Our people

Our top priority is to work safely, look after our people’s health, and protect them from harm. Our commitment to health and safety also extends to the employees of our business partners and to the people who live near and visit our facilities.


We aim to provide a supportive work environment in which our people feel confident sharing their ideas and trying new approaches. Their creativity is crucial to our success. We encourage our employees to hone and extend their skills and learn from each other. Furthermore, we strive to prevent any form of discrimination and to promote equality and inclusion.


  • Protect labor rights and ensure a safe, healthy, and secure work environment for all employees and contractors; promote the same standards in Uniper’s joint ventures and partnerships.
  • Have zero tolerance of discrimination.
  • Ensure equal opportunity and promote inclusion in the entire workforce.


  • Maintain a 1.75 combined TRIF threshold at the group level through 2019.1
  • Certify 100% of Uniper’s operational assets to ISO 45001 by 2022.
  • Have women account for 25% of Uniper’s high-level executives by 2022.
  • Achieve an employee inclusion indicator of over 95% by 2022.2

These commitments and targets support SDG 5 and 8:

Health and safety

Maintaining high health and safety standards is a core value for us because we care about our people.

We aim to certify 100% of Uniper’s operational assets to ISO 45001 by 2022

The health and safety management systems of all our operating entities are certified to OHSAS 18001, the internationally recognized standard for health and safety management, and are regularly reviewed and certified by independent experts. In 2018 ISO published ISO45001, a new and improved standard for health and safety management systems.

We’re committed to maintaining a combined TRIF at or below 1.75 through 2019

Our main safety metric for management purposes is total recordable incident frequency (TRIF), which measures the number of incidents per million hours of work. In 2018 the Combined TRIF, which includes the safety performance of contractor employees who work for us, was 1.47 (2017: 1.53), significantly below the threshold of 1.9 set in 2018 and the lowest TRIF in company history. In 2018 our Employee TRIF was 0.90 (2017: 1.41). We’ve also set a target to maintain a 1.75 combined TRIF threshold at the group level through 2019.

We had no fatal accidents in 2018.

Fair and attractive employer

We place a significant emphasis on an open and trusting corporate culture, which we call the Uniper Way. It has three core elements and three corresponding guiding statements: leadership (grow and empower people), teamwork (become one and simplify), and individual contribution (act as it is your own company). The Uniper Way is brought to life by being integrated into our management structures, internal mechanisms, and day-to-day interactions and are embedded in our Human resources (HR) cycle.

Diversity and inclusion

Uniper’s Management Board is fully committed to promoting inclusion and diversity in the six dimensions as defined by the German Diversity Charter: gender, nationality or ethnic background, religion or worldview, disability, age or generations, and sexual orientation and identity. Uniper signed the Charter in 2016.

In 2018 a team of senior managers, six diversity ambassadors from different units and staff from HR and Communications designed a Diversity Improvement Plan for 2018-2020. The Management Board, that approved the plan in January 2018, believes it will enhance our company’s potential for innovation and growth.

In 2018 we’ve set a target to have women account for 25% of Uniper’s high-level executives by 2022.

We intend to reach our target for 2022 through more diverse selection and recruitment procedures, mentoring, flexible work arrangements for all employees, and similar measures. Women made up 24.2% of our workforce in total in 2018, almost unchanged from the prior-year figure of 23.9%.


“I am committed to creating a more open, inclusive and creative corporate culture.”

Ulrich Köster,
Executive Vice President Human Resources

We aim to achieve an employee inclusion indicator of over 95% by 20222

Our new Diversity Improvement Plan sets specific targets for increasing employee engagement in teams and minimizing discrimination. The focus for 2019 is on reinforcing all employees’ awareness of diversity and on reviewing our HR processes through a diversity lens.

1Total recordable incident frequency (TRIF) measures the number of incidents per million hours of work.
2Employee inclusion indicator: annual employee opinion survey demonstrates that 95% of employees feel included.

For more information download our Sustainability Report 2018.