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The Messer Team 2020


The Messer Team

The Messer Team

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Diversity and equality

Diversity and equal opportunity are anchored in our mission statement. Our forward-looking and sustainable Human Relations policies ensure a level playing field for professional success, respect cultural differences, and promote interaction among each another. For Messer, diversity is essential to innovation and sustainable business success, and mutual trust and respect form the basis of our corporate culture.


Satisfaction of our employees

In 2020, the average company service of our employees since they joined Messer was 10.2 years. Employee turnover was 13.2 percent.
Messer in Hungary established an onboarding program to improve the integration of new colleagues: new employees are assigned a personal mentor, who helps them get situated during their first months on the job and is ready to assist them in a wide range of matters. The program also includes short assignments in other departments to promote a better understanding of those roles and provide interdisciplinary context. This lets new employees get to know their key contacts better, which builds greater social cohesion and a feeling of comfort and security. Their direct supervisors discuss the integration process with them on a monthly basis.

UN Goals Messer-Team

  • UN Goal 1 - No poverty
  • UN Goal 2 - Zero hunger
  • UN Goal 3 - Good health and well-being
  • UN Goal - Gender equality
  • UN Goal 6 - Clean water and sanitation
  • UN Goal 7 - Affordable and clean energy
  • UN Goal 8 - Decent work and economic growth
  • UN Goal - Industry, innovation and infrastructure
  • UN Goal 10 - Reduced inequalities
  • UN Goal 11 - Sustainable cities and communities
  • UN Goal 12 - Responsible consumption and production
  • UN Goal 13 - Climate action
  • UN Goal 14 - Life below water
  • UN Goal 15 - Life on land
  • UN Goal 16 - Peace, justice and strong institutions
  • UN Goal 17 - Partnerships for the goals

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Satisfaction surveys

Messer conducts employee surveys in Europe and the Americas.
In Europe, 1,421 people participated in the survey; that represents 46 percent of the European workforce. The results point to an emphasis on work safety as well as a strong, committed corporate culture: 92 percent of respondents, for example, agreed that safety is the highest priority at Messer; 92 percent also indicated that they were satisfied with how Messer has handled the Covid-19 pandemic. 94 percent of participants said they were proud to work for Messer; and 89 percent agreed that they have a positive feeling about the direction in which Messer is headed. When asked to name three areas on which our local management is focusing greater attention, respondents identified employee development, communication and digitalization.

Since the end of 2019, Messer Americas has been conducting surveys at six-month intervals, in order to determine the needs and requirements of the workforce and to establish appropriate employee development programs. In the most recent survey at the end of 2020, 54 percent of employees in the Americas participated. As in Europe, the employees gave particularly positive assessments of the safety culture and pandemic management and also strongly agreed with the strategic direction and mission of the company.


Number of participants who said they were proud to work at Messer

Education, advanced training, know-how transfer

Messer is committed to the education and training of talented young professionals, who represent an important investment in the competitiveness and capability of our company. Some of that training takes place at various locations, supplemented by multi-week assignments abroad. In 2020, the training quota at the Messer was 1.3 percent.
Open dialog and in-house transmission of expertise are important to us. That’s why we promote the establishment and maintenance of cross-regional and intercultural networks. In 2020, employees participated 15,559 times – in most cases virtually – in site conferences or network meetings for strategic integration or know-how transfer. By contrast, that figure was 8,369 in 2019.

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