rywhere It stated: Germany. to succinctly new be very can and different somewhat definitely concept; nel that maxim the adopted has It them. promote to steps extra takes it – choices lifestyle different accepts only not being or Catholic Muslim, European looking or Asian. More than this, the bank ral pod o m cmay sy Gna Lammers. Gunnar says company, my of proud” “really survey, ship reader magazine’s “Capital” in 2004” Employer “Best voted was Bank VW cmimn, nhsam n invto, epan M. Rupprecht. Ms. explains innovation,” and enthusiasm commitment, , . Also, and primarily, for its own gain, adds Barbara: “Firstly because because “Firstly Barbara: adds gain, own its for primarily, and Also, . reputationthe homosexual in scene xli ter potential their exploit beating all other participating banks participating other all beating VW Banknowhasanexcellent . And secondly, because the company can reach out to to out reach can company the because secondly, And .

At least in theory. And in practice? “Yes, this this “Yes, practice? in And theory. in least At in things at looking from away moved has Bank VW management Diversity ifrn i dfntl better definitely is Different and will perform better and and better perform will and the more diverse the staff, the better the staff, the diverse more the s h nm o ti person this of name the is space needed for creativ for needed space . I am am I . datgs f diver of advantages “iest i eve is “Diversity . idea works idea achieve achieve ,” ------. . Services AG Services Financial Volkwagen www.buendnis-toleranz.de encourage more to follow suit. majorof corporations is to hoped ing examples the of commitment Volkswagen. A brochure illustrat Brandenburg, and by is supported German Saxony of states and wing groups extremist in the successes right of the election ciation SMEs of in the wake of by the German assostarted discrimination” is an initiative against openly “Mittelstand www.vw-personal.de tions – up to dismissal. colleagues tough cansanc expect harasses, discriminates or mobs work are regulated. Anyone who cooperation with one another at fundamentals of fair and humane agreement is aworks work” at in partnership “Behaving www.vwfsag.de company.rental and the Europcar car ance service Leasing GmbH as well as an insur Bank and VW theincluded VW the FS AG 2006, million. of As is currently Euro total sheet 42 balance Its 5,200. of workforce a in with 35 countries is active It provider. financial car service est Group subsidiary, is Europe’s larg , established 1994 as a 1994 established

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Exploiting diversity 54|55 13.1 % of VW employees are oung women are generally better qualified than their female. This figure means VW male counterparts. They usually work harder as well. boasts the highest ratio of wom- Their earnings orientation has never been higher. They en in the car industry. As early as Y want children and careers. Never before has so much 1999, the joint works council and help been available in the form of equality officers and women‘s promo- management agreed on principles tion programmes. And yet – a look on the management floors, not only for women’s promotion. of corporations, shows that women continue to be extremely underrep- www.vw-personal.de resented. In Germany, not even 2 per cent of top managers are women. A real location disadvantage. Because it is a long proven Girls Day is a regular event at fact that a good workforce mix leads to higher productivity and is above all Volkswagen. Girls Day is an initia- more innovative than homogenic organisations; diversity happens to be bet- tive promoted by the BMBF and ter than monotony. “Companies cannot afford to continue to ignore the po- BMFSFJ. The objective is to give tential of women,” says Elisabeth Vogelheim, head of women’s promotion. girls a chance to find out about The open sesame for women into higher-level male bas- “male” jobs and help them make tions at Volkswagen can be expressed by the word “mentoring”. The idea is career decisions. straightforward: a talented young woman, the mentee, is given the help of a www.girls-day.de manager with many years of experience in both professional aspects and in the handling of conflicts – acting as a counsellor and trainer in equal parts. “Total E-quality“ An award presented to VW and Group companies on several occasions. Executive board members act This award is conferred by the as mentors for female high-flyers Total E-quality non-profit-making organisation to those companies This tandem solution to cope with the problem of “invis- offering men and women equality ible ceilings” – the term coined by sociologists for such invisible obstacles in vocational opportunities and blocking the career ladders of women – was started at the end of the 90s as development. This initiative is a joint project with the EU: NOW (New Opportunities for Women). Mentor- funded by the BMBF and BMFSFJ. ing has since evolved into a fixed element of VW’s personnel development www.total-e-quality.de activities. All plants are at it: mentoring is also a top priority. An executive board member acts as the personal sponsor for a group of women with Volkswagen first presented the high flying potential. Surely, the very best way of jump-starting a network. “Woman Driving Award“ in 2005. Susanne Dirksen is one of the first young women at This nation-wide competition Volkswagen to be considered worthy of taking part in a one year special pro- with a prize worth 10,000 Euro motion programme. Because line managers cannot be mentors, the depart- targets young female engineers. ment head of research and development was appointed as her mentor, her www. vw-personal.de protector. “Basically there was an independent person who helped me deal with difficult situations,” says a thankful Susanne Dirksen about her time as 7 5

Breaking through 56| invisible ceilings Women are still rare on industry’s management floors even after years of “equal opportunity policies”. Volkswagen adopted mentoring a few yearsese ago: experienced managers help talented young women. a mentee. Mentor and mentee met regularly. Susanne Dirksen is now a team leader for Audi product compliance in Auburn Hills, USA. She is no longer involved in NOW, but she is still in daily contact with her former mentor.

Mentoring is not the only tool in Volkswagen’s diversity management tool box. Another very useful item is the equality audit. This involves preparing a sys- tematic review of qualifications and potential opportunities for women in selected areas. On top of Exploiting diversity Exploiting this, every year the company ensures that at least 25 per cent of all trainees are female, so that over the long term, slowly but steadily, the number of female foremen and trainers is growing in real terms. Volkswagen has a 12.5 per cent ratio of women in management, which, while better than most other companies, particularly in the car industry, it is still a long way below the ambitious goal of Eu- Susanne Dirksen was once a mentee rope’s Number One car manufacturer: 30 per cent. The and is now team leader for product future of mentoring is – it would ap- compliance at Audi in the USA: “Someone pear – secure for many years ahead. who helped me in difficult situations.“

9 5

A warm welcome 58| to Europe! Let its peoples never become enemies again. A goal only achievable by integration on the basis of shared values. Europe Integrating

Exporting know-how and corporate culture: Volkswagen Group’s expansion eastwards

“We are unfolding our wings”: Volkswagen Poznan 12 locations in 5 countries The Volkswagen Group is active at 12 locations in five Eastern European countries. The largest plant, with a workforce of 24,000, is Mladá Boleslav near Prague that also doubles as Skoda headquarters. Kyasiny and Vrchlabi are located in the Czech Republic, too. In neighbouring Slovakia, Volkswagen has works at Bratislava and Martin, employing a total of 8,300 people. They Bratislava, Capital city of the Slovakian Republic, is a Volkswagen brand assemble the VW Polo, Golf, location. Models built here include the Polo, Golf and Touareg. Touareg, SEAT Ibiza and various gearbox components. The Polish hen the Iron Curtain came down, Volkswagen was plant at Polkowice has been quick to recognise the chances offered in the former producing diesel engines since Eastern Bloc states. Recognise and use: the Group has 1998. The Poznan plant, also in W invested more than seven billion Euro in the last 15 Poland, produces vehicles like years in technology, infrastructure and knowledge transfer. The Group the VW Transporter, VW Caddy now employs around 50,000 people in 12 locations in Poland, Hunga- plus various special models and ry, the Czech Republic and Slovakia, and in the not too distant future, components. The Polish Group these plants will together produce more than one million cars per annum. companies VW Motor Polska, This early circumspection has been very worthwhile. “Our VW Poznan, VW Elektro Systemy market share in the new EU member states is now a good 30 percent. This and Sitech provide nearly 11,000 excellent positioning is primarily due to Volkswagen committing itself at a jobs. In Bosnia-Herzogovina, to very early stage. A commitment honoured by customers: We definitely have be more exact in Sarajevo, 300 the best image,” sums up Michael Ulbricht, Group officer for Eastern Europe. people work assembling Škoda, A reputation that is fully justified. Not only because VW Volkswagen and Audi cars. Audi offers people training, work and chances for betterment. “The effects of has also operated a plant at Györ our Eastern European commitment reach much further,” says Volkswagen in Hungary since 1993, producing AG CEO Bernd Pischetsrieder. “We also export know-how, environmental engines for premium class cars, protection and a corporate culture based on partnership. In real terms: the as well as the Audi TT Coupé and same social and environmental standards as apply in Wolfsburg also ap- Roadster. Györ has some 5,100 ply in Bratislava. As a socially responsible corporation, Volkswagen seeks, employees. also, and especially in the countries of Central Europe, to marry sustain- 61

“Social responsibility is 60| part of our investment”

Volkswagen does more than simply exploit cost advantages in Central Europe. The Group exports its know-how together with its high environmental and social standards. Europe’s Number One car manufacturerese is making massive contributions to the integration of the new Europe. able development prospects for both the company and the people. In the process, Volkswagen is making a contribution towards the integration and cohe- sion of Europe which should not be underestimated.”

“Our understanding of social responsibility has always been part of our investment strategy,” comments Eastern Europe officer, Michael Ulbricht. One more reason why the employees’ representatives have always been fully involved in each step taken towards the East. A fact which contradicts the Integrating Europe Integrating fear that each new job in the new EU member states threatens jobs in Germany. “The driving force behind or commitment was, and remains, improving the Group’s international competitiveness. A move which also benefits jobs in Germany,” emphasises Mr Ulbricht, under- pinning his arguments with facts: over the last ten years the Group’s workforce has also risen in Germany, from 150,000 to over 177,000. Job displacement is a myth; The Bratislava plant delivers excellent quality and VW’s workforce has grown both in Germany and abroad is now well established as a key location in the VW in equal amounts, in actual figures by Group’s global development and 12 per cent each in the last five years. production network. „We are unfolding our wings“ Processes, people, projects: An evolution initiated by the employees themselves is transforming the former Poznan assembly plant into a complete car factory, into a motor driving jobs and regional development.

olkswagen has been mobilising propriate motto: “We are unfolding our wings”. In the the faith of employees in their early phase, the focus was on establishing the kinds of own capabilities for a number of processes and structures needed to turn a pure assem- V years now: in their inventiveness, bly plant into a complete car factory. In 2005 the focal their strength of character, their will – characteristics point of project activities realigned on the staff them- which have helped mankind overcome many hurdles selves and the development of their supradisciplinary and achieve many things, including flying. This un- skills. More than 100 co-workers voluntarily participat- doubtedly mammoth project has been given an ap- ed in various sub-projects (“adoption and delegation of responsibility”, “health promotion at VW Poznan”). The results were discussed at a large group event attended by some 650 staff, and followed up by individual projects in seven “action-weeks”. During this period the management provided an ongoing flow of information to the staff detailing project progress and also brought more staff members on board. By autumn 2005 the plant was ready for phase three of the transformation. Under the motto “Unfolding wings – shaping the future”, the current phase involves developing sector- specific strategies with the goal of securing the future Assembly line at the Poznan commercial vehicle of the location in terms of competitiveness and jobs. plant: Volkswagen has invested heavily in people. The Volkswagen Poznan Plant plant fly higher than its competitors, only time will tell. will time only competitors, its than higher fly plant the helps also this not or Whether changes. about hopefully bring to attitudes, and mindsets conventional of shake-up a in volved and market European the from arising as challenges new face to ready and fit people keeping of managers. to access instant di have staff located mean lines offices production along transparent rectly – structure helps design corporate plant open The em this underpin of levels. opinions management and senior top-down at voices heard the weekly are that inployees ensure informed to have people also their they sessions; keep motiva managers and Line imagination people’s tion. fire helps employees, motivate helps human capital financial are support. This offered is how VW Poznan not only its strengthens staff members seeking to gain qualifications by studying, also as postgraduates, tra-curricular training, as well as English and German language courses. Those arrival. Young members staff are a offered broad palette of vocational and ex the also is it ma investors, the of jor one compo only not is fixed It itself. a town the into and society plant civil both of the nent turned has the spirit and cooperative au This companies municipal media. inhabitants, with example organisations, for environmental – thorities, areas surrounding its with dialogue area. the in facilities locate to partners more encourage to organised are es supplierconferenc Component providers. service logistics at including those T5Transporter,the and Caddy the of started production Since Wolfsburg. in project Autovision the to way similar a in region the for opportunities opening is which - Poland in city est trainment in motion a set has it all, after region, the of support the on rely can it knows “Line Managerskeeptheir people but but also enhances the employment capacities of its employees. The lively atmosphere of of atmosphere lively The its since minds people‘s in investing been Poznanhas VW invite to Poznan Volkswagen at priority top a is It vn fe te rnfrain s vr te ak remains task the over, is transformation the after Even informed inweeklysessions” in Poznan – with its 600,000 inhabitants, the fifth larg in Poznan the inhabitants, fifth – 600,000 with its global competition global ags employer largest more than 1,000 new jobs new 1,000 than more . VW is currently, successfully, in successfully, currently, is VW . n h tw ad h region. the and town the in internal communications communications internal have been created, created, been have develop ------Volkswagen Poznan was created created was Poznan Volkswagen PoznanVolkswagen www.volkswagen.pl exporter. largest second- Poland’s is plant Poznan Volkswagen’s mean figures These alloy. aluminium of made casings steering and heads der cylin modules, manifold inlet - network production Group’s the into components million 4.5 further a delivered and vehicles 156,000 than less no produced staff 6,900 the 2005, In day. every line production the off roll vehicles 625 exception. without almost capacity full at working been has plant the then, Since models. T5Transporter the and Caddy the of production series of start the undoubtedly was date to developments of highlight The standards. social and environmental quality, pean Euro Western with compliant fully factory, car modern a into facility assembly pure a from evolved Poland), (Greater polska Wielko Woiwodschaft of centre the in located plant, the period, short very a Within subsidiary. Group % 100 a became it 1996 In manufacturer. car Polish a pan, Tar with Group Volkswagen the of venture joint a from 1993 in - - - -

Intergrating Europe 62|63

5 6 | 4

Critics of 6 globalisation only ever offer different interpretations, the vital task is to shape haping globalisation globalisation. S

Homes, food, education: Street children project “An hour for the future” Enjoyment and aid: Fair coffee in works canteens

The green contract: The sustainability project in the supplier chain

Wolfsburgers help the world: Volkswagen’s environmental sponsors Surviving the drought: The people’s pump of Brazil

First the soul, then the school: Terre des hommes flood relief project in India

Ticket to job: Education and training institute in South Africa

Checks and campaigns: Health test in Puebla hen Andréia dos Santos first arrived at the “Gotas de Below the poverty line, some 20 Flor con Amor” she was undernourished and weak. percent of Mexico’s 97 million She quickly recovered, went to school and was of- population live below the poverty W fered an apprenticeship in a company. The company line. 11 million children work to was so pleased that it also financed a university course in law: Andréia help families survive. Mexico City dos Santos has made it. She now has qualifications and a full-time job. has an estimated 30,000 children Like many other children from the Favelas of Sao Paulo, on its streets. 7 million children Andréia used to live on the street, confronted by violence and poverty eve- live on the streets of Brazil’s cities. ryday. The “Gotas de Flor con Amor” project provides 300 children and ju- 1.3 million children do not go to veniles with one warm meal a day. It also offers regular school attendance, school, 3 million children under 14 with older children taking part in foundation and literacy classes. The or- are forced to work. ganisation also tries to answer all questions relating to violence and sexual- www.eine-welt-info.de. ity, as well as offering help in jobs and vocational orientation. Andréia is now an example for many other children and juveniles in the Brooklyn Novo terre des hommes was founded neighbourhood of Sao Paulo, other kids who regularly visit “Gotas de Flor”. in Stuttgart in 1967 and sponsors more than 400 relief projects in 26 countries across the world. “Please invest what www.tdh.de. you earn in an hour!” “Fundacao Volkswagen” is a char- In 2004 Volkswagen made a donation of Euro 32,500 ity set up in 1979 to help socially to the project from its “An hour for the future” initiative. VW’s joint and disadvantaged school children group works council started this campaign in 1999. “Please invest the earn- in Brazil. Since then more than ings from one hour of work in the future of the children of the world,” was 30,000 children and juveniles have the earnest plea to the workforce. Many VW employees in plants through- benefited from the education pro- out the world took the message to heart and continue today to make grammes. Disadvantaged students regular contributions. Some VW staff members donate their bonus pay- also receive scholarships to study ments, or organise collections at, for example, silver wedding anniversa- at eight universities in the country. ries. School classes and sports clubs play their part and made donations www.vw.com.br – the snowball principle at its very best. By the end of 2004, an amazing five and a half million Euro had been collected to help children in poverty. start social is an initiative to en- Volkswagen uses this money – in partnership with the fa- courage people to take up honorary mous “terre des hommes” charity organisation – to sponsor projects in Brazil, posts in Germany. Audi employees Argentina, Mexico and South Africa, and recently even children living on the have been participating in the streets of Germany. start social programme initiated by Like Paul. Paul is 17. Visibly shivering in the cold, he ap- McKinsey for several years now. proaches the minibus marked “Karuna e. V.” in Berlin’s Kreuzberg district. www.startsocial.de 7 6

Relief according to 66| the snowball principle

If everyone gives a little, many can be helped a lot. This is the principle of the “An hour for the future” project to help children living on the street, wherever they are in theese world.

