İnsan

The continued implementation of the performance program "Next Level" resulted in a reduction in the total workforce (FTEs) to 4 785 at December 31, 2024. Even so, Rieter was able to decrease the labor turnover rate by 0.9 percentage points to 4.5 percent in 2024 – and therefore hit the target of 10.0 percent again. This is a testament to the strength of Rieter’s company culture.

• The share of women in executive and management positions increased by 2.7 percentage points to 15.3 percent, thanks to the continuation of the diversity initiative “Women@Rieter” and the company’s mentoring program.
   
• The absolute number of occupational accidents fell by 34.1 percent to 29. As a result, occupational accidents per million hours worked improved slightly to 3.3 in 2024. This can be attributed to better preventive measures and the implementation of targeted safety training at Rieter sites.
   
• The absence rate for sick and accident leave increased slightly to 4.1 percent in 2024. This is well above the target of a maximum of 2.0 percent and a reflection of the difficult market situation in the reporting year.
   
• Training days per employee increased slightly to 2.0 in 2024, but remained below the target of at least 3.0 days. The company has offered a digital learning platform since 2023 in order to improve the personal and professional development of its employees.
   
• 2025: In 2025, Rieter aims to develop new social targets for 2030 in order to maintain its momentum in diversity and health & safety.