Our employees are our foundation. It is only thanks to their skills, experience, and commitment that we are able to achieve our goals and sustain long-term success. With their ideas, they drive the innovations that propel Daimler Truck forward. They contribute to positively influencing our image and thereby increase customer loyalty.
Our People
We know how valuable our employees are. Therefore, it is crucial for us to offer them attractive working conditions. And to ensure that they enjoy coming to work, feel comfortable and safe there, and maintain their health. Being a responsible employer: This is our aspiration. And this aspiration helps us today and in the future to inspire new talents for Daimler Truck.
Diversity, Equal Opportunities, and Inclusion
More than 100,000 people from 129 nations work at Daimler Truck. This diversity helps us find new perspectives. It is a driver for creativity and innovation – and makes our work more successful. We promote a corporate culture in which our employees can freely develop their talents and contribute their strengths. The foundation: a respectful and cosmopolitan coexistence that leaves no room for discrimination.
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Charta der Vielfalt
As a member of the “Charta der Vielfalt”, we ensure that all our employees have the same opportunities – regardless of age, migration history and nationality, gender and gender identity, physical and mental abilities, religion and worldview, sexual orientation, and social background. We underline our principles as participant of the UN Global Compact and as a member in the European Women’s Management Development Network.
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Equal Opportunities for All
Even in recruiting, we pay attention to diversity: 54 percent of our trainees have an international background, 48 percent are women. We place a particular focus on the training of young people with disabilities. We also aim to continuously increase the proportion of women in management positions, for example, with our women's advancement program She@Truck. Furthermore, we ensure fair, transparent salaries: Their height is based solely on the requirements of the position and personal performance.
Since 2023, the Diversity, Equity & Inclusion (DEI) Advisory Board has brought new impulses to our organization. The international committee is equally composed – half with executives from all corporate divisions, the other half with diversity experts and representatives of underrepresented groups. This ensures that different perspectives are heard. Karin Rådström, CEO of Daimler Truck, chairs the committee. The committee advises the board, defines strategic priorities, and ensures that diversity, equal opportunities, and inclusion are anchored in all business areas.
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Reality Check with the Inclusion Index
To understand how inclusive our work environment really is, we rely on a company-wide inclusion index. The key figure is based on four questions from our annual employee survey and shows how our teams experience diversity and belonging in everyday life. Managers receive their own evaluation for their team – and thus concrete indications of how they can make their leadership behavior even more inclusive.
Employee Development and Potential Promotion
We create space for personal growth – and invest specifically in the development of our employees. Under the term "Impact Compass", we support managers in their leadership roles. The Impact Compass cycle includes annual performance reviews that systematically assess both employee performance and future potential. As part of this process, career development aspects—such as optional development conferences— are considered to ensure individual growth and support the achievement of personal development. We thereby anchor the Daimler Truck culture in everyday life, offer transparency and orientation, and promote personal and professional development by involving all our employees, from the board to the clerks, in a holistic, global, and consistent performance management and personnel development process. A company-wide introduced, personal 360° feedback process acts as an important component in cultural change.
The digital learning curriculum "Emerging Leaders Journey" (ELJ) was established to develop future leaders. The goal of this leadership program is to develop qualified leaders for Daimler Truck while simultaneously promoting diversity and multi-perspectivity. A pilot project to introduce an expert career in selected fields such as IT and software development offers an alternative development path for highly qualified subject matter experts alongside the classic management career, in order to specifically promote their contribution to the company’s innovative strength and future viability.
Fit for the Future
Digital technologies, e-mobility, and automated driving are changing our products – and thus also the work environment at Daimler Truck. New tasks, job profiles, and requirement profiles are emerging. We face this change with a clear goal: to make our employees fit for the future. To achieve this, we build competencies, further develop them, and invest in training and continuing education. We strengthen our personnel development, expand our qualification offerings, and consistently align our training portfolio with future needs.
To support our employees in the best possible way, we offer a comprehensive continuing education program with in-person events, virtual classrooms, and many other digital formats. These learning offerings are carefully selected by experts to ensure high-quality and effective learning experiences. In addition, our employees have access to over 35,000 e-learning courses via LinkedIn Learning and Udemy Business. The extensive catalog covers a wide range of topics for professional and personal development, including expert courses with a special focus on IT, software development, and artificial intelligence. To ensure quality and relevance, the digital learning portfolio is regularly checked by sample and evaluated by learners. It is also annually checked for quality and compliance conformity.
Health and Safety at the Workplace
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Healthy Teams, Strong Performance
Those who work safely, are healthy, and feel comfortable in the workplace can fully develop their potential. Therefore, at Daimler Truck, we create a work environment that consistently places safety, health, and well-being at the center.
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Safe and Healthy Work
With our initiative "Wir achten auf uns", we pursue a clear goal: zero work accidents, zero work-related illnesses. As part of the global "Vision Zero" campaign of the International Social Security Association (IVSS), we promote a strong awareness of safe and healthy work – through mindfulness, mutual consideration, and open dialogue.
At all our worldwide locations, we create safe and healthy working conditions and rely on effective prevention. This includes practical training, regular instructions, and digital offerings that strengthen safety awareness and promote both physical and mental health.
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Prevention through Management Systems
Through established management systems, we do everything to prevent accidents and work-related illnesses from the outset. At all production and development sites, we conduct regular assessments of health and safety risks to identify and minimize potential hazards early on. In addition, continuous audits are conducted in accordance with the international standard ISO 45001 for occupational health and safety management systems. In 2024, 14 of our production sites were already certified according to ISO 45001.
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Work that Fits Life
A healthy balance between work and private life is also important to us. We promote flexible work – whether hybrid, part-time, or job-sharing. What has proven successful during the Corona pandemic, we consistently develop further. Our models often go beyond legal requirements: from reduced weekly working hours to additional days off to temporary breaks.
Our Ambitions at a Glance
- We aim to be an attractive employer and to create an inclusive work environment that fosters a strong sense of belonging at all levels and across all regions.
- We strive to reduce our accident rate by 10% every three years.
- By 2030, we aim to have women in 25% of our leadership positions.