“They stole my shoes last night,” he says. His feet are ployees via their “One hour for the future” collection. covered with colourful wooden socks wrapped in plas- According to the office for ju- tic bags to keep them dry. He is grateful for a bowl of venile affairs, up to 3,000 children and juveniles warm soup. “Maybe we can find another pair of shoes,” live on the streets of Berlin. Many are drugs de- says the helper. The Karuna relief organisation is one of pendent and pay scant attention to health. Edu- several German initiatives receiving aid from VW em- cation is important, so that they know how they can protect themselves against hepatitis and HIV. Children on the streets of South

Africa are even worse off. Most of them are Aids or- globalisation phans, the majority are also HIV positive. “Many of these children do not even have a birth certificate, are Shaping not officially registered,” points out Magdalena Brun- ing of the Volkswagen joint works council. To help these children, it was first of all necessary to qualify staff, network local initiatives, and integrate local agencies. A van was also needed for moving the sick and transporting materials. Last year 85,000 Euro were donated to the “Save the Children” forum, an organisation working together with the Volkswagen Community Trust, a registered charity. Once the pilot project got underway, Street children in Brazil are happy to have a roof over it received many enquiries from their heads and food thanks to VW’s welfare project. other cities and regions of South. Fair Week is a nation-wide cam- dgar’s night is over at 5 in the morning. Within the hour, paign in which the Volkswagen AG the 57 year old Costa Rican is already making his way to his also participates every year. During coffee field. If he’s not harvesting, he’s fertilising, or weed- Fair Week, staff are presented E ing or liberating his plants from insects and pests. Edgar with a wealth of information usually returns to his wife and seven children from his labours in the field at about the philosophy of transfair around 16.00. But his working day is by no means over. He still has to feed the and the products of fairtrading. animals, collect firewood. This long and hard day‘s labour is accepted by Edgar www.faire-woche.de as the only way to provide his seven children with a better future: “I want them to be well educated and I want them to have a choice in what they do.” Transfair is an independent Edgar is a coffee grower who receives support from the initiative, which does no trading Coopeldos Cooperative. Since he became a member he has been able to sell itself, but provides a quality mark 30 – 40 percent of his harvest via the fairtrade market. The additional earnings for products which are fairtraded available from fairtrade make the difference, enabling Edgarese to send all of his based on corresponding licence children to school. Two of them get direct financial support from the coopera- agreements. The criteria for Fair- tive for their education. One of his sons has just completed his medical studies. trade comply with the standards set down by the Fairtrade Labelling The range of fairtrade products Organisation International (FLO). has continously expanded www.fairtrade.net Without help from the cooperative, the farmers in Edgar’s 350 farmers’ cooperatives and village would struggle to even cultivate their fields. The prices on the world‘s plantations in 49 countries of coffee markets have fallen drastically. Edgar’s worry is that prices might contin- Africa, Asia and Latin America ue to plummet and prevent him from paying off his debts. Therefore, his appeal benefit from fairtrade with to coffee drinkers throughout the world is simple: “Drink more Fair Coffee!” the Transfair mark. Around one Something which is actually not that simple at Volkswa- million farmers and agricultural gen. VW employees were first introduced to fairtrade products in 1999. workers are helped to earn the According to Klaus Schneck, of the Volkswagen AG works council, the “ob- minimum they need for existence vious move was to create our own VW coffee, after all, we already had a and survival. VW Currywurst and VW Ketchup.” Since that time, some 180,000 pack- www.transfair.org ages of the fair waker-upper have been sold between Kassel and Emden. The range of products available via fairtrade has continuously expanded. Works restaurants and self-service shops now also sell fairtrade tea, orange juice, biscuits, sesame bars and even footballs. “These products are generally slightly more expensive, but consumers know they have a product which not only satis- fies all social criteria, but is also superior in quality and flavour,” says Wolfgang Neumann, responsible for catering and sales procurement. since 1992 for products traded according to fixed and fixed to according traded products available for 1992 mark, since fairtrade Transfair the with marked well-being. and health own their for time same the producers the of istence in there both is good, doing fairtraded fore been has Anyone which the food fertilisers. without buys and who achieved insecticides part, artificial of most use the for is, ucts il ue f h environment.“ the of use sible ity an only “Buying not is example. fairtrade from this products follow will companies more intermediaries. any without gepa, from directly prod ucts fairtraded its sources also Volkswagen sation. like the Companies with organisation. agreements non-profit-making Transfair licence com entered different have 70 panies Some conditions. and terms fair i i as a otiuin oad a oe respon more a towards contribution a also is it , ea mbH gepa

l pout ofrd y W are VW by offered products All prod fairtrade of production The Klaus Schneck hopes that in the future many future the in that hopes Schneck Klaus Erp’ lret arrdn organi fairtrading largest Europe’s , Volkswagen isactively involved. onlywithblackbeans. Not many benefits. Above allfor smalloverseas producers. and their families and at at and families their and epn t spot h ex the support to helping Think globally, fairly – act Transfair coffee offers c o solidar of act Great flavour, what areliefwhat ------Volkswagen has hadfairtrade coffee the company also takes part in the in the companytakes also part on itsmenusince 1999. Every year, “Fair week” awareness campaign.

Shaping globalisation 68|69 Suppliers are given a development mandate

Suppliers are expected to not only deliver high quality pre-products, but also guarantee environmental protection and safety at work.

ince the 90s, environmental protec- globalisation, and we want it to be compliant with tion has taken on a key role in the our ethical goals,“ explains Dr. Mesterharm, “and so dialogue between Volkswagen and it is crucial for all of our suppliers to play their part.” S its many suppliers. To date, some Dr. Mesterharm spent two years 140 workshops and seminars have been organised to inform interested companies throughout Europe of standards as they apply both to VW products and to Volkswagen itself, world-wide. Representatives from a total of 12,000 companies have been brought up to speed in issues like the EC eco-audit, recycling, material balances and the International Material Data System, IMDS. While emulation was welcomed, it was by no means obligatory: “The compulsory conditions as they apply to our suppliers have so far been limited to the products we buy,” explains Dr. Michael Mesterharm, Group environmental strategist. Volkswagen has decided to go one large step further and extend the scope to include production and location conditions: in the future, every supplier throughout the world must proffer a declaration that he operates environmentally, com- plies with health and safety regulations and seeks Sustainability in the supply chain is to establish social fairness in his facilities. “We want one of Volkswagen AG’s strategic objectives. working in close cooperation with scientist at the university of Oldenburg, “We feel responsible – integrated drafting and revising the details of sustainability management for the supplier environmental protection in the 71 chain. On many occasions, all corporate stakeholders convened at a round ta- supplier chain.” This is the title of

ble to discuss the road map for global standardisation of terms and conditions. a series of seminars on the topic 70| The new “etiquette catalogue” sets down rules for those of dialogue with supplier organi- suppliers who fail or cannot yet meet one or other of the hurdles. A circle sations organised by VW Coach- of Volkswagen experts will then “develop and discuss and finally agree on ing on behalf of the procurement suggestions for improvements at and with the supplier”. The basic principle department. is one of help rather than punishment. It would benefit nobody if Volkswa- www.volkswagen-coaching.de gen simply cancelled a contract – and local deficiencies stayed unchanged. “Responsibility at Volkswagen means supporting its suppliers and helping An annual eco prize for suppliers them along the path to reach the goal,” is Dr. Mesterharm’s standpoint. has been awarded by AUDI HUN- GARIA MOTOR Kftese since 2003. The Volkswagen’s stipulation catalogue as it applies to suppliers prize honours companies with around the world is oriented along the following criteria: particularly environmentally- • Introduction of environmental management regulations friendly production. • Introduction of and compliance with Volkswagen standards for health and safety www.audi.com • Core labour standards of the International Labour Organisation (ILO) like no child labour or forced labour, freedom to form unions and hold International Labour Organisation meetings, prohibition of discrimination etc. (ILO) is a special UN organisation

established in 1919. 178 member Most suppliers will undoubtedly already find the lights are states are represented in the set to green. Producers in industrialised countries already comply with com- organs of the ILO by government parable legal and statutory requirements. Long-term suppliers based in Brazil representatives as well as social

and Argentina long ago adopted the valid standards and requirements of Eu- partners. ing globalisation rope‘s leading car manufacturer. “On the other hand, our demands and require- www.ilo.org Shap ments need time to influence new partners, especially small and medium- sized enterprises in threshold and developing countries,” says Dr. Mesterharm. 25 Best Suppliers receive the VW United Nation surveys have shown that any improve- Group Award in five categories ments in the environmental and working conditions of companies in de- – development competence, prod- veloping countries almost without exception lead to real improvements uct quality, logistics, corporate to productivity and quality. In effect, a supplier capable of meeting achievements, and environmental Volkswagen‘s requirements has thoroughly reviewed his entire produc- protection. The environmental tion process, has eradicated any interference factors; is more produc- prize is awarded depending upon tive and more reliable in order to satisfy a key account. According to proof of effective management Dr. Michael Mesterharm, “that surely is precisely what systems. www.volkswagen- is known as the classic sustainability perspective.” nachhaltigkeit.de Recycling rinsing water

Environmental standards within the VW Group are high and the same everywhere. Eight sponsors in Wolfsburg support experts

r. Christiane von Finckenstein-Wang if a “regional conference” is scheduled in Changchun speaks fluent Chinese. She spent or Shanghai to discuss how much funding which envi- three years studying in China and a ronmental project will receive, or if colleagues based in D further three years at Volkswagen’s China, and responsible for practical environmental pro- liaison office in Peking. In 1996 she took up her post in tection at Chinese locations, travel to training courses Group environmental planning in Wolfsburg. It seemed in Germany or the plants are being upgraded in the a very natural step when she – five years ago – took on course of ISO 14001 certification: Christiane von Finck- the role of environmental sponsor for the VW locations enstein is always involved, sending invitations, train- in Changchun and Shanghai. Environmental sponsors ing and keeping things moving. She bows as a gesture are how Volkswagen refers to those persons respon- of courtesy. “Without the commitment of our Chinese sible for supervising colleagues, even the most ambitious environmental plants outside Europe. campaign would only be a paper tiger,” she points out. They are tasked with The company resolved its three-year stimulating, bringing to plans long ago, they are already being implemented life the global scope of point for point in Changchun and Shanghai. Some exam- the high environmental ples: the rinsing water from the paint shops is treated so standards within the that it can be recycled and reused several times; waste Group. A very strenu- water is treated and cleaned and returned into the water ous job for the eight supply; that soil and groundwater are suitably protect- sponsors based in ed during planning, operation and shut-down of plant. Wolfsburg. Especially Volkswagen does this not only for the environment, or so for Christiane von to conserve resources. It also makes economic sense. Finkenstein. Volkswa- As Dr. Christiane Finckenstein-Wang gen is a joint venture also knows, Chinese environmental laws are now equal Dr. Christiane von Finckenstein- partner in China and to the “highest international standards”. Some back- Wang, environmental sponsor does not have sole pow- ground on this: In the wake of the economy‘s dynamic for the works in China ers. Be that as it may: growth, pollution of air and water has quickly worsened and waste tips have grown apace. The problem is ex- More information about environmental management acerbated by massive shortages of water and power. is available from Volkswagen Group Sustainability Report Reasons enough for adopting a more frugal approach. 2005/2006 “Moving Generations”. This report is available 73

Not only for cost reasons. “If we from Volkswagen AG, environment and HSE, Post Box 72| are not conservative with power,” explains Dr. Chris- 011/17743, 38436 Wolfsburg or on tiane von Finckenstein-Wang, “things not only be- www.volkswagen-nachhaltigkeit.de. come expensive, there is also the risk of production More information is also available in the Skoda sustain- shut-downs”: which would not ability report at www.skoda-auto.com and the AUDI AG suit this particular sponsor at all. environmental report on www.audi.com. Saving lives with esethe Bomba d’Agua Popular

The last drought lasted years and caused a million deaths in northeast Brazil. And the next drought is coming shortly. Volkswagen sponsors the Misereor “Surviving the drought”

project – turning the people’s pump into reality. ing globalisation Shap t is so dry in North-eastern Brazil arid wastelands. The only survival choice, for those who that “even the goats die of thirst”, can afford it, is to go far, far away, to a city. During the dry says Lauro Alcantara. And these ani- periods, the slums grow and multiply. The next drought I mals really are “very modest drink- has just started, and could last until 2010, or even longer. ers”. Lauro Alcantara grew up in Brazil. He is now re- But this time, things might be dif- sponsible at Volkswagen for the South American region. ferent. The vicious cycle, which gains pace during the This is a catastrophe that comes on drought, and ends in death or squalor in some city a 20 to 30 year cycle, each time leaving behind many hu- slum, is something which Misereor is trying, with man victims: there is no rain, not even in winter. Some- Volkswagen sponsorship, to break with an initiative times the drought lasts for five years. By then there is not entitled “Surviving the drought”. The people’s pump only no drinking water, the fields have also turned into is called the “Volanta“. Its mission is to provide water supplies even in Brazil’s arid regions. “We were look- d’Agua Popular. There is enough money now to buy ing for a simple mechanical pump; series produc- the tools and build the first 200 pumps. Local organi- tion commenced in August,” explains Mr Alcantra. sations will decide on the locations of the first pumps. Working together with Misereor, The Volanta design was chosen be- the Catholic Church in Wolfsburg, the IG Metall union cause this pump needs no motors and is simple enough and local organisations in Brazil, the first stage of the to be operated and understood by anybody. The fin- plan is to provide 1,000 communities with a Bomba ishing touches to the design prototype were made by Volkswagen in Wolfsburg, based on the initial design of a Dutch development aid worker – followed by a global search for the lowest cost suppliers for the individual components. “Raw materials and pump components are actually sourced in Brazil, and assembly is also a local operation,” says Lauro Alcantara. So this project will not only be pumping water, it is also delivering jobs. Many years ago, ambitious explor- ers drilled deep into the earth of Brazil’s northeastern regions in their search for “black gold”. They did not find any oil. But those fruitless efforts might now turn out

The search for oil long ago could be a lucky break

to be good luck after all for the region’s future. Because the holes drilled then can now be used to pump water. This is a region which does not have electricity everywhere, the costs for drilling new wells would be simply unrealistic. Especially since the water is encountered at depths of 30-60 metres. Once the first 1,000 pumps have been distributed to the rural communities, they will produce water for around 250,000 people. Maybe that will be enough to convince the Brazilian government to include the Volanta in its “Zero Hunger” project, and finance the remaining people‘s pumps. 30,000 pumps at a unit price of around Euro 2,000 including Water for poor local communities in Brazil, pumped assembly and training – not a high by the Bomba d’Agua Popular, the people’s water pump. price to save millions of human lives. 75

It’s time for 74| school, Kalari!

