Daimler Truck

Our People

Healthy and motivated employees are the basis for our company’s success. That’s why we do everything we can to ensure that they feel comfortable and at home at Daimler Truck.

Our employees represent our foundation. It is only thanks to their skills, experience, and commitment that we are able to achieve our goals and lasting success. With their ideas, they enable innovations that drive Daimler Truck forward. They help to positively influence our image and thus enhance customer loyalty.

We know exactly how valuable our employees are. It is therefore crucial for us to offer them attractive working conditions. And to make sure that they enjoy coming to work, feel comfortable and safe, and maintain their health. Being a responsible employer: That is the standard by which we measure ourselves. And this standard is helping us to inspire new talents for Daimler Truck, both now and in the future.

Our ambition

We strive to be an employer of choice, and we foster a culture of diversity, equity and inclusion – leading to a sense of belonging across all levels and regions.

For us at Daimler Truck, doing business also means contributing to positive change and taking responsibility - towards society and towards our people. This is both my personal conviction and deeply rooted in our Daimler Truck DNA.
Jürgen Hartwig
Jürgen Hartwig Member of the Board of Management of Daimler Truck Holding AG, responsible for Human Resources

Our path

In order to achieve our objectives we pursue three different paths:

  • Diversity, Equity, and Inclusion

    We stand for an open and respectful corporate culture: Team spirit, fairness and respect for one another are our cornerstones.

    More than 100,000 people from 129 countries work at Daimler Truck. This diversity helps us to find new perspectives. It drives creativity and innovation – improving the successfulness of our work. We foster a corporate culture where our employees can freely develop their talents and contribute their individual strengths. The foundation: a respectful and open cooperation that leaves no room for discrimination.

    As a signatory to the Diversity Charter, we ensure that all our employees have equal opportunities – regardless of age, ethnic origin and nationality, gender and gender identity, physical and mental abilities, religion and belief, sexual orientation, and social background. As participants in the UN Global Compact and the European Women’s Management Development Network, we underscore these principles.

    We ensure diversity right from the recruitment stage: 54% of new hirings through our Daimler Truck Trainee-program have an international background, and 41% are women. We place particular emphasis on training young people with disabilities. We also want to continuously increase the proportion of women in management positions, for example, with our She@Truck women’s support program. We also ensure fair and transparent salaries: their levels are based only on the requirements of the position and personal performance.

    The Diversity, Equity & Inclusion (DEI) Advisory Board also began its work in March 2023. Half of the international committee consists of senior managers from all organizational units and the other half consists of diversity experts and members of under-represented groups so that they also get their equal say. The DEI Advisory Board is chaired by Martin Daum, Chairman of the Board of Daimler Truck. The DEI Advisory Board decides on the strategy and relevant topics relating to diversity, equity and inclusion, advises the Board of Management and anchors the topic in the business units.

    In order to make an inclusive working culture measurable, we have introduced the Inclusion Index in our company. This index is based on four questions from our annual employee survey and expresses how inclusive the working environment is perceived. Managers receive the Inclusion Index as an individual value for their own team. Accompanying documents support managers in making their own management behavior even more inclusive.

  • Employee development and support

    We invest in the professional and personal development of our employees. We promote their potential and ensure that they can develop their creativity freely. In 2023, we rolled out our newly developed performance and potential management processes for managers and prospective managers right up to the team management level. The focus here is on a holistic and development-oriented approach with a 360-degree feedback process.

    Digitalization and e-mobility are massively changing the automotive and transport industries – and thus also the job profiles, tasks and requirement profiles at Daimler Truck. In order to keep up with the times and to be able to move forward, we build up the required competencies in the company, continuously develop them further, and thereby ensure that our employees remain employable in the long term. We invest in training and further education, expand our personnel development programs, and adapt our professional portfolio for training courses and dual study courses to meet the requirements.

    In order to support our employees, we offer them a comprehensive further training program with face-to-face training and digital offerings. In addition, our employees can choose from more than 17,000 e-learning courses via LinkedIn Learning and thus receive further training in various topics – regardless of location and time.

  • Occupational health and safety

    At Daimler Truck, we see occupational safety, health protection and well-being as the basis for cooperation in our company and our economic success.

    Daimler Truck has joined the "Vision Zero" campaign of the International Social Security Association (ISSA). With our "WE WATCH OUT FOR US" initiative, we are pursuing the vision of jointly achieving "zero" accidents at work and "zero" work-related illnesses. We are committed to ensuring that we work safely, are healthy and feel good. Together, we are working on a change towards a strong and effective health and safety culture with mutual consideration and open dialog as well as a high level of safety, health and wellbeing awareness.

    The physical and mental health and safety of our employees at work are non-negotiable corporate values for us. That is why we ensure safe and healthy working conditions at all our locations worldwide. With preventive measures on site and digitally, as well as effective management systems, we are continuously working to avoid accidents at work and work-related illnesses at our locations. Regular training and instruction for all employees is the basis for raising awareness and empowering our workforce to adopt safety-conscious behavior and a health-oriented lifestyle. We carry out health and safety audits at all our sites. Around 39% of our workforce work in plants that are already certified in accordance with the international occupational health and safety standard ISO 45001.

    The improved work-life balance also helps our employees at Daimler Truck to feel comfortable and stay healthy. We have learned from the coronavirus pandemic: Hybrid working is a sustainable working model – and we support it where work permits it. We also have a long tradition of job-sharing models and part-time models – from shorter working hours per day to free working days per week and temporary leave. The possibilities go beyond legal requirements in certain countries.

Our progress so far

  • More than 100,000 employees from 129 nations work at Daimler Truck.
  • 20,000 e-learning modules are available to our employees around the clock.
  • Around 39% of our employees work in plants that are already certified in accordance with the international occupational health and safety standard ISO 45001.
  • In 2023, we increased the proportion of women in management positions to 19.8%.

Our next steps

We will continue to support the health and well-being of our employees in the workplace:

  • Our goal is to reduce our accident rate by 10% every three years.
  • Together, we are working on a strong and effective health and safety culture with mutual consideration and open dialog as well as a high level of health and safety awareness.
  • By 2030, we want to have 25% of management positions filled by women.
  • We will develop online training for all employees on topics such as safety, equity and anti-discrimination.
  • We are continuing to expand our range of health programs for employees.
  • We are continuously developing our training offerings.
  • In future, we want to roll out our new performance and potential management processes globally for our employees as far as possible.

Further focus topics