Porsche’s success hinges on its employees – their abilities, their dedication and their passion. They identify with and embrace the values and objectives of the company. At the end of the reporting period on 31 December 2017, Porsche AG employed 29,777 people. That is an increase of nearly eight per cent over the previous year. The company’s rapid growth also poses some major challenges, which can only be met if everyone pulls together. This makes constructive cooperation with the Works Council, its committees and the IG Metall trade union another important factor for success. Collective wage and works agreements above and beyond the legal requirements lay a solid foundation for sustainable success, benefitting the Porsche company, employees and shareholders.
The HR strategy provides the framework for how Porsche works with its employees. They are the heart of the company, and Porsche wants to be an outstanding employer for them not only now but also in the future. This approach is based on the unique corporate culture, which always reflects Porsche’s identity and tradition. The company creates ideal framework conditions for its highly motivated employees by providing innovative working environments that encourage high levels of performance. It invests in future-oriented training and talent management in order to provide individual, targeted and high-quality skills acquisition and further development opportunities for every employee. This is all the more important in a world undergoing ever faster change and increasing digitalisation. Porsche takes a modern HR approach here by way of efficient processes and interconnected IT systems.
A key part of Strategy 2025 and therefore also of Porsche’s HR strategy consists of digitalising the company’s processes. Numerous lean administration projects and consistent further development of IT systems – always in close cooperation with the Works Council and in strict compliance with the highest data protection and security requirements – have led to major successes in digitalisation and process optimisation. Porsche provides a company-wide platform called the My PorscheCockpit for an array of personnel and company-related processes.
Fit for Digit@l initiative
The objective of the Fit for Digit@l initiative launched in 2017 is to instil and expand shared trans-departmental digitalisation related knowledge and understanding at Porsche. The aim is to promote awareness and motivation for this transformation among all the employees. This includes gaining understanding and knowledge of the main purposes and drivers of digitalisation and of the individual action areas at Porsche, which in turn is intended to support sustainable development of a Porsche digital mindset.
Porsche learning platform
The Porsche learning platform introduced in 2017 is a key part of the HR digitalisation initiative, and the main employee portal for everything related to skill acquisition opportunities both within and beyond individual specialties. It shows all available training courses and offers direct access to a wide range of attractive and flexible online options. The online possibilities on this newly created platform supplement the proven brick-and-mortar opportunities. The use of blended learning, for example, adds a targeted dimension to training programmes. Higher degrees of transparency and connectivity – including with subsidiary companies – raise collaborative learning to a new level. Employees can access their training histories, as well as shape their desired learning strategies in active and individual ways. This makes learning a self-determined and integrated part of everyday working life at Porsche – a key precondition for the strategic goal of lifelong learning.
Attractiveness as an employer, and working with young talent
The basis for successful HR work continues to be Porsche’s sustainable positioning as an attractive employer. Porsche supports numerous initiatives to promote young talent, and focused on digital talent and recruiting related target groups in the reporting year. In the high-profile employer rankings from Trendence and Universum, the company again received high marks from students in 2017. Reviews by young professionals have been especially positive. In the Young Professional survey conducted by Universum, for instance, Porsche rose in all categories and even took first place among engineers. Applicant figures also show the company’s appeal as an employer, with more than 150,000 applications submitted to the Porsche Group in 2017.
Porsche also maintained partnerships with key organisations to encourage young talent during the reporting year. These included Formula Student Germany, an international design competition sponsored by the Association of German Engineers (VDI), and Femtec, a programme that encourages women to study science and engineering. Porsche supported students for the first time at the World Solar Challenge in 2017, namely the Sonnenwagen team from RWTH Aachen University. Covering 3,000 kilometres across Australia, the WSC is the toughest and most important emission-free automotive race in the world.
Joint projects with leading universities are being further expanded, with a special emphasis on digitalisation. Porsche is a partner of the newly founded CODE University in Berlin, a private accredited technical college that offers programmes in software engineering, interaction design and product management. Right from the start, its students work on their own projects in international and interdisciplinary teams in close cooperation with companies and organisations. The Porsche AG chair founded in 2013 at the Leipzig Graduate School of Management has been extended and its content adapted. Starting in 2018, it will focus on strategic management and entrepreneurship in the digital age. The Porsche Automotive Campus programme at Nuertingen-Geisling University (HfWU), which provides scholarships for talented young people in the automotive sector, has been extended for two years. Relations with universities in other countries are also being expanded on a continuous basis. Examples include an internship programme at Tongji University in Shanghai and joint projects with the IT department at Babeş-Bolyai University in Cluj in Romania. In Silicon Valley, Porsche is working together with Stanford University on an initiative that is also expected to be expanded in 2018.
Awarded for the 17th time in 2017, the Ferry Porsche Prize recognises the top A-level students from the state of Baden-Württemberg in the core subjects of mathematics, physics and technology. Some 212 young people received the coveted prize. Six of them were also given one-year scholarships, which were decided by lots drawn at the awards ceremony held at the Porsche Development Centre in Weissach.
Porsche corporate culture
One of the focuses of the reporting year was to further develop the corporate culture. This was prompted in part by the large increase in new employees over recent years, and also by the company’s reorientation in the digital age which has changed how people work together. Members of the Executive Board Oliver Blume and Andreas Haffner and the Chairman of the general Works Council, Uwe Hück, are the original and ongoing sponsors of this focus. Work-shops throughout the company took a bottom-up approach to sketch the current state of the Porsche corporate culture and compare it with a version for the future. This meant determining the values that connect Porsche employees, and which direction the company's culture must take to forge a distinct identity that attracts and