The Tsunami was followed by a world-wide wave of aid. VW is providing relief to traumatised children in Andrah Pradesh – long-termese relief. alari’s childhood ended suddenly become adults – not only fishermen’s children, but and dramatically on the 2nd day also children of traders. Their future depends on of Christmas 2004, when the mas- whether they can be encouraged to leave the fields, K sive flood wave hit land. Kalari is 12 the factories and the households and return to the years old, she does not go to school anymore: she has classroom. “terre des hommes” has started a major to help her family. She spends many hours in the sun, programme aimed at giving the children in the devas- her head covered by the tip of her sari, picking pea- tated villages an education, and hence a new future. nuts. Kalari is paid according to quantity – she can earn Volkswagen is a donor to “New up to 50 Rupees a day, the equivalent of 40 Eurocents. chances after the flood”, giving an initial donation of Her father was a fisherman. But one million Euro. The workforce has itself collected Euro he has not been out to sea since the Tsunami arrived – the giant wave destroyed his boat and tore ing globalisation away his nets. It basically destroyed the existence Shap of many fishing families in the villages. The only piece of good luck was that these inhabitants of the state of Andrah Pradesh, on India‘s eastern coast, have their homes several hundred metres inland, so that at least their houses survived the onslaught. Even those fishermen whose equipment was not damaged are fighting for survival. Because hardly anyone enjoys eating sea- food anymore. People think the fishermen are bringing the dead back in their nets. As fish. The future of the children depends Many children had to suddenly on their being brought back to school. 600,000. “A total of eight schools is being rebuilt, the along the coast will be repaired with VW sponsorship. first of which has already been inaugurated,” explains The re-schooling campaign started in spring. And got off Peter Mucke, director of terre des hommes. Another 24 to a dynamic start. New teachers are giving crash cours- schools are being renovated. It is hoped that this work es in which children can catch up on lost work. There is will provide the facilities in which 4,400 children can re- a great deal of convincing and persuasion to be done – ceive pre-school and primary school education. The pro- amongst parents to encourage them to send their chil- gramme also includes the further training of teachers and dren back to school. To give back to those children some of providing traumatised children with psychological coun- the childhood washed away with the selling. Finally, the hurricane protection fortifications water. Perhaps even Kalari’s as well.

Health service, 24 hours a day, 365 days a year

Volkswagen de Mexico has an exemplary medical services organisation in place, moving it closer to being the “safe factory”.

he health of VW employees is not but also extremely high standards of safety at the only important for economic rea- workplace. Regular rounds are made of the plant, sons. The example of Volkswagen where great emphasis is placed on good ergonomics T de México demonstrates how seri- and good working conditions. For example, in areas ously medical care is taken also for social and humani- where metal is processed, like the foundry, all staff tarian reasons: the 16,000 employees at the Puebla members are equipped with individual safety goggles plant can depend on this medical service. “The health – and their vision is also checked. “Prevention meas- of staff has top priority. We provide a medical service ures also include our regular health checks and vacci- on 365 days of the year – and 24 hours of each day,“ nation campaigns,“ says Dr. Max Robles. The medical says doctor in charge, Dr. Manual Max Robles Ortega. department of Volkwagen de Mexico also operates The 15 head team at the health a software system to aid the management of all rel- centre ensures not only free basic medical services evant health data of each individual staff member. The Volkswagen doctors are also responsible and committed to providing full explana- tions of general health risks. Any staff members with 77 high blood pressure, cholesterol or diabetic problems 76| are offered counselling in dealing with obesity and diabetes. In order to raise levels of self-responsibility, trainees are particularly sensitised towards health risks by way of informative discussions and talks – for example touching on issues like proper nutrition, dan- gers of addiction and family planning methods.“ Our approach of proactive controls is noticeably helping in reducing the risk of accidents at the place of work,“ says Dr. Robles. This medical practitioner has the ambi- ese tion of including suppliers into this high quality health system. “It is a long path, but if we are successful we will have turned our factory into a VW employees in Puebla benefit model for the whole of Mexico.“ from an excellent medical service.

Knowledge is the key

Five years ago, VW of South Africa opened up its in-house ing globalisation Education and Training Division to external customers. Shap The autonomous ETI institute on the Eastern Cape has evolved into a top ranking provider of further and continuing education.

itenhage, the site of Volkswagen’s ing on earnings from micro-commerce. The reason for plant in the Eastern Cape prov- this situation: lack of opportunity and deficient voca- ince, has an unemployment rate tional training. Volkswagen of South Africa (VWSA) is, U of almost 40 percent. Many of the together with its suppliers, the key industry in the re- inhabitants are not included in the official statistics gion. The obvious choice was to give people here the because they are just able to support their families, liv- chance to start a career by giving them an education! This was the motivation behind VW- as UDDI, the Uitenhage Despatch Development Initia- SAs Education and Training Division – which for 20 years tive. This has a similar mission to AutoVision in Wolfs- has helped train up VW employees ready for the job – de- burg, i.e. to attract more companies into the region and cision to open its services to other third party organisa- give people here the chance of getting qualifications and tions, and its doors to people currently without hope or work. “In a rapidly changing world, it is important that prospects. Primary school children can attend courses in people have the opportunity to get on the winning track. reading, writing and ‘rithmetic, juveniles can attend vo- This can only be based on good education – it is a worth- cational qualification programmes or take a computer while investment,” says Leon de Klerk, general manager course. High school graduates can apply for a place on a of ETI. The institute, which also has an assessment cen- graduate trainee programme. Two thirds of the 30 plac- tre, offers wide-ranging courses, including, technology, es available per annum are reserved for black graduates. The best participants of the 18 month intensive course Ticket into the world of can look forward to full-time jobs with Volkswagen. The Education and Training Institute work for 800 unemployed (ETI) works within a network of regional initiatives, such production, assembly, finance and data processing, personnel development, management development. The ETI has gained an excellent reputation thanks to modern teaching methods and teaching content – a reputation not only on the Eastern Cape but also in the whole of South Africa. The client base now includes 120 external companies and agencies which are happy to send their staff to Uitenhage. It was definitely no coincidence that the ministry of employment in Johan- nesburg selected Volkswagen and the ETI as two of the companies setting the national benchmarks for professional training standards in South Africa. During 2004, 170 full-time trainers provided further and continuing education to a total of 51,000 school students, technicians, craftsmen, engineers and junior managers from a wide spectrum of professions and vocations. Only some 1,000 participants per month come from Volkswagen itself. Thanks to the cooperation of ETI, the government and the UDDI, 800 Excellent vocational training is the hallmark of unemployed people were able to pick the Volkswagen funded ETI institute in Uitenhage. up a ticket into the world of work. ese

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Yesterday we would 80 simply cut down anything standing in our way. Today we want to preserve nature while we build. Preserving nature Preserving

Living lawn mower: The “Auerochs in the Ilkerbruchwiesen” project New home Cerrado The Cerrado woodland-savanna of Central Brazil is one of the continent‘s most threatened natural habitats. What was once a wooded savanna offering homes to many species of flora and fauna is now covered by eucalyp- tus plantations for the production of cellulose and paper. An area of nature protection is now being established near Volkswagen’s São Carlos plant to reintroduce the original vegetation of the One of 16 auerochs grazing all year round Cerrado. This project involves the meadows between Wolfsburg and Gifhorn planting a total of 63 species of trees and shrubs on an area of here are they then? The view is across a wide area of flat 140,000 sqm. To be able to grow, meadowland – suddenly two massive horns come into these seedlings need care over a sight. Quickly followed by a massive black-brown body longer time period: ants have to W – an auerochs. This beast is the ancestor of most of our be repelled, fertiliser applied. “It modern cattle and became extinct in the 17th century. Reverse breeding has will take several years for the res- now brought the “bos primigenus” back to life. 16 of these impressive crea- ervation to regenerate. Then we tures are now on the hoof in their new home at the Ilkerbruchwiesen mead- will see again those species of ani- ows between Wolfsburg and Gifhorn – thanks to a Volkswagen AG project. mals displaced from other areas,” This “model change” of the most unusual kind was trig- says Marco Lima, environmental gered by a plant expansion programme. According to the laws of Lower Saxony, protection officer at VW do Brazil. any person who destroys nature must undertake “biotope enhancing meas- Animals like the maned wolf and ures” at some other location. Thus began the “auerochs in the Ilkerbruchwi- marsh deer, giant anteater and esen” project. VW’s environmental department collaborated with the city of puma. The ecological park in São Wolfsburg, NABU and the “White stork officer” and came up with a “concept Carlos is also playing its part in for optimal development of green landscapes” in areas previously dedicated saving these endangered species. to agriculture. The concept was to recreate a “semi-open meadow landscape” Volkswagen is a long-term part- suitable for providing endangered bird and plant species with habitats. The ner of this organisation. trump card is the auerochs: these tough beasts are going to act like living www.volkswagen.com.br lawn mowers, making the need for human landscape gardeners superfluous. This exciting idea has now actually become reality. VW ing an open invitation to birds, horses and cattle to bathe, good all-around vistas provide – soon to including sand created banks offer been have mounts viewing paved coexist species two These wild. the in of tarpans horses, konics, are now free to roam. These The auerochs have also been joined by others – four small summer. last area the through and around opened was food. no provides nature when occasions those for built also was hayrack A project. protection nature this than less no injected boards. company The information public up tree put and as well hedges as plant stands, slopes, flatten fences, erect offering areas introduce to necessary was It Volkswagen. at project the for ble responsi Röttcher, Joachim says results,” real wanted we of around, play to want not did “We contiguous: them most – countryside of hectares 40 some acquired A small rapids has been created by moving the banks of a the summer. winter forgotten. of has The cold been not offering trees birch of stands of soon quite peacefully, says Joachim Röttcher. Three Three Röttcher. Joachim says peacefully, quite are strong and robust and ideally suited to life Volkswagen letsauerochs andkonics graze inwildcoexistence. A model change of the most unusual kind has taken unusual kindhas place the most A modelchangeof

A well A in Wolfsburg inkeeping Agendathe principlesof 21: with dry cover in winter in cover dry s ignposted educational walk educational ignposted , the bison and the horse the and bison the , Euro 750,000 750,000 Euro pleasant shade pleasant descendants descendants , dig ponds, ponds, dig , lawn mower into into in - - , ultimately be down to Mother Nature. willturnsout all it howExactly end. erbruch meadows are still basically a project with an open cur “extra and an kindergartens. schools ricularlearning” for of place form to terrain the upgrade to is tion sugges Another hectares. 100 cover to project the ing expand of idea the forward put have Volkswagen at the how on discussion under already are Today,plans frogs. fat many the on snacking of thought the by attracted by, come to pleased too only are storks white while tors, visi frequent are geese Grey again. spotted been have slaughter the cattle and to allowed is he return In damaged. is fence a or ill falls ers. The Joachim Röttcher to quell the fears of worried animal lov says open,” ice the break and come will Bendlin farmer 20°C, minus of temperatures in up “freeze to actually be available even in times of frost. And if the brook were stream closer together, ensuring that water to drink will meadows of the Aller river Aller the of meadows nature farmer farmer from Sülfeld can be given more room to spread out in out spread to room more given be can Notwithstanding these plans, the Ilk Even sell sell the high quality organic meat meadow meadow pipits and bluethroats Living is also in charge if an animal . Environmental activists activists Environmental . ------.

