Open corporate culture

We cultivate a policy of open communication. This includes the active exchange of information and experience as well as our Open Door policy: Executive management and managers are available to listen to employees at all times. We keep our employees up-to-date with all the latest news from the world of AIDA through the employee newspaper “WIR”, the AIDA intranet and the monthly newsletter. In 2011 we also successfully continued our lecture series “AIDA Sternstunde” which covers a wide range of different issues such as environment and sustainability, customer management and maintaining an active and healthy lifestyle – at work and at play.

We use diverse measures to ensure that our personnel feel well looked after on board. The crew purser, for example, plays a central role as the first point of contact for any administrative matters the crew may have. S/he introduces new employees to operations on board and helps them with questions regarding contracts and wages. When the crew go on shore leave, the purser exchanges money for the local currency and provides telephone cards. His/her duties also include administrative tasks such as providing the ship’s declaration for customs.

To support newcomers during their first few weeks on board, we provide them with a “buddy”. This buddy is an experienced member of the crew who can familiarize the new employee with the ship and its processes, and will respond to any questions the employee may have.
In 2011 we developed a concept for more intensive and direct personnel support on board: The ship’s council (captain, staff captain, chief engineer and club director) is being extended from 2012 to include an HR manager. The HR manager will enhance the existing personnel work on board and will provide advice in areas relating to labor law. The HR manager will also assist the heads of department in identifying potential and scope for personnel development. The first HR managers are set to go on board in March 2012.

Those who aim for long-term success must ensure they develop continually. And each change firstly calls for a good idea. That is why we developed our AIDA Impulse ideas management system, making it even simpler, faster and more flexible for 2011. With AIDA Impulse we want to encourage our employees to participate in the ongoing optimization of our services by contributing their ideas. Since 2011, the suggestions for improvement that we receive have been posted on our intranet homepage. This means that comments and further developments can be made interactively. Simplifying the system has already achieved results: The number of suggestions from employees rose by 51% in 2011.

Our experience shows that small changes often have a huge impact. For example, by implementing an idea from one member of our crew, we were able to significantly reduce check-in times. Our employee proposed that the cabin number be printed clearly on the front page of the passenger’s ticket booklet. Another employee organized a get-together on AIDAluna for wheelchair users and guests with restricted mobility, and then posted this as a suggestion on AIDA Impulse. Today this idea is being implemented on all ships in the fleet. In total, we have increased the rate of implementation for employee suggestions from 29% to 37.5%.

As an internationally active company with employees from 25 countries, diversity is a natural part of our working life – and a genuine asset. For this reason too we have joined the „Charta der Vielfalt“ initiative. By doing so, we expressly declare that we respect all of our employees, irrespective of criteria such as gender, ethnic origin, sexual orientation, world view or age. For us, respecting diversity also means responding to the cultural differences of our colleagues from other countries and taking their needs into consideration. We employ chefs, for example, who prepare authentic traditional dishes for our Asian employees.
Should employees observe unequal treatment, they can contact their supervisors, employee representation, or a trusted person. Dealing with discrimination is clearly regulated in our Code of Business Conduct and Ethics. In such cases, the srelevant operating department and the HR department are notified immediately. Reported cases are thoroughly investigated and, within the framework of our zero tolerance policy, labor law sanctions may be applied. No cases of discrimination were reported to us in 2011.

As a company which practices sustainability, we uphold internationally recognized human rights and worker’s rights as a matter of course and also demand the same of our suppliers and providers. The same applies with regard to a ban on child labor and forced labor. During the reporting period, there were no infringements against the said principles.

Naturally, we also guarantee the right of association and collective bargaining. No infringements were reported to us in 2011. No corporate areas were identified as being particularly at risk with regard to these infringements in 2011.

For further information about our supplier/provider relationships, please refer to the chapter on Economic Success.