Alterde Approach
Live – IM Alter.de support in finding offers seniors a new home of Karlsruhe, 08 April 2011. In Bietigheim – Bissingen, Baden-Wurttemberg the seniors residence Bietigheim (SWB) due to insolvency is surprisingly closed. The bankruptcy of the private operating company is the result of a long legal dispute with the 34 owners of the building. April 31, all residents of the community need to find a new home. This finding offers living-in the Alter.de to his help. The years of dispute between the owners and the company SWB on the structural defects of the senior residential complex Bietigheim ended in bankruptcy. As a result of missing fire protection measures the city Bietigheim – Bissingen, Germany was forced to close the plant until the end of the year.
Surprisingly, however, was the comparison of the two parties. The SWB was obliged to allow the retirement village until April 30, 2011. 50 seniors need to find a new home within a very short time. For more information see Technology author. With horror I have in the last few days of the procedure relating to the insolvency the retirement village Bietigheim taken note. It is believed the relevant publications in the press, you must recognize that here was not the well-being of seniors, but the return on investment in the first place”, as Sascha Syska Managing Director of residential-in the Alter.de. Sascha Syska offers the seniors who have found yet no new place to stay in the vicinity of Bietigheim – Bissingen, Baden-Wurttemberg, the help of living-in the Alter.de: for me as CEO of living in the age of Internet GmbH is particularly regrettable, since probably about our portal inhabitants moved into the facility. If this is confirmed by our research, we will try immediately to sit with the families or the elderly in connection and to assist them in the search for a new place. However, we will try to organize a celebration for the former residents and nursing staff of the institution, so that they can themselves do not completely lose sight of and once again come together with your friends in May. Should be here one “From the region find care facility that can provide the facilities we would be happy about your feedback.”
The Deutsche Annington
DAIG committed to equal opportunities and cooperation of generations of Bochum, 14.06.2013. Rolf Buch, Chairman of the Board of the Deutsche Annington homes SE (DAIG), the diversity Charter “signed. The certificate was presented this week by Minister of State Maria Bohmer in Berlin the company. The initiative is a voluntary commitment by companies to promote the diversity of its employees. German Chancellor Dr. Angela Merkel supports the project as a patron. As the leading German housing company, the Deutsche Annington is a home more than 300,000 people from around 120 different Nations. Volker Siekermann, head of personal management of DAIG: we pick up this diversity of our customers within the company.
We employ approximately 2400 employees from 27 countries around the world. Alone the diverse language skills will bring us closer to our tenants. But it is not just about the origin: all employees bring their experience and skills. These potentials are there, the our Drive business and make us every day a little bit better.” Diversity for the Deutsche Annington also means, to promote the collaboration of the generations, as well as to increase the proportion of women in middle and upper management. Today, 27 percent of senior executives at the DAIG are female. At 330 newly hired object caregivers of the Deutsche Annington, 40 percent of employees are over 50 years old. Employees with children or dependent relatives are supported through measures to reconcile work and family.
The Deutsche Annington is characterized by the internationality and diversity of its workforce. Therefore, it is important to create a working environment that is free of prejudice. Siekermann says all employees and employees learn respect and equal opportunities regardless of gender, nationality, ethnic origin, disability and age”. Heard about the Deutsche Annington the Deutsche Annington real estate group with about 180,000 own 30,000 Apartments managed for third parties, as well as around 2,400 employees to one of Germany’s leading apartment providers. We are present in approximately 600 locations nationwide and offer customer-oriented services. “More information: the Charter of diversity the diversity Charter” was 2006 initiated by DaimlerChrysler, Deutsche Bank, the German BP and Deutsche Telekom together with Maria Bohmer Minister of State. The Deutsche Annington real estate SE is located in the circles of 1,400 signatories and signatories with over 6.5 million workers.
Supervisory Board
Supervisory Board and Board of Directors must act in the interests of the company. There is no higher maxim. The company’s interests with regard to the composition of the Supervisory Board is to gather a wide variety of different personalities in the Supervisory Board, which contribute any skills specific to ensure total the required advice and supervision for the specific company. If you observe this kind of diversity, you will automatically to more women and more younger men than previously in supervisory boards and also to more foreigners, if the company international is active. Our Government Commission on the German corporate governance code, in which I am a member, has made this the maxim. It is to the diversity in Management Board and supervisory board, but also in governing bodies at the level below the Board. More info: Attorney General. Because if we’re there not more diversity, in particular women, then we also get women not at the Board level. At the same time, we have tried to make pressure.
For the Supervisory Board, we require that any company which targets among other things in terms of number and time horizon is, i.e. are to how many women within a certain time to the Supervisory Board. In addition, we require that this objective must be communicated once a year and every year to make public how the actual performance in relation to the own goals has been. Thus transparency, openness and peer pressure of the company arises among themselves, but also among the women in the company. Imagine: operate in a given industrial sector and in all other companies in this sector, there are very many women at the beginning, when you go,. There is, however, no woman in a leadership position in your company. It is clear that other companies better get down and if you’re ambitious, you want to be Yes may prefer working in such an undertaking.