Preserving nature 82|83

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Anyone turning 84 his nose to the wind will be aware of the changing climate. People can either shut their eyes. Or work to protect it. protection Climate

Looking after the environment and the money in your pocket: “Drive and save” trainings organised by VW and NABU

A fuel farm: The SunFuel strategy “Use the engine’s fuel cut-off system!” Over the last four years, VW and NABU have organised a large number of free fuel-saving training sessions throughout Germany. Looking ahead and thinking ahead when driving can not only protect the environmentese and the climate, but also save the money in your pocket and your nerves.

tto Schumacher really did think he gen-Golf – a road course via Jagstrot through Bühlertal knew all there was to know about and Cröffelbach and back to “Gründle”, to the Schür- driving. But Otto, in his mid-fifties, mann car showrooms to be precise. This is the start O gradually realised that Gero Heppe and finishing line of the fuel-saving training course, to should still show him a few tricks. Trainer and trainee which Volkswagen and NABU (Germany’s largest na- have already taken one circuit in the 150 hp Volkswa- ture protection organisation) invited anyone interested from the area of Schwäbisch Hall and surroundings. So far, Otto was told to “drive nor- mally”. But on the second round, the trainer started giving a few instructions. “Short and sweet”, says the voice from the passenger seat, “don’t accelerate too long, change up into third gear, skip fourth, let the car roll.” Otto Schumacher is a little bit disconcert- ed. He has already learned that changing gear burns fuel. But how can accelerating save money? Before he reaches the end of his thoughts, he hears the next instruction. “Downhill, use the fuel cut-off system!” The display tells all – consumption drops to zero. Otto Schumacher gives his trainer a quick look of respect. Trainer and trainee on a fuel-saving training session: Volkswagen and NABU have been or- Save 25 percent fuel by observing a few simple rules. ganising these fuel-saving training courses for four years trainer his from tricks new some learnt alsohas Schumacher Otto September, inday environmentally-aware driving behaviour for “Educating title; catchy the with programme research forward-looking a insponsoring Berlin Technicalof theand University office tralenvironmental ing fuel has a long earlywas track As to a asVW record. the partner 1985, cen This is annual CO savings of an “allow could sessions training nation-wide that stated Musiol, Frank Dr. an indicate and amazing reading, fascinating provides courses training overall. the of faster year actually were participants most fact, with In than driving. lower no of normal is speed technique driving average ahead” the “thinking aspect: ecological surprisingthis most the Perhaps rules. to simple up they by Because consumption faces. fuel their cut on can looks really ses amazed training with ecological people brief leave this often of sion results the – Hall Schwäbisch or tel entitled exhibition protection” travellingclimate a ses by The accompanied instructions. giving are trainer sions the with time this starts, round ond speeds told system average are computer and sumption on-board participants The round, normal. first as the drive to On vehicles. ordinary special in roads, using ordinary traffic, on place take sessions The trainers. pro of fessional team a and dealerships VW Berlin), in office central (coor the by groups dinated NABU local of efforts joint the to thanks is sessions training pockets brake pedals to and accelerator their use to how learn to wants who part take can “everyone ment entitled – in a campaign that started on an initiative of the federal of office the environ that‘s equal to one amazing, “That’s life: of quality his change could these savings year a over that calculated quickly Otto maths, at good been having 1.3 per cent of total 1.3 emissionscent per of total , ,” says Dietmar Oeliger, responsible for traffic and mobility at NABU. at mobility and traffic for responsible Oeliger, Dietmar says ,” Gero Heppe Gero savings potential savings “Simply “Simply change – it’s easy to save save fuel and protect the save environment fuel andand the protect money in their The scientific accompanying programme during the first first the during programme accompanying scientific The Wolfenbüt Mainz, Korbach, is location the Whether extra week of holiday Majorca on of week extra h peaain ognsto ad xcto o the of execution and organisation preparation, The , providing a more in-depth look at knowledge gained. gained. knowledge at look in-depth more a providing , . By applying them he used 13.8 percent less fuel. Always Always fuel. less percent 13.8 used he them applying By . 2 emissions amounting to 11 million tonnes”, nationwide. . In his final report, the project leader at the time, the at leader project the report, final his In . Atr bif hoeia ssin te sec the session, theoretical brief a After . . Of course, at Volkswagen,course, . Of of savthe art while at driving school”. On this one 5 percent 25 ” . Young or old, man or woman; .“ by observing a few few a observing by aclts ul con fuel calculates Mblt and “Mobility ------onship The German fuel-saving champi www. Group brands Audi, Seat and Skoda. niques are also available from VW friendly and safer driving tech courses see” and “try and advanced Basic, www.sparsprit.info Naturschutzbund Deutschland. and tricks Event dates and fuel-saving tips www.volkswagen.de is the agenda. on and safety saving when parties all interested gen is with willing to cooperate training– car sessions”, Volkswa Sachsen disabled organisation trophy “driving licence ARAL the From www.ki partner. eration coop VW’s NABU, with together organised church day attendees, are available courses and for see” the nationalat church “Try days. are also organised Volkswagen by training sessions fuel-saving Free www.cleverfahren.de German motor traders. and the national association of car magazine, Deutsche Veedol since 1996 together with AutoBild au had been ”

rchentag. for more environmentally- through to the “VDK through to the “VDK di.com are available from organised by VW de - - - -

Climate protections 86|87 his number is breath-taking: 25 million tonnes! Every year, humanity pumps an additional 25 million tonnes

T of carbon dioxide (CO2) into the atmosphere. This happens to be the gas that most scientists agree is responsible for the greenhouse effect. The gas which is emitted every time you take your car for a drive. At the moment. Volkswagen is not prepared to wait until researchers are absolutely,

totally convinced that CO2 is the culprit behind climate change. The Group has adopted an integrated drive and fuel strategy, and is already implementing and promoting it in order to drastically reduce emis-

sions of CO2, nitrogen oxides and soot particles. Also as a way of providing a bridge until emission-free fuel cells reach mass production. “After all, that could be another two to three decades,” is how Dr. Wolfgang Steiger, head of VW drive research, contradicts predic- tions which he regards as being much too optimistic. The central pillar of this transi- tional strategy is provided by synthetic fuels as an alternative to mineral oil: for example fuel from natural gas, referred to as “Gas To Liquid” (GTL) in the jargon; and fuel from maize (US: corn). That’s right: maize – or even wood or rye. Just like GTL, BTL (Biomass To Liquid) fuel is basically fully developed. A pilot plant operated by the Choren company in the town of Freigert/Saxony (Germany) is already converting wood into diesel. Or SunFuel. This is the brand name of this purely vegetable fuel of the future, the production process of which was co-developed and for the most part co-funded by Volkswagen and DaimlerChrysler. The result is a fuel which offers a Maize could be made into the fuel of the future, number of impressive advantages, above all in terms argues Dr. Wolfgang Steiger, head of VW drive research. of the environment: compared with conventional

BTL fuels, like SunFuel, mark the way forward to CO2-neutral diesel fuel, SunFuel generates 60 to 90 per cent less combustion, benefiting the environment and the climate. greenhouse gas and only half as many soot particles. 89

From the field 88| into the tank Summer smog, greenhouse effect, and climate collapse – the most important task of today’s car manufacturers is undoubtedly to maintain sustainable mobility. VW has picked up the gauntlet. And is alsoese placing its bets on the power of grain: SunFuel, the future biomass fuel.

“These values were recorded on latest generation mo- producers, growing fuel in their fields. BTL fuel would tors,” emphasises Dr. Steiger. In reality, most areas of also reduce the world‘s dependency upon oil: “The EU the world are full of thirty-year-old diesel powered itself has enough area to cover 20 per of its total fuel trucks belching out vast clouds of black smoke. The demand with SunFuel,” assures Dr. Steiger. And not

good news is that even these vehicles can use SunFuel. at the expense of having ecologically negative maize Simply pour it in the tank, start the engine, drive off monoculture. “Sun flower, reeds, grass, straw – Sun- – BTL fuels do not require any engine modifications. Fuel can be produced from basically any vegetation.” “The effects of SunFuel can be measured in tonnes This is the ace up the BTL sleeve! Even compost can be of particles, in Cairo or in Peking,” says Dr. Steiger. used. “SunFuel is way better than biodiesel made from From 2015 onwards, the ecological rape. It has a far greater yield because it is not only the Climate protection Climate balance of SunFuel will actually be even more posi- oil from the seed but the entire plant, with stalk and tive. This is the date when VW expects a new range of stem, which is used”. And no one need have any fear combined combustion system (CCS) engine units to be that filling up with rape diesel will blow up the motor. available. CCS units marry the advantages of diesel and So there are many advantages. The petrol engines, achieving even greater efficiency and only question is: when will this new fuel-era start? Dr. with much cleaner exhausts. Steiger: “With CCS and Steiger’s prediction: “From 2010 – because from then on SunFuel, our cars will emit neither soot particles nor BTL diesel and petrol will be added in successively increas- nitrogen oxides and CO2 only in the same quantities as ing portions.“ Dr. Steiger’s company car already runs on this generated by natural photosynthesis – fuel combus- fuel from the fields – and he has personal experience of tion will be absolutely CO2-neutral!” Which is great for one more advantage: “SunFuel does the atmosphere, and for farmers. They will be energy not stink, it smells a little like wax.”

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Life’s adventure starts 90 on the field next door. Maintaining liberty and peace also means securing mobility. Securing mobility

Rail-based deliveries: Dresden’s Cargotram

Mobile phones report traffic jams: Telematic initiative in Lower Saxony Moving goods on tram lines Minimising delivery traffic – this was Volkswagen’s ambitious goal for its Transparent Factory in the very city centre of Dresden. A goal achieved by delivering almost all components to the factory via tramese tracks. This clever logistics concept has also gained international interest.

hat’s blue, has neither doors nor windows, moves along Dresden’s tram ways on a 40 minute schedule and has W no room for passengers? Dead right: the Cargotram. As the announcement said – Do not enter! As Volkswagen was planning the Transparent Factory on the edge of Dresden‘s city centre, the car manufacturer was already starting to invest in a forward-looking logistics concept to benefit the inhabitants, the environment and the infrastructure of the area. Two trams were designed and built specifically to transport heavy materials. Ever since production started on VW‘s top model, the Phaeton luxury limousine, most components, parts and tools have been delivered to the assembly plant “just in time”. Where normal trams have seats for passengers, the Cargotram has loading bays with tarpaulin sides. The The Cargotram delivers VW parts for assembly into its 60 metre long train can transport up to 60 t per trip. Phaeton luxury limousine across and through Dresden In the interim, the entire logistics has city centre – helping the environment and cutting traffic been relocated in the GVZ goods traffic centre in Frie- jams. In the old days, even laundry was moved by tram. drichstadt, one of Dresden’s suburbs. This is the drop- in Germany. Having said that, many cities throughout the world are show are world the throughout cities many that, said Having Germany. in only not – unusual very still is ways tram along goods transporting of idea the more therefore is concept Volkswagen’s Plauen district. the in located mills and port Alberthafen the between transported was flour and grain on, Later trams. carriages normal of laundry back the special to on hooked days, were those In tracks. the along freight trams carrying had already Dresden ago, years 100 true. quite not is that lutionary, of helping ary effect preventjams traffic and theprotect environment as well. because all lights are switched to green for the Cargotram, it also contributionshas to theassuring second transit vehicles This is intelligent not affected. logistics concept is one of VW’s massnormalthe of flow The passengernormalservices. tramin gaps exploit better. the handled, are they times fewer the because Factory Transparent the to direct delivered and works, other in prefabricated components body delicate are plant assembly the to lorry by delivered parts only The case. the with cope to have Dresden of roads the means year,this whole a over day.Seen per centre city loads; overall this system means 60 fewer trucks have to drive through Dresden minutes. 15 speedy a in tram the by covered is route kilometre five The Platz. makes the return journey, throughfrom Friedrichstadt the to city Straßburger rent loading and unloading takes only 20 which minutes, the after Cargotram Concur the works. at required and parts loading components start trucks lift fork other side, other the On side. one from materials packaging return the unload all of first trucks forklift arrives, Cargotram the as soon over. takes As DVB, where from trucks, all for point off wy s aa, hn, ua, rne n Slovakia. and France Dubai, China, far Japan, as places as from away received Ur Volkswagen. been to had deliveries enquiries its and gent tram blue the in interest great ing With the trafficWiththe lights ongreen, there are nomoretraffic jams. 200,000 fewer truck kilometres truck fewer 200,000 ept te datgs ti ipeetto o the of implementation this advantages, the Despite revo almost seem might concept logistics this While With specially trained DVB drivers in the cab, the Cargotrams Each Cargotram has room for the equivalent of three truck quality of life in the state of Saxony’s capital city Dresden’s public transport operator transport Dresden’s public than would otherwise be be otherwise would than revival of a good idea good a of revival . And ------, . initiated Sustainable is mobility a project www.vw-transport.de schweig and Hamburg. Braunthe between waterways 20,000 TEUs were moved on to the roads. In 2004 alone a good some 150 truck-trips a week off ships ronmentally-friendly container shifting By freight on to envi www.wolfsburg.de form car pools. is encouraging employeesits to various One of which projects. Volkswagen is participating in tively promote climate protection. joined forces in order to proac ministration and associations have Representatives of companies, ad group of Agenda 21 in Wolfsburg. adopted by thea motto steering Think globally, locally act www.wbcsd.org debate. ment agencies to join this strategy scientific institutes and govern like environmental associations, aged to persuade stakeholders year 2030. The initiative has man a vision for global mobility in the Development. This drafted project Business Council for Sustainable the framework of the World , Volkswagen recently moved by the car industry within –

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Securing mobility 92|93 Volkswagen has been active since nbelievable, but true. On average, every single car driv- four years in the INVENT research ers spends one and a half weeks of every year sitting in a initiative. This Ministry of Re- traffic jam. In that time, many millions of litres of petrol search and Technology (BMFT) U are consumed without gain, spewing vast clouds of ex- funded project to develop intel- haust fumes into the atmosphere. In an attempt to avoid such idle waste, ligent traffic and user-oriented Volkswagen Group Research has integrated its own in-house traffic project technologies was to optimise flow with those of others companies like Bosch, Siemens and Vodafone into ini- of traffic and raise traffic safety. tiatives of the city of Hannover and the state of Lower Saxony’s “Telematic” Volkswagen’s contribution looked initiative. This bundling of forces has the benefit of strengthening Lower into “driver assistance and active Saxony as a research location and raising the potential for growth and work. safety” and also at “Traffic Man- “The better our information about the traffic situation, the agement 2010”. Other contribu- earlier we can advise drivers, helping avoid traffic jams by appropriate recom- tors comprise 23 companies from mendations,” says Dr. Gerhard Prätorius, head of the state of Lower Saxony’s the automobile, electronic and Telematic initiative. It is crucial to achieve “better management” of road works telecommunications sectors. and accidents, the two primary causes of traffic jams. The basic technology for www.invent-online.de intelligent traffic management is known as telematics, a word derived from telecommunications and informatics. Telematics covers “all applications based on the gedas is an IT service provider, wireless transmission of information and data processing,” explains Dr. Prätorius. which, until 2005, was a Volkswa- This project, with a consortium made up of private com- gen AG subsidiary. It was estab- panies, research organisations and the state of Lower Saxony‘s central traffic lished in 1983, is headquartered management office, is already trying out the future of data acquisition. The pilot in Berlin, and employs almost has been active in Hannover since 2004. About 50 especially equipped buses, 5,000 people in 50 locations in 13 police cars and courier vans are on the move in the city. These “floating cars” act countries. as mobile sensors, transmitting measured values about the average speed of www.gedas.de travel or stand-still times to the central office via SMS. The data is then remixed with other information generated by the infrastructure, i.e. by cameras located Logiweb, an internet portal on bridges or induction loops, to create a realistic map of the traffic situation. developed by gedas, is a telematic Dr. Prätorius: “This kind of advanced database should enable towns and cities product capable of mapping the to adopt are more forward-looking approach to managing inner city traffic.” entire logistics process – from A second project kicked off in summer 2005: this joint ordering through to consignment project of Vodafone and Volkswagen generates speed profiles for individual tracking – and also offers Euro- sections of the two key motorways in Northern Germany, the A2 and the A7, pean-wide optimisation of fleet using mobile telephones. Researchers in the “Traffic Online” project are mak- management. ing use of the fact that very few car drivers actually turn their mobile phones www.logiweb.de off when travelling. Another interesting piece of information is that almost 70 per cent of all mobile phone calls are made when sitting in a car, of which a major portion when sitting in a traffic jam. By analysing the times in which 95

Mobile phone as 94| traffic jam sensor

Intelligent traffic management could be the way out of blocked roads. Lower Saxony is already bundling know-how in the field of telematics. Volkswagen isese helping. many thousands of mobile phones travel from mobile torius, the ambitious plan of this Lower Saxony state initi- phone mast to mobile phone mast, it is possible to derive ative is, “to exploit the lead we have here in the region and information about the flow of traffic. Mobile telepho- set up a demonstration and trial area.” nes become anonymous traffic flow/blockage sensors. The stream of data coming from the floating cars, mobile phones, induction loops and cameras enables the traffic on the motorways and surface roads around Hannover, as well as in the city centre itself, to be mapped on a real-time basis. In the run-up to the 2006 Football World Cup, the data is processed and displayed on a large metre-scale digital map at the central traffic man- Securing mobility agement office, creating an image of the traffic situation throughout the conurbation. No other traffic management office in Europe has access to this kind of quality data. One more factor is the European Gali- leo satellite positioning system, which should be available in the next three to five years. This is the first civilian system that can determine an object’s position down to a number of metres and is the precondition for many appli- Intelligent traffic management is no longer just a cations in which the focus is on safety. The research aero- dream. Volkswagen and Vodafone are cooperating drome at Braunschweig-Wolfsburg is earmarked as the in a project to create speed profiles for the A2 and location of a European GAUß centre. According to Dr. Prä- A7 motorways – using data from mobile phones.

is avoidable. life ofway! right made But everyNot accident Research on tarmac: on Research Learning and fun: and Learning Advertising the seat belt: seat the Advertising roads Volkswagen accidentresearch Children’s road park in Pamplona safer Volkswagen America‘s of buckle up campaign canbe . Giving

Road safety 96|97 “Every scratch counts” Despite all the tests invested in a car’s development – it is the first accident which demonstrates a car‘s true safety level. Volkswagen has its own accident research team, because only analysis of the present day provides a basis for improvements in esethe future.

unday, 8:39, breakfast time. An on- with chalk. Mustn‘t lose any time! Where did the car call mobile phone rings. Markus leave the road? Do the tyre tracks indicate any abrupt Jungmichel (37) jumps into his red last minute steering wheel movements? Did the driver S VW Multivan: “A new Golf has brake? “Tyres with anti-block systems don’t leave brake left the road and hit a tree. Driver and passenger are marks anymore,“ says the accident researcher. Although slightly injured, nothing happened to the child,” he the clues are hard to find, experts can spot them – bent says in tense tones. The accident is on major road B4, blades of grass indicate that the driver responded. All in the direction of Braunschweig. Cause: unknown. Mr Jungmichel is head of the data acquisition centre of Volkswagen’s Group accident research unit in Wolfsburg. He and the other five highly specialised team members travel to all accidents involving a current model car or van. The information collected in the field is fed directly back to the car designers and into production. Reason enough for the on-call tel- ephone to be manned 24 hours a day, 7 days a week, including holidays. “We investigate all accidents in which someone is injured, either in the car, on a bicycle, or on foot,” explains Markus. “Every scratch counts,” he adds. 8:55, arrive at the scene. Police, emergency medical team and ambulances are already there. Markus switches on his emergency warning Markus Jungmichel searches for clues at the site of the accident: lights and gets down to work: marking all items found “We investigate every accident where people were injured.” n nnerpe weed ept big n call. on being despite weekend uninterrupted an and avoided, been have enjoyed have could could that Jungmichel Sunday Markus Volkswagen’s If last braking. accident that emergency case, initiate the actually were will car wake the and asleep Maybe fallen up. has him driver a when notice will vehicles future, intelligent the be In now researcher. accident must the focus opines safety,” Our active more. improving any on upon improve to difficult are “These of car level the this Jungmichel. to thanks Mr is of injuries says of passengers dead,” and not few if driver a injured, the only seriously is past, been car the have the would “In number of the thousand. failure technical a experience actual his in to In due road. accidents the of system, braking the to down wheels, are accidents all of cent per same,” “97 the always Markus. almost says tree.“It’s the hitting avoid longer no fatigue. could braked by but he ground, overcome uneven crossing was started car the he when up home woke only from He kilometres few a Just fallen had wife asleep. his and (2) son His break. short for one wheel only with the – at hours nine been had husband The Italy. in holiday was a family from the returning cause: The together. come puzzle the of pieces the lected, ho of happened? hours it think you do How accident? the experience you did How hos the will in Psychologists doctors the pital. by prepared report the read and documentation, – involved persons of the consent the with – team research accident the in doctors The days. few weekend. his wit to return only can and the ready also questioned now is have Jungmichel Markus police ness. The scene. the medical left emergency now the have and team Ambulances second. per batteries. pixels 125,000 media, ates storage camera, digital A edges, straight rulers, chalk, documented painstakingly are scratches, all fragments, glass D ae scanner laser 3D mework The fact that many accidents today are minor in terms terms in minor are today accidents many that fact The the of – defects by caused are accidents other The generates accident an of site the at hour “One next the in part their playing be will people Other needs: tracker a everything has Multivan VW His a rcnl add o h kt Te cne gener scanner The kit. the to added recently was ” xlis h epr. ne l dt hv be col been have data all Once expert. the explains ,” ae dtie eaiain f injuries of examination detailed a make neve al esn ivle ad h witness the and involved persons all interview M Jnmce wrs ail ad precisely. and rapidly works Jungmichel Mr . all car parts and the place they were found found were they place the and parts car all efcin f asv sft systems safety passive of perfection ua error human , prepare prepare , 40 40 .” - - - - : . . People on the road in the road on ChinaPeople live in China research Accident www.csvw.com situations the road. on learning hazardous to deal with which are Chinese drivers already isence” atraining programme in China. Experi “Volkswagen The in targeting sustainable mobility projects more to start committee the Olympic with cooperating is VW Games in 2008, Olympic and to the People’s commitment and ESP. activities its of part As like systems ABS safety active of development input into further research unit isaccident then the by generated knowledge The Touranfully equipped minivan. includes a contribution VW’s research project. accident new this of points focal are the two and driver behaviour safety Traffic cluesand evaluate them. collect to scenes travel to accident ogy, medicine and psychol velopment, de car from made members up of an interdisciplinaryrities, team autho- and traffic road hospitals police, with cooperation close Working to be. place ina safer to makeuniversity Chinese roads Tongji joined Volkswagen recently in Germany iscars, 0.13 it (2004). 1,000 are per eight deaths (2003) in Europe. In Chinapeople there much dangerously more than do

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Road safety 98|99 The Driving Academy opened xcuse me, have you got a car?“ “Yes”. “What make?” “It’s by VW of South Africa in 2004 in an Audi”. “And do you get speeding tickets?” The children Kyalamy is open not only to VW had lots of questions for King Juan Carlos I, and he was hap- drivers. The company is very much E py to answer them even if proper protocol was sometimes active in the areas of driver training not strictly adhered to. Their Royal Highnesses, Don Juan Carlos I and Dona So- and road safety overall. For exam- fia, were guests at the inauguration at the children’s traffic park in Pamplona. ple, the company also sponsors the This miniature city coves an impressive 20,000 popular Arrive-Alive website, giving sqm. It is a place for children aged between 5 and 14 years to play in younger car drivers a whole raft and learn about dealing with road traffic, to help them improve their of tips and tricks for safer driving. own safety as pedestrians, cyclists, moped riders and car passengers. www.arrivealive.co.za When the children enter the park, they are first of all given an ID card. Police give instructions in theory in the main assembly hall. From straightforward road traffic After a snack, the practical side starts. The children are first of all taken to the education through to the “cur- workshop. They learn all about how the mechanics of a cycle and how bicy- riculum mobility” – these are the cles work. Children 12 years and older can also choose to learn about first aid. objectives of a cooperation project between the Lower Saxony ministry of education and Autostadt. Depending upon age, children either An info reader with guidelines for drive carts, ride bikes or mopeds. teachers is also already available. www.autostadt.de They are soon walking through Polo-Park. As they follow the path, they have to observe zebra crossings, road signs, traffic lights VW‘s Automobil Forum, Unter den and give way rules, passing various information houses along the way. At Linden, in Berlin, now also has a each house they insert their ID card into a slot, and the machine asks them place for children to learn about a question. At the end of the day, each child receives a grade for answers traffic and cars. Also on offer is a given. The next session is all about driving training. Depending upon age, selection of virtual playing, learn- children negotiate the miniature town either on bicycle, go-cart or moped. ing and research environments. The Polo-Park is visited by up to 8,000 children every www.autolernwerkstatt.de year. Volkswagen Navarra S.A. foundation and Navarra savings bank are responsible for the project, which aims to reduce the number of accidents zoon.com is an internet portal involving children. The police, mayors and suppliers located in the region covering lifestyle topics as well as also help fund the park because the educationally-based courses have offering interactive driver training now been proven to effect long-term changes in children’s behaviour in for youngsters to get their minds the road environment. The importance of such projects, where children around the theoretical and practi- are educated to increase their own safety, is emphasised by the presence cal aspects of passing a test. of their Royal Highnesses on the inauguration day in Pamplona in 1999. www.zoon.com Younger visitors also learn about taking care, being circum- “Do you also get 101 100| speeding tickets?” Volkswagen provides children with training in theory and practice to enhance their safety on the road. Polo-Park in Pamplona and the Autostadt in Wolfsburgese offer children edutainment – including a driver’s licence. spect and showing consideration for others in a road en- at the red light, giving way at junctions – children can vironment at the VW Autostadt in Wolfsburg. The first learn a lot in a 50 minute session. And while they are point on the agenda is the cinema. Films show how to there, parents need have no worries about their 5 to 11 behave when on foot paths, cycle paths, zebra crossings, year old children breaking any speed limits: the mini-Bee- at traffic lights and in flowing traffic. The youngsters tles are restricted to a 4 km/h top speed. As a memento, then take to the wheel of a car for the first time, driving each child is given their driver’s li-

small electric mini-Beetles around the course. Stopping cence, including name and photo. Road safety Road

8,000 children visit Polo-Park in Pamplona every year to Children 12 years and older can also learn about the most important rules of the road. take part in a first aid course. “Buckle up – don’t let them fade away!”

School children film advertising spots – Volkswagen of America’s head-turning campaigns and activities aim to keep kids and youths alive on today’sese roads.

he rear-view mirror upon which ica every 13 minutes. Because they seldom buckle the eyes of the driver focus is a up, US teenagers face four times the risk of older window into a series of memory road users. Two thirds of the young fatalities would T snapshots: „Your friends... your have survived if they’d been wearing a seat belt. parents... your dreams... your hopes.” Life encapsulat- These were the facts which con- ed in flashbacks lasting just seconds. “Don’t let them vinced Volkswagen and Scholastic Inc., a longstand- fade away”... intones the narrator, off camera. The car is now racing towards a knoll. Fade out. Suddenly tyres screech, followed by an ultimatum: “Buckle up!” This moving short film was broadcast on nation-wide TV in America last year. It had previously come first in a competition started by Volkswagen of America. The contenders were high school children asked to film a 30 second spot aimed at children of the same age to get across the message of how important it is to use a seatbelt when in a car. The three best spots were then broadcast on nation-wide TV. The finalists received prizes including bonds, digital cameras and computers for their schools. The primary cause of death amongst America’s youth is traffic accidents. Sta- Young, hungry for life, and often careless: Volkswagen of tistically, one young person dies in a car in Amer- America’s campaign to promote voluntary use of seatbelts. help, in this case helping deaf people feel more secure. more feel people deaf helping great case of this in be help, can which things small often is it but fair, af huge a not misunderstandings Admittedly vehicle. avoid the approach to police to window example, for side when, attached a quickly in is displayed card or The visor sun jams. the traffic in levels stress but reduce situations also emergency in police the local with easily more from deal holders card sponsorship marked receives card A and dealers. Volkswagen D.C., Washington in community project Card sor fic accidents have also long been the major cause of death of children under 14. protect the smallest and weakest road users, are actually used incorrectly. Traf no less than seats. children and baby of use and installation correct of into details goes practical also course same The protection. passenger and risks crash ries, about safety, as baby and regulations child legal to apply the they in about part information take disseminates initiative which the course in a and participating health dealerships for VW Pro organisation Those the non-profit safety. partner, major another a with Inc., Professionals working gram Volkswagen project of This children. initiative and an babies case is this in people, younger even gets more young are people now using voluntarily and their buckling seatbelts up. and more opportunity unlimited in Even of land the results. measurable very word in their peer groups: one the of spreading the – up” most forms effective of „Buckle propaganda. of With proponents as involved themselves children to This and persuade is understanding. promote the reason for school getting all above intended materials teaching given are They teachers. are campaign com a of spot element film more nation-wide one The just conurbations. was US petition 20 in now 10, only in campaign far!” Go ... The responsibility. more the all VW giving twenties, their in those and teenagers amongst brands well-known most is the Volkswagen of Stateside, one US. the in teenagers and children to mes across up!” sage „Buckle the get and forces join to schoolbooks, of publisher ing 90 90 per cent of all systems retention . This project was started by the hard of hearing and deaf deaf and hearing of hard the by started was project This . The safety of a minority is also the subject of the the of subject the also is minority a of safety The Just how important that is was recently exposed by a study: The seatbelt...” your „Fasten the of torchbearers main The has been underway for the last three years – initially – years three last the for underway been has St ae hl Psegr aey Programme” Safety Passenger Child Safe „Sit Die i Deaf” is „Driver asv euainl campaign educational massive rvnig accidents preventing , systems actually intended , to intended systems actually „Fasten your seatbelt seatbelt your „Fasten is intended to help help to intended is n inju and tar Vi ------. Conservation Association SC SC Association Conservation Student the and Volkswagen www.vw.com donations. of regular beneficiaries andare live work gen employees the communities Volkswa where in organisationswelfare active Michigan and social and other Way,the United AidsPartnership Research Diabetes Juvenile www.vw.com in the USA. to ayoung artist award presented ever the biggest prize was also dollar20,000 first dollars. The totalling 60,000 prize moneys in offering 2005 was organised competition an art gears“ “Shifting Under the motto disabilities. with young artists Volkswagention, is sponsoring organisa non-profit a renowned Arts VSA with collaboration In www.vw.com parks and develop their personality. the opportunity to work in national school kids in the Detroit area have environmental protection. High people in nature conservancy and and voluntary service for young help organise practical sessions ,

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Road safety 102|103

5 10 | The poor can play 4 10 good music. But culture needs money. It is our obligation to promote sponsorship. Promoting culture Promoting

Getting the tour bus on the road: The Volkswagen Sound Foundation “Good times imported from Wolfsburg” Volkswagen has helped and sponsored more than 1,000 up and coming bands since it set up the Sound Foundation eight years ago. The company received the International Sponsoring Award for its activities in 1999. The Donots also tour in a VW Multivan.

