* ‘Mobile working‘ includes home office as well as working from another location.
As a regional employer, we see it as our responsibility to create and protect jobs in the communities in which we operate.
In the labour market, we are competing for the brightest minds. Thanks to a motivated and satisfied workforce, our company has consistently low employee churn as well as an above-average retention period of ten years – both factors in our ability to keep technical and scientific know-how at RAG. As an attractive employer, we want to inspire even more women to enter technical professions going forward and motivate them to take on leadership roles at RAG. For us, diversity in the workforce means that different points of view are heard, allowing new solutions to emerge more readily as a result.
Key values and principles that define our corporate culture
Flexible working time models have become increasingly important for employees and job seekers in recent years. When offering company benefits, we make every effort to ensure that full-time and part-time employees are treated equally. Inevitably, not all of our work is performed by our own employees. Specific activities and services are outsourced to suppliers and, as such they may be covered by other collective agreements which sometimes provide for less favourable company benefits than those extended to RAG Austria employees. All of the jointly developed values and guiding principles that RAG employees and RAG managers stand for can be found on our website.
The core values and behaviours that underline our approach to our work include mutually appreciative and respectful interaction as well as constructive cooperation. We actively encourage all of our employees and managers to take responsibility and make important decisions.
Responsible for staff matters, the HR Department maintains an appreciative and constructive relationship with employees and employee representatives alike. Cooperation between the works council and management has always worked very well at RAG, and is characterised by open communication that stems from a sense of trust. In addition to the quarterly discussions with the Executive Board, there are regular meetings between the works council and the HR Department to liaise and share information. These meetings provide all concerned with an opportunity to exchange views on current personnel and organisational matters, as well as discuss any changes that may be required in the rules and regulations. HR and the works council also cooperate very closely when it comes to staff events (such as sporting or cultural events).