Responsibility to employees

Some 11,500 employees worldwide form the bedrock of G+D’s corporate success. This means that the company sets far-reaching national and international goals for supporting employees and developing an HR policy based on respect and responsibility.

G+D creates an environment that motivates its employees to perform, and gives them the scope to develop both professionally and personally within the company. This means that existing employees are developed, with the aim of producing well-qualified junior and senior managers. G+D focuses on strategic succession planning and HR policy tailored to different life phases, as well as new and exciting ways of working which take into account the increasing digitization of the workplace.
To achieve this, G+D encourages diversity, and is convinced that recruiting employees from many walks of life is a winning scenario and of benefit to the company. Maintaining and promoting employees’ health is a central objective for the company.

Supporting and motivating employees

Generational change requires a professional knowledge transfer, and we create the right conditions for this to happen.

Sustainable qualifications

G+D employees can make use of a diverse range of training programs and can map out their future career on an individual basis. At management level, the company focuses on strategic succession planning. Global talent management aims to develop employees who show potential. Alongside this, regional talent pools are designed to identify internal management potential in overseas markets. G+D also supports all employees giving them tools to best handle the digitized workplace.

The “berufundfamilie” audit confirmed that an HR policy tailored to different life stages is an integral part of our corporate structure.

Focusing on life stages

G+D focuses on developing an HR policy based on different life stages in order to create an ideal work/life balance. Measures range from operational health management and training to reintegration assistance following lengthy periods of illness. The family-friendly corporate and management culture also ensures that employees are happy, motivated, and healthy. G+D provides options including home office and mobile working, company childcare, and assistance for employees with family members who require long-term care. We also accommodate flexible working models and job sharing.

Encouraging diversity

G+D signed the “Diversity Charter”, which was set up to combat discrimination, and has integrated its principles into training, workshops, and the everyday work routine.

Diversity brings success

Only companies which benefit from diversity and fight against discrimination will enjoy long-term success in today’s extremely fast-moving markets. G+D therefore clearly sees a diverse workforce as a competitive advantage.

With a three-pronged diversity management program, G+D aims to create the conditions to allow employees to perform their duties to the best of their ability – regardless of gender, age, or cultural background. Diversity is also a criterion in selecting trainees, top talent, and apprentices.

A key corporate goal of G+D: Raising the proportion of women in executive and global management positions worldwide to 15%.

Equal opportunities for women

Equal opportunities for women and increasing the percentage of women in management and key positions are crucial goals for G+D in supporting diversity within the company. To achieve these goals, the company makes use of recruitment and the targeted professional development of women within the company. G+D takes a holistic view of leadership skills when selecting candidates, as well as in the recruitment of staff in general. As evidence of this, half of those selected for the G+D top talent program in 2016 were women. A third of the company’s Supervisory Board members are women.


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