he trouble started right on time five years ago at the start of the tour. The old VW microbus gave up T its ghost, simply refused to move. The fans were waiting, the stars had a break-down – a total catastrophe. And then Ingo Knollmann, front man of the Donots punk-rock band from Ibbenbühren in Münsterland, remembered VW’s Sound Founda- tion: “I never really thought that we had any chance at all, because they are inundated with requests.” But nothing ventured, nothing gained: The talented mu- sicians were dealt with “quickly and unbureaucrati- cally” (Knollmann) and were soon sitting at the wheel of a black T4 van and the tour went ahead on time. In the meantime, the Donots have more than 1,000 concerts under their belts. They play every note themselves, Ingo Knollmann authors every lyric. Their CDs are recorded live in the studio, because “it‘s more genuine, more real.” And why the name, The Donots are a VW sponsored punk-rock band, why the “Donots”? Well it’s just a nice typo,” explains including singer and songwriter Ingo Knollmann Ingo with a laugh. It was Eike Herwig on drums who d tagt rm ofbr, h ad wt a wink. a with adds he import are Wolfsburg,” times from “good our straight of the ed Some thinks They Knollmann comfortable.” Ingo “really Portugal. T5. is to new a Multivan Ireland in months from this three Europe, spending release across be for – will tour scheduled new album, a new And their year. on working famous. currently and are successful become to “Rosens Vier” “Echt”, Fantastischen “Lemonbabies”, “Die and Apes”, Foundation tolz” “Guano Sound the database. Volkswagen like The bands a 1999. helped in Foundation by nature”. Sound the backed to the for by only bands not proven “Sounds fact young and for “TourFactory” consulting Volkswagen Individual like including tions ways er mobile. get bands 1,000 than more helped already has Foundation Sound The base. and wheel long windows tinted black with all black, models, latest talent. young coming and restructured up was supporting and into helping sponsoring concept: And together new a in bundled foundation. then in Sound were manufacturer Volkswagen activities motor the these certain 1997, a Clapton In of Eric support Wolfsburg. The and friendly only. Floyd the events Pink with big Jovi, peared at move Bon to initially Genesis, started industry, company Stones, rock the 90s, the early in the people In stars. the moves gen Ingo. says Gold,” a us earning almost CDs, 80,000 sold “We charts. the in place third on landing immediately al Japan, in last big was Their Noise“ the back. “Got them bum held not definitely has that name A created and Donots. Donut the word the mistyped he when name band’s the created So, how successful has this sponsorship been? Very. A A Very. been? sponsorship this has oth successful how So, in helped also were talents pop Young all – transporters Volkswagen ten comprises pool The Volkswa millions, of audience an move might Stars Four promising punk-rock artists from Ibbenbühren Ibbenbühren from artists punk-rock promising Four So, ragn concerts arranging h sponsorship been? Very. ow successfull has this ow successfullhas nentoa Sosrn Award Sponsoring International priiaig n competi in participating , te al ap all they ,

presented presented Rolling Rolling ------dance festival Movimentos is an international www.berlinale.de Studios Angeles. in Los Sound in the Dolby aweek spend the chance to designersound gets year the winningEvery young which Competition. is the Score nations,ferent the culmination of makers than more from dif 90 hundred several youngof film TalentCampus. This is anetwork the Volkswagen also sponsors in Berlin: festival film national inter the to partner Principal www.audi.de and culture. sponsoring art subsidiary‘s of tradition long VW in this examples the latest merely and Audi Big Band areorchestra and funding the Audi of works organisation summer of concerts the opera, and the Bavarian state ship the Salzburger of Festspiele thesponsor arts“. of college Its all Europe over in the “European artists young sponsors Audi www.autostadt.de raphies from many continents ensembles, presenting choreog place for the world‘s top ballet plant in Wolfsburg. It is a meeting station on the grounds of the VW yearised every in the old power GmbH.tadt This is project organ

initiated by Autos from from - . -

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Promoting culture 106|107

When wefocus on that without without that things, we recognise is worthless! It is our duty to isourduty It knowledge everything knowledge everything strengthen research A scholarship for young historians: for A scholarship Advancement through cooperation: through Advancement The Ivan Hirst Foundation Hirst Ivan The Audi’s and in Ingolstadt Neckarsulm research network .

Strengthening research 108|109 “We want to fulfill researcher’s dreams” Germany and Volkswagen share a reputation for having superbly trained engineers. The Group is also actively engaged in helping new- comers in disciplines other than the technical. The Ivan Hirst Founda- tion, for example, sponsors mainly young historians.

van who? Ivan Hirst. Never heard of who wrote Hirst’s biography – working on a Volkswagen him? It really is time you read his bi- commission. Not a straightforward contract, but a very ography, which describes one of the special form of research sponsorship: Ralf Richter be- I most exciting chapters – and charac- come Ivan Hirst’s biographer as bearer of the first Ivan ters – in Germany’s economic history: Ivan Hirst was the Hirst Award bestowed by the Ivan Hirst Foundation. British Major who saved the Volkswagen plant in Wolfs- Perhaps the story is best told in se- burg from being totally dismantled in 1945. When the Al- lies appointed young Major Hirst as plant manager they coincidentally appointed a car lover and technophile, who overcame all resistance to realise his great idea: to get the Beetle out on the road. In 1945, the great car industrialist Sir William Roots visited the plant and said: “Young man, if you think you’ll ever build even a single car here, you are a complete fool.“ One year later, Volkswagen had already delivered the first 20,000 Beetles to the Royal Army. “An absolutely amazing feat,” enthuses Ralf Richter. “After all Ivan Hirst was not yet 30 years old, and he had absolutely no management experience.” Hardly anyone knows better than Ralf Richter just how much stubbornness and Juliane Kunze is the second award inspired improvisation Hirst needed to get production winner of the Ivan Hirst Award, seen here back up and running: Ralf Richter is the young historian next to a portrait of the late plant manager sequentprojects –and they were both vital door openers.” my work were the triggers which sparked all off of my sub in the USA on research for his doctoral dissertation, he says: “Both the awardRichter looks and back, after continuing his studies in Cambridge and spending time raphy, product.” an a exciting produce and not much acclaimed did publication, work hardalso in if Great abhorred: wasBritain. Hirst When It Ivan Ralf results. thing produce one helps support our that “And Grieger. Dr. phasises em true,” come dream researcher‘s a help can we is, thing main “The tory. some have possible if should work intended the While newcomer. talented a of project research the sor Award. Hirst Ivan the of co-initiator andVolkswagen Commissionat History the Grieger,of ManfredDr.important,”headargues more theall field thisin graduatesin Germany is in steady decline, making our corporate responsibility tended as a source of direct in is institutes.universityIt fundingfor of source a asintended not is Hirst‘sdeath, following 2000 year the in Volkswagen by established Foundation, WesternHirstZwickauSaxony. IvanUniversityinfor The Z through toversity Technical Uni Aachen the in as A from universities: many with cooperation intensivethethisis exampleof research.generation,bestPerhaps inthealso Volkswagenpromoting quence:next onthe high priorityalwayshas aplaced think you’ll ever buildeven asinglecarhere, you are acomplete fool.” h Ia Hrt wr i ue b Vlsae t spon to Volkswagen by used is Award Hirst Ivan The Ralf Richter, the first prize-winner, wrote the Ivan Hirst biog Major Hirst driving the 1000thBeetle: driving Major Hirst sponsorship for young academics oncin o Ws history VW’s to connection - “ Young man, ifyou i i nt manda not is it , . “Sponsorship for ------“The person who knows not his not knows who person “The archive Corporate Germany. archive in to any corporate other equal least at source, in standing an unparalleledand represents many highly historians qualified Volkswagen AG archive employs discussions and decisions. The questions, and investigation, is much for asource research in the archives stored documents This huge wealthof offices. or in work halls at and the workforce production car the locations, ucts, prod of tell the history negatives Hundreds thousands film of of the companyof in the late 1930s. and birth into the earlyhistory back which stretch files boxes, cardboard in acid-free are filed documents of kilometres Several spaces. storage climate-controlled fully with together facilities tive and representa functional users its offering 1999, in December the Wolfsburg at plantgurated archive was inau corporate The in the future. that history term,andlong also remembering the over ing one’s history own secur for thecreate preconditions to future”. are Archives necessary into way no the will find past, - - - -

Strengthening research 110|111 Advancement through cooperation The power to innovate is vital in global competition. Audi is defending its technical lead in several PPP projects with universities, technical colleges and local communities. Research with a practical orientation is creating win-win-win situations.

nowledge is the productive power Resulting in the creation of the INI. of the future. So say economists. TUM, the Ingolstadt Institute of the Technical University Emphasising that in today’s world, of Munich, inaugurated in October 2003. At that time, K the priority is to cut the time to eight post-graduates moved into rooms placed at their market, the lead time necessary to transform the re- disposal by the city, a number which had risen to 25 only sults of research into new products and services. Some- one and a half years later. They are employed by the tech- thing that has long been assimilated in Ingolstadt. nical university, they are supervised by Audi. Audi AG’s si- As most people are aware, Ingolstadt multaneous engineering centre offers an „innovative at- is the location of Audi‘s main factory. Of the 120,000 in- mosphere and enough space for exchanging ideas plus the habitants of Ingolstadt, every fourth works for Audi, with many others active in the supply industry. Audi is to In- golstadt what Volkswagen is to Wolfsburg, and both act accordingly – the emphasis is on collaboration. And while the town has been the home of a university of applied sciences for the last ten years, as well as to the Business Studies Faculty of the Catholic University of Eichstätt, nevertheless it was considered good policy to try and attract more applications-oriented research to the location. This was how both Audi and the city fathers saw The inaugural act of the IAF, the situation, and cast their eyes across the country to Institute for Applied Research, at the Munich, the site of Bavaria’s only technical university. Ingolstadt University of Applied Sciences. For more information about the tranquillity needed for thorough scientific work, away from the hectic of every- Ingolstadt Institute of the Techni-

day routine,” says Dr. Peter F. Tropschuh, in charge of Audi’s location projects and 3 1 cal University of Munich, go to one of the cooperation’s initiators. Research here focuses on “drive analysis and 1

www.ini.tum.de coupled simulation” – systems intended to advance car and road traffic safety. 112| Reflecting the fact that Audi feels an equally strong bond Research and training partners to Neckarsulm as it does to Ingolstadt, it approached the technical univer- with whom Volkswagen cooper- sity of Stuttgart and the Karlsruhe technical university as two strong part- ates include the TU Chemnitz, ners for undertaking applications-oriented research at its second German the Westsächsische High school location as well. The HIN, High-school Institutes of Neckarsulm, works on in Zwickau, Cottbus University, research into the areas of drive technologies and “light-weight engineering” the Braunschweig/Wolfenbüttel – not that surprising since this is also the site of Audi’s aluminium centre. University of Applied Sciences, The IAF Institute for Applied Research of the FH Ingolstadt Clausthal University, the Techni- was born in 2004 as one more public-private partnership – this time in coop- cal University of Vienna, RWTH eration with other business organisations. The IAF has a different concept to Aachen, the universities of St. Gal- the INI-TUM. In the first place it is industry itself that initiates and funds the len and Bern, the Fraunhofer Ges- research topics, secondly, the junior researchers work on the individual topics ellschaft, the Euroscience Founda- in groups and thirdly, the period and scope of the projects is very flexible. There tion and the European Business are currently nine projects in progress, the longest with a term of three years. School in Oestrich-Winkel. Interested laymen can also benefit from the coopera- www.fh-wolfenbuettel.de tion with high schools in Ingolstadt. University professors present papers

This strategic cooperation between partners has basically The library of the TU Berlin and created a win-win-win situation: the University of the Arts received • Audi benefits from usable research results and an influx of five million Euro sponsorship from academically trained new employees VW and now bears the name of • The high schools earn a reputation for practical training and education its sponsor. www.ub.tu-berlin.de • The communities benefit from becoming research Strengthening attractive research locations. The INPRO innovation company for advanced production systems on a regular basis in the Audi Forum Ingolstadt in the car industry started out as a – forming a kind of technical evening high school. joint initiative of business, science Audi fully intends to cut time to and politics. 70 engineers now market in locations other than Germany. The scientific work on production systems for and business communities are also to start collaborat- the car industry in a location near ing much more in Hungary: plans are well underway the TU Berlin. Volkswagen has to establish an institute in cooperation with the uni- been involved since the beginning. versities in Györ and Budapest, www.inpro.de explains Dr. Peter Tropschuh.

you’ll always synonymous with transfer If you never learn, help. creating chances. depend onoutside Helping to overcome deficits in education: in education: deficits overcome to Helping Education and sport: and Education Knowledge Audi Senna and Foundation the Ayrton in Brazil is The VolkswagenThe Community Trust Africa in South

Knowledge transfer 114|115 Faster, Allessandro! Brazil has many children living on the streets. The Ayrton Senna Foundation tries to help these children gain hope and prospects for the future. Primarily in the form of education.ese Audi supports this work. It even sponsors its own course of studies.

llessandro is sitting in the dirt, never letting the Cessna overhead out of his sight. This seven year A old often comes here, the Aero- porto de Jacarepaguà on the outskirts of Rio de Janeiro. Alessandro’s greatest wish is to lift off and fly away, just once, from the nearby slums in which he lives. Maybe he‘ll make it, some day. Sen- ninha could help him on his way. The figure on Alles- sandro‘s overlarge white T-shirt might be nothing more than a cartoon – but it is also the mascot of the Instituto Ayrton Senna (IAS). The triple Formula 1 World Cham- pion founded the foundation bearing his name just two months before his fatal accident on 1 May 1994. A foundation dedicated to helping children living on the streets in his home country. Senna wanted to do all he could to help them live in humane conditions, primarily Viviane Senna, sister of the Formula 1 World Champion who through education. His foundation was to use a variety died in 1994, is in charge of the Instituto Ayrton Senna, seen of school, training, social and sports projects to help as with one of the girls sponsored by her brother’s foundation. many kids as possible escape from an apparently inevi- Audi also sponsors the „education through sport” programme. table circle: life on the streets, truancy and a gradual ny epe iig n rzl Aro Sna ne ad „n ie te ot impor most the life, „In said, once Senna Ayrton Brazil: in living people only by this UN organisation to particularly professional educational organisations. organisation to receive the UNESCO „Cathedra” title, an honour only extended accolades in the world for social commitment. The IAS was also the first private Services WorkSocial and Social in Practices „Best universities and schools – and has received many awards for its labours. Like the than in more 3,300 active teachers than has voluntary now tion more 50,000 founda The hugecountry. this of corners furthest the even into programme commitment of a private partner like Audi which enabled the IAS to its extend than more helped have and partners than have the asprogramme universities cooperation 16 joined now and fundingsupport with sinceactive then. only Not in Rio de Janeiro. No less also want to ing together with IAS in 1997. “We want to do more than earn profits Sportsin Brazil,Sponsoring we International at Audi AG, who helped bring jumped,this hisproject aggressioninto be is lower. He is also welcomed considerablyby Berndimprove Quinzler,Allessandro’s social directorbehaviour. of His willingness to learn has neiro– with great success. All participants are (Educationconvinced throughthat sport) programmethis at the Universitadecourse do hasEstao do Riohelped de Ja teaching. of quality the raise to programme a School), (Best Campea”„Es the cola Or classroom. school the into back brought are truancy of record chronic a with kids which in Brazil) (Faster, programme Brasil” “Acelera the help and out reach to able been already has IAS the charisma: Senna’s Ayrton differ is ence The IAS. the of director now and sister Ayrton’s Senna, Viviane says projects,” our of one in learn to chance the get they when positively respond help, of offers other all rejected previously have and years many for streets the on living been have who children those Even different. is IAS The fail. ten of and children these to out reaching difficulty great have organisations lief IAS. like re Other million7 street. the childrenon rough arean living estimated There projects of need dire in is Brazil criminality. into spiral downward lessandro, to find the starting point to have a decent life.decent a have to pointstarting the findlessandro, to Al like streets, the on living children helps IAS Theline.” finishing the cross to want you if point starting clear a have to is thing tant one million street children street million one do something for the country and its people

Ayrton Senna, the founder of the IAS, wanted to help nothelp to wanted IAS, the founderof Senna,theAyrton Audi has provided the „Educando pelo Esporte” programme Allessandro also participates in the 30,000 children 30,000 by way of many different projects: like projects: different many of way by attend courses. It was only the only was It courses. attend ” award, one of the greatest greatest the of award,one ,” explains Bernd Quinzler. „Educando pelo Esporte” ------

University Junior Salzgitter International The www.volkswagen-sachsen.de parents’ evenings. during at or presentations lessons Volkswagen managers organise organised to tour the plant while ing in excursions partnership, are Workthere are alternatives. other that have demonstrated now and the Volkswagen plantMosel in middle The school lives. future their on have they decided after is work of the world with contact tory here’s fac the Here’s school, the www.n21.de companiesother and NGOs. organisations, community level high government, Saxony state comprising the Lower network a with Volkswagen cooperates online“ Saxony in Lower „N21/schools citizen. asjoined acorporate foundation, which Volkswagen initialgiven funding acivil by was the curriculum. This project are also on and mobility ments Chemicalpneumatics. experi and recycling paper preservation, nature and cal bioengineering, 15 andthe of ages 18 in electri to children and juveniles between www.junioruniversitaet.de – for most children, the first children, most the first for

is an initiative in which

offers seminar courses offers - - - -

Knowledge transfer 116|117 “Combating violence to children” outh Africa would like to have problems like those is the motto of Volkswagen’s exposed by the PISA study in Germany. „What we cooperation with the Wolfsburg have is a national educational disaster with nega- family educational facility in a S tive knock-on effects in all areas of society,” says na- programme sponsored by the tional president Thabo Mbeki. A painful diagnosis. Especially since South federal government. Africa is one of the top ten countries in the world in terms of education- www.fabi-wolfsburg.de al spending: no less than a quarter of its total gross domestic product. Even this is not enough. Classes are too big, teach- A factory as a lecture theatre. ing levels are low, failure rates high. Three quarters of all schools The Salzgitter plant has been co- do not yet have even one computer. Motivation is also at a terri- operating for many years with the bly low ebb. Not only that of the children: teachers are often truant. University of Bielsko Biała in Po- Or off sick. An estimated 40 per cent of all teachers are HIV infected. land. On a regular basis, mechani- Every single private contribution is welcomed cal engineering and informatics in this fight against educational deficits, the faster and more effec- students come to Germany to con- tive that help, the better. As in the following example: Take five aban- tinue their education in seminars doned 20 foot containers, weld them together, repaint them, install toi- organised at the VW plant. lets and wash basins, lay some electric cables and some furnishing: Hey www.vw-coaching.de Presto, a new school is ready. In this case the Nonkquebela Pre-School in Uitenhage, where Volkswagen of South Africa has its assembly plant. For the Tuareg people of the About 100 children aged between 2 and 6 attend full-day Sahara desert, knowledge is as vi- schooling at this rather unorthodox pre-school. A huge step forward in the tal for survival as is water. In return particularly socially disadvantaged Uitenhage township of KwaNobuhle. “The for permission to use their name children here used to learn, if at all, in backyards in the open air, in preparation on its off-road vehicles, Volkswa- for their schooling,” reports Mveleli Ncula, project director at the Volkswagen gen is providing financial support Community Trust, which organised and financed the pre-school in collaboration to establish schools for the Tuareg. with the Safmarine shipping line. The community trust was founded in 1988 by www.tamat-ev.com Volkswagen of South Africa, with funding to the tune of 18 million Rand. Since then, more than 22 million Rand have been invested in local social projects: The PISA „Klasse” project to pro- in creative concepts and projects for more jobs, projects to ensure equality mote reading and writing skills is an of opportunity and equality of the genders or to promote and protect health. initiative of Audi working together The top priority has, however, always been supporting with the Donaukurier newspaper in schools and education. The VW Community Trust therefore sponsors full-day the Ingolstadt region. The project care and board not only at the Nonkquebela Pre-School, but also in 35 other involves 250 classes with more than schools. It gives funds to the Read Educational Trust (READ): This organisation 5,500 school children attending all helps provide poor schools with new books and teaching materials. It trains types of school. teachers and advises parents in management and finance issues. And it also www.audi.com. brought the highly respected school governance programme into existence. 9 11

Turning containers 118| into school rooms Promoting training and education is the top priority of the Volkswagen Community Trust. The Volkswagen of South Africa foundation undertakes welfare activities which are not restricted to buying of books and granting scholarships.

Based on this programme, the children, teachers and parents at six schools in KwaNobuhle prepare, meet, discuss and resolve goals and rules of behaviour which are binding on all. The result has been that the programme manages to generate a new school spirit everywhere,” reports READ coordinator Toy Valentine. „At the sponsored schools, the levels of morale, teaching and general behaviour have improved substantially. Teachers, children and parents now see themselves as sharing the ownership of their schools.

They all feel responsible for the school’s development.” nowledge transfer K The last, but perhaps most important area of activity of the Volkswagen Community Trust: half of the trust’s annual 2 million Rand budget is spent on its scholarship programme. This programme has helped more than 1,000 young people to study at college or university. The scholarship is bound to only one single condition: that during the scholarship period they spend one month in every year doing social work In Uitenhage, location of the Volkswagen plant within their community free of any charge. For example in South Africa, abandoned sea containers are by helping supervise the pre-school turned into the Nonkquebela Pre-School, providing kids at the Nonkquebela Pre-School. education and food to 100 children every day.

21 If you never look 1 120| behind you, you’ll forget where you’ve come from.

Companies are also well advised to remember their History remembered history.

The press works towers above them: A memorial to forced labour under the Volkswagen plant grounds

For a shared European future: Auschwitz brings young people together „We have not been forgotten“ It is not the low ceilings and narrow passages which give visitors a sense of unease. It is the confrontation with overwhelming suffering: an old underground air-raid shelter below hall 1 is where VWese faces up to the darkest chapter in its history – a memorial to forced labour.

he press works in hall 1 thunders rial. Although it is not a deliberate effect. „It would overhead. Every time a robot makes be arrogant of us to use special effects to try and a certain movement, a wire grid recreate the suffering of those people,“ emphasises T platform below shakes and rattles. Dr. Grieger. The memorial focuses above all on docu- Frightening. Especially when the heavy robots also mentation and authenticity: on files, photography, cause the ground to shake. “That is obviously only the and contemporary artefacts. Many of which are on rhythm of the factory,” explains Dr. Manfred Grieger, loan from those who suffered. Hand-made spoons, in charge of historical communications at Volkswa- pen knifes, soft puppets. Or the improvised wedding gen. “But many visitors associate the noise with bomb blasts and cast fearful eyes upwards to the ceiling.” Flashback to 60 years ago. It was in this underground shelter, now the home of Volkswa- gen’s memorial, where forced labourers cowered in fear. Stefan Zurawicz, once forced to work here, remembers: “We were herded down here, 40 to 50 people, separated according to nationality, locked in behind closed steel doors with a rubber seal. Behind padlocked doors we would stare at the ceiling and see if it was still in one piece as the aircraft flew by.” The vibrating floor adds a further An old underground air-raid shelter dimension to the chilling atmosphere in the memo- now houses a memorial to forced labour. hs wo nie e ee o lcy nuh o uvv ti tragedy.” this survive of to honour enough in also lucky is not “It were writ issue, me words 2005 unlike the May who oppres are the those people,” in of those Nicholsen time of Julie the mercy by the ten from at being memories of “This my and series. sion immortalise Notes” help “Historical will its some in book published memories also has personal It detailed people. very these depart of 200 communications of interviewed historical memories has Volkswagen’s ment the work: are to exhibits forced important those most The company. German Grieger. Dr. emphasises professional,” more memorial the making in sup port with people young these provided only has department munications com historical “The expanded. own steadily been their since to has according concept a shelter designs, air-raid the in exhibition first trainees the Dr. and opened says employees young itself,” the of factory representatives the the 1995 into In Grieger. back labourers forced the the bringing of of idea the memories with up came who trainees the top-down was a “It not decision. was this that in Interesting itself. memorial the is brance Grieger. Dr. explains roots,” deep established now has and company the in with evolved has remembrance of culture specific very a then, “Since years. early its into research historical organise to began Group the 80s the of end now is VW which but taboo, a forgotten, long was which fact A workforce. the thirds of two up made labourers forced war,1944, the of year penultimate the In detainees. camp concentration and GmbH, is estimated to have aroundexploited marriage. the after months 2 only separated were They wife. his of likeness engraved the with aluminium of made Frenchman: a Bernard, Pierre of ring ree sm u te sec o hs ay interviews. many his Manfred of how essence the is up forgotten,” sums satisfac Grieger been final of not feeling have a we them tion; gives “It themselves. labourers former

enough to survive this tragedy”this to survive enough “Honouring those not lucky those not “Honouring The memorial to forced labour is also respected by by respected also is labour forced to memorial The other any by atempted anything unlike is result The remem of culture this of expression visual most The h fre ammns auatrr Volkswagenwerk manufacturer, armaments former The seeking to face up to up face to seeking 20,000 20,000 foreign forced labourers : towards the towards : ------

humanitarian fund humanitarian AG Volkswagen fund asfund well. to thisVolkswagen contributed and the German state. industry equal German by of contributions made up Marks million Deutsch an initial with ment funding 10 of parlia of act by the year 2000 in foundation established future” the “Remembrance, responsibility, humanitarian pre-empted fund labour.forced Volkswagen AG’s by affected directly those i.e. 2,150 persons entitled contacted Volkswagen AG had mid 2005, By and details duration. persecution ethnic group, of irrespective paid out to be Mark, Deutsch 10,000 of a standard payment Richard Weizäcker von –specified Germanand former Dr. president chancellor Dr. Franz Vranitzki Shimon Austrian former Peres, Israeliformer foreign minister amembership– with including presiding The GmbH. committee Volkswagenwerkthe one-time labourers of forced former for humanitarian own up its fund to set major German corporation In Volkswagen 1998 was the first -

History remembered 122|123 he sun burns down. Sweat flows. Some already have blisters on their hands and fingers. Hands unused to working T with spades and pick-axes. But no one is complaining. Not here, not because of the heat or the effort: a dozen Volkswagen trainees are uncovering an old stone track on the grounds of the former Birkenau death camp. One of the tracks along which thousands of pris- oners walked. A track which turned people into numbers. Which took most of them to their death. And which is now hidden below a thick layer of humus. The German trainees are uncovering that track, exposing it to the light again. It is work against forgetfulness. Eve- ry year since 1987, VW has sponsored 90 trainees from its German plants to take part in 14 day sessions at the memorial in four groups. “By their efforts, these young

“One only sees what one knows”

people are helping to ensure that memories as well as buildings remind people of the holocaust, of the murder of millions,” says Hans-Jürgen Uhl, who is not only member of the works council but also one of the initiators of Volkswagen‘s work at the memorial in Auschwitz. Mil- lions of people were herded here, gassed, incinerated. “I stand here, I work and I am pleased about what we have done. And then I look up, look across the grounds and suddenly it all comes back,” is how Felicitas Bollerhey of Kassel tries to express feelings shared by herself and her colleagues. Before they came to the camp in Birk- enau to work on the memorial, the groups also went on Volkswagen trainees uncover an old track on the grounds of two trips to the main concentration camp in Auschwitz. the former Auschwitz-Birkenau concentration camp. Every year The mustering square with the gallows, death block no. since 1987, Volkswagen has sponsored 90 trainees from Ger- 11, where thousands were shot, and block 10, where hei- many to take part in 14 days of voluntary work at the memorial. nous experiments were made on young Jewish women: 5 2 “Auschwitz 1 124| becomes part of you”

No, grass is not being allowed to cover up the past at the Auschwitz concentration camp: Volkswagen trainees are here to pull it up again. Working hand in hand with polish trainees, they dig up oldese tracks, repair fences, help maintain the concentration camp memorial.

Christoph Heubner, vice president of the international who come here meet Polish youngsters of the same age Auschwitz committee, personally takes each new VW from Bielsko-Biała. They live together at the interna- group through the camp. As their educational guide, tional meeting place in Oswiecim, a facility co-financed he doesn’t just repeat facts, he tells individual stories: by Volkswagen in 1986, and for which the company these victims should not be allowed to become one of a is still the primary source of funds. “Our trainees, and faceless mass. Each should have a face and an identity. their Polish counterparts work here, talk here and deal “One only sees what one knows,” with their impressions here. Shoulder to shoulder they explains Christoph. That which the VW trainees see and not only make an important contribution to prevent experience during their stay in Oswiecim, today’s name forgetfulness, but also in helping peoples’ understand- for Auschwitz, is deeply embedded. „After 14 days with ing of each other and for a shared European future,” History remembered the ramp constantly in view, Auschwitz becomes part explains Peter Haase, manager of VW Coaching GmbH, of you,“ is how Sabine Unglaub from Emden formu- the unit responsible for the exchange programme. lates her experience. Even after many years, Mr Heub- This meeting of young people ner receives letters from those who took part in the and work at the memorial site in Auschwitz have long work. In this correspondence they not only talk about been constituent elements of the culture of remem- their absolute incomprehension of right-wing extrem- brance at Volkswagen. Almost 1,000 trainees have ists. Christoph Heubner goes on to say that, „many also now taken part – most of whom hopefully came to the tell me that they cannot laugh anymore about stupid same conclusions as Felicitas Bollerhey: “There is no Polish jokes after having been here and got to know bottom line, it is our historical responsibility to do all Polish contemporaries, their names and their stories.“ we can to ensure that something Since 1992, the young Germans like this never happens again.”

7 2 Tell me what you 1 126| want, and I’ll tell you what I can do. Encouraging

dialogues is the way to build trust. Encouraging dialogues Encouraging

Network for sustainability: Volkswagen is the pacemaker of econsense, Germany’s sustainability forum

Dispute with one another, act together: A partnership with the Naturschutzbund Deutschland e. V. Dialogue for sustainability Sustainable development – irrelevant for companies? The opposite is true. Since econsense was formed, German industry has been communicating and spellingese out its competence. VW is one of the think tank’s driving forces.

aul Born is a man who writes question marks where others put excla- mation marks. Nanotechnology is P something “about which we simply do not know enough,” says the famous medical doctor and toxicologist on this afternoon in the Magnus-Haus of Germany’s physical society in Berlin. “Acute inflamma- tion” and consequent “secondary effects like cancer” can at least not be excluded based on “what we know today.” Critical comments about technical advancement are not unusual in Germany. What is unusual is that the potential suppliers of nanotechnology should create a forum for their critics. Because the workshop which Born enriches with his scepti- cism has been organised by econsense, the Forum for Sustainable Development of German Business. This network, unparalleled in Nanotechnology workshop with econsense director Germany, has a role call of members made up of Dr. Klaus Mittelbach (2nd from left): the forum for industry’s leading global players and organisa- sustainable development has a membership of tions – from A as in Allianz to V as in Volkswagen 23 companies and German industry associations. – they have without exception adopted sustainable for employing disabled through to the prospects of nanotechnology. nanotechnology. of prospects the to through disabled employing for ple on ways to achieving a “Work-life better balance”, intelligent programmes alsoit presents field; political the from partners other also but members, corporate other and econsense with together sustainability to way the on issues discusses Volkswagen tee. commit alliance’s steering corporate the of chairman the is VW, at manager general Kopp,Reinhold while committee presiding the of CEO,AGmember is responsibility demonstrated has beginning, the from forum this used supported and has Volkswagen members. its of commitment the without less Reporting. Film and Print jour in Excellence for for trips Award organising an conferring papers, nalists, self-discernment and memoranda activi way of by and – sustainability of ideas topic confusing various often the across evolved put help to has ties Econsense projects. practice and competence best their demonstrate to companies for opportunities many year, the Dur of communities. remainder the societal ing and ex political for the in platform makers decision a and providing perts change”: “Demographic or policy” “Integrated product example for – themes future discuss to year every conference statement. mission its in white on black in out spelled are and d’être raison suring dialogueopen andwith politics groups within society,” are the forum’s en standpoints, common developing and another one from “Learning itself. industry allwithin above and also – managementconcept a as Responsibility with the backing of its current 23 members, has been pushing Corporate Social tions. German wanted industry development up to whim of those in politics and organisa non-governmental member a orientation. as AG Volkswagen with millennium, the value of turn the at econsense and generation value juxtapose mak to are and efforts philosophy best corporate their ing of facet key a as development cologist Paul Born are not allowed to speak their piece? their speak to allowed not are Born Paul toxi cologist like critics if goal this achieve to How technology. new this by represented risks the re consensus social a for chances the alyse . The goal was to no longer leave the urgent subject of sustainable of subject urgent the leave longer no to was goal The . and shown its colours insodoing. Dr. Bernd Pischetsrieder, VW VW Pischetsrieder, Bernd Dr. insodoing. colours its shown and The declared objective of this expert workshop was to an workshop this of expert objective declared The worth be alliance would industry this by effort this of All big a organises Berlin in office econsense small The up set helped Association) Industry (German BDI The own model solutions own model its its own think tank ontbe esos n workshops and sessions roundtable . Since that time, the forum, for discussionfor – exam for - management provide provide founder founder ------sustainability alliance, a with Europe CSR www.macondo.de friends. 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Encouraging dialogues 128|129 A tandem on the road to sustainability

Volkswagen AG and Naturschutzbund Deutschland, Germany’s largest nature protection organisation, have adopted a policy of close stakeholder dialogueese and joint organisation of projects,regulated by a cooperation agreement.

Naturschutzbund Deutschland s the black VW Phaeton limousine pulled up in front of e. V. (NABU) has a membership of house No. 112 of the Invalidenstraße there was nothing to 380,000 and is one of the most indicate an extraordinary occasion. A small golden plate important environmental and A on the wall states that the Naturschutzbund Deutschland nature protection organisations e.V. has its national office here. Within a few seconds, Dr. Bernd Pischetsrieder in Germany. The membership is had entered the listed building in Berlin’s central district. The chairman of the structured in approximately 1,500 Volkswagen AG management board was here to get to know NABU’s new local district associations and president, Olaf Tschimpke, on a personal level and to sign a cooperation agree- groups, with a majority of mem- ment with him – a circumstance which is definitely everything but ordinary. bers acting on an honorary basis. The normal situation between car manufactur- Thanks to this commitment, vital ers and environmental organisations is one of mistrust. Seldom is habitats have been preserved in dialogue achieved beyond that of issuing vague statements of in- Germany for threatened flora and tent, the preferred stance being that of a stand-off between enemies fauna. The NABU has named a – on the one hand the air-polluters, on the other hand the car-haters. “Bird of the Year” since 1971. Volkswagen and NABU decided to take the plunge and www.nabu.de risk a process of mutual learning – in the interests of sustainable development in Germany. The provisions of the cooperation agreement represent a consensus between the country’s largest environmental protection organisation and the country‘s foremost car manufacturer to the effect that NABU would provide Volkswagen with “advice in matters of sustainable mobility development”, as is stated in Article 1 of the agreement. Since that Signed and sealed: tion tion of modes transport – more than just a pack of lies?” “Interac debate: political the of question keynote the happiness and joy peace, of were events of series dialogue“ in „Mobile the that fact The Forum. Automobil Berlin the ganised their public first workshop at the end of 2004 in mar Oeliger, responsible for traffic and mobility at NABU. was a definitely “lively exchange of opinions,” says Diet opinions that Not dialogue. stakeholder bilateral this cooperation. of direction the coordinate to Miller, Leif manager, general NABU with together group steering member eight an co-chairs Kopp Mr relations. porate cor Group of director Reinhold and manager general VW Kopp, explains management,” traffic innovative and concepts recycling or strategies fuel and drive for requirements “ecological ideas. include of discussed exchanges Subjects informal for basis regular a on meet partners dialogue both of representatives time, never clash. The debate on diesel particle filters Olaf Tschimpke, Dr. BerndPischetsrieder The joint joint The or partners disparate two These in avoided not are subjects Critical is perhaps symbolised by by symbolised perhaps is fuel-saving training fuel-saving not only occasions occasions only not different different cours - - - - - few few weeks at various locations between Flensburg in the change es – organised (“Simply every it’s easy to save”), ie t cmo denominator. common a at rive ar to able were partners two the case, each almost in protection, climate improved or the concepts discussing car innovative fuels, bio-sourced of prospects Whether Tschimpke. Olaf president NABU and Pischetsrieder Bernd Dr. CEO AG VW tween the during Oeliger. Dietmar says sides,” both on perspectives new individual joint initiative has always “helped to upopen ed always achieves the desired nonetheless effects, each ratings. expert various in reflected also were which activities, its praise to dialogue stakeholder of brand Strategy ity government’s previous arms. of The coat its on Rampant Wolf a Wolfsburg, features of which city the and Wolves”, “The team, ball foot Wolfsburg VfL the by joined are NABU VW and which in project the a Wolf!”, into “Welcome called wolves wild re-introduce to campaign cational basis. loan permanent a on cars model Volkswagen latest sponsors saved: be can fuel how demonstrate to able also are Berlin and Bonn in offices NABU’s at Staff money.and consumption fuel in saving cent per 25 a to up add quickly can pedals brake and accelerator of use intelligent the how out find to opportunity an drivers car offer charge. They of and are also free the public, by wellreceived very are Garmischand south, inthe north up anewperspective” “It hashelpedopen “It first summit meeting summit first was impressed enough by the VW-NABU VW-NABU the by enough impressed was This was also very much the case case the much very also was This start singleproject every not While edu an is project joint latest The ainl Sustainabil National in February 2004 be 2004 February in ------

Encouraging dialogues 130|131 an Overview of CSR at Volkswagen society Moving towards ILO core labour standards, the OECD guidelines for multinationals and the 10 Global Compact principles: worldwide projects relating to education, health and women’s promotion, including Wolfsburg AG AutoVision PPP project (VW and city) and similar initiatives at VW locations in Germany and all over the world; Aids Care in Brazil and South Africa (together with GTZ and local partners); health and safety at suppliers (with GTZ and local partners); street children project „An hour for the future“ (terre des hommes and VW workforce); schools and water for the Touareg nomads (VW Group /tamat e. V./local partners); initiative for more training (Audi AG); etc. employees Innovative personnel concepts, flexible work organisation, various working time models / time accounts, time vouchers, Work2Work project (for performance impaired employees), instruments to achieve work-life balance, diversity management, women‘s promotion, idea management, know-how batons and knowledge exchanges, AutoUni, life-long-learning, social charter and HS declaration with (minimum) global standards, Euro and global group works council etc. environment Global environmental management, ISO/EMAS certification of Group locations throughout the world, environmental and sustainability reporting, environmental goals, environmental audits, innovative recycling per the VW-Sicon process, innovative drive technologies (TDI, TSI) and low-consumption vehicle concepts (Polo BlueMotion), promoting clean synthetic fuels from natural gas and biomass (SynFuel, SunFuel), development of fuel cell technology, supplier seminars, “sustainability in the supplier chain” project, etc. prizes and awards Corporation is listed in sustainability indexes (FTSE4Good, ASPI) and holds sixth place in the Scoris DAX 30 Sustainabil- ity-rating, has received many prizes for exemplary reporting; for example, Environmental Report 2003/4 came first in the Pacific Sustainability Index (PSI), was declared “Best in the Car Industry” by IÖW and future e. V. and rated as best German report in the “Global Reporters 2004 – International Benchmark in Sustainability Reporting” ranking. memberships Econsense – Forum for Sustainable Development of German Business; CSR Europe; Global Compact; International Busi- ness Leaders Forum; World Business Council for Sustainable Development; UNEP Mobility Forum; European Disability Forum; acatech; etc. cooperations, initiatives, projects, foundations Collaboration with local/regional authorities, national governments and international organisations; VW Community Trust (South Africa); Volkswagen Foundation (Brazil); Volkswagen fund for orphans (Mexico); Accident research in China / Joint project with Tongji University Shanghai; cooperation with GRI Global Reporting Initiative; cooperation agreement and projects with Naturschutzbund Deutschland e. V.; cooperation with the Evangelical Academy in Loccum; participation in the civilian foundation JugendUni Salzgitter; participation in the German government action programme 2015; “Curriculum Mobility” / in cooperation with Autostadt GmbH and state of Lower Saxony; youth meetings and memorial maintenance at former Auschwitz concentration camp; various cooperation agreements with schools, universities of applied sciences and universities miscellaneous Memorial to forced labour on the Wolfsburg plant grounds “best practices” illustrated in this brochure achieved progress in implementing principles of the Global Compact. Compact. Global the of Group’s principles Volkswagen implementing in the progress of achieved which brochure this in shows illustrated the summary practices” Following “best supporting principles. companies 10 the Those implementing in principles”). achieved (“10 progress document corruption to resist required to are on Compact called Global also are They environment. the protect and rights human standards ensure to social influence and exert labour can, and they wherever to, Nations United the with compliance in act Members globalisation. compatible ecologically and a socially more towards work to proactively obligation on the voluntary takes the world, throughout companies 3,000 nearly now membership, Compact Global Annan’s Kofi Compact. Global general UN secretary has supported 2002, Volkswagen in Johannesburg development on sustainable the UN conference Following compact reference global Principle 8 Principle 9 7, 8, Principles 7, 8 Principle 7, 8 Principle 7 Principle environment 6 Principle 6 Principle 6 Principle 6 Principle 6 Principle 6 Principle 4 Principle 6 5, 4, 3, Principles standards social and labour 2 Principle 2 Principle 9 8, 1, Principle 4 1, Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle 1 Principle rights human Principle Compact Global Principle 10 Principle c 9 Principle 9 8, Principles 8 Principle orruption “Defining binding elements” Campaign for group values at VW VW at values group for Campaign elements” binding “Defining (SunFuel) fuels alternative to Commitment tank” your into field the “From chain supplier the in sustainability Promoting suppliers” for mandate “Development Volkswagen at Fuel-saving system!” cut-off fuel engine’s the “Use Saxony Lower southeast in Auerochs mower” lawn “Living standards environmental Group the spread help sponsors Environmental cycle” water “Rinsing environment the help to management Traffic jam sensor” astraffic phones “Mobile concept logistics Environmentally-friendly tracks” tram on goods “Moving NABU and Volkswagen between cooperation Close tandem” in course “A sustainability policies equality Gender ceilings” invisible through “Breaking Services Financial VW at management Diversity diffrent” be to good “It’s leave baby after staff for programme Re-entry returnees” for carpet “Red parents for promotion job and models Labour perambulators” and “Volkswagen age to according configuration Workplace fit” experienced older “Wanted disabled for Work2Work concept Personnel self-assurance” their regain them help “We asawarning state Nazi the in labour forced of Memories forgotten” been not have “We charter social Global social” and fair “Global, chain supplier the in sustainability Promoting suppliers” for mandate “Development workplaces suppliers‘ at health and Safety them” advise us let they open, are we “Because Volkswagen and econsense sustainability” for “Dialogue memorial camp concentration the maintain help Trainees you” of part becomes “Auschwitz Africa Trust South in Community Volkswagen school” to container “From Brazil in children for education and Socialisation Allessandro!” “Faster, artists young coming upand Promoting Wolfsburg” from imported times “Good upcampaign buckle America’s of Volkswagen away” fade them let “Don’t kids for training Traffic ticket?” aspeeding get also you “Do China and Germany in research Accident counts” scratch “Every Africa South in education Training further and key” isthe “Knowledge Mexico Volkswagen at services Medical year” the of aday, days 365 hours 24 for service “Health catastrophe environmental Asia’s following Relief Kalari!” school, to “Come periods drought during inhabitants Brazil’s for Water lives” saves “Volanta fairtrade for support VW’s arelief” what flavour, “Great children street to make donations members staff VW principle” snowball the to according “Help Europe Eastern in employment and affluence for Ideas investment” our of ispart responsibility “Social campaign SEAT’s no-smoking paradise” smokers’ of out “Driven Africa South and Brazil in people for prevention AIDS anightmare” from upcall “Wake Boleslav Mladá in centre training New learning” “A for passion unemployed former for qualifications and Jobs bit” alittle allknow we “And then German in locations Securing go” to way the shows “Volkswagen Forum) (AutoVision AG Wolfsburg of policies creating Job field” daisy the on machine “Job Article 10 88 70 86 82 72 94 92 130 56 54 50 48 44 20 122 24 70 26 128 124 118 116 106 102 100 98 77 76 75 73 68 66 60 40 36 32 28 18 14 Page

xx xx|xx VOLKSWAGEN AG

Reinhold Kopp, Group Senior Vice President External Relations Volkswagen AG, Post Box 1882, 38436 Wolfsburg, Germany. Tel. ++49 53 61/9-7 86 22, Fax –2 06 54

Concept: Stefan Dahle /imug Beratungsgesellschaft für sozialökologische Innovationen mbH (Hannover)

Editors: Michael Scholing-Darby, Volkswagen AG, Group External Relations, e-mail: [email protected]

Texts: Anne Cockwell (1), Stefan Dahle (3), Christian Pietschner (12), Michael Scholing-Darby (11), Lydia Schumacher (19)

Art Direction: Tom Tautz Layout and illustrations: KARMA//kommunikations_design Wolfsburg, www.karma-web.de

Photographs: Volkswagen AG (pages: 04, 10, 17, 19, 20, 25, 27, 32, 36, 41, 45, 61, 77, 78, 82, 92, 110, 111, 119, 122, 124) Wolfsburg AG (pages: 14, 17), Ulf Dieter (page: 28), Thomas Knüppel (pages: 48, 51, 98), dpa Picture-Alliance GmbH (pages: 60, 62, 69, 75, 95), Financial Services AG (page: 56), terre des hommes Deutschland e. V. (page: 66), Naturschutzbund Deutschland e. V. (pages: 86, 131), Bischöfliches Hilfswerk MISEREOR e. V. (page: 74), econsense (page: 128)

Print: Sigert GmbH Druck- und Medienhaus, Ekbertstraße 14, 38122 Braunschweig, Germany, Tel. ++49 5 31 / 8 09 29 22, Fax: / 2 80 02 80 2006 © VOLKSWAGEN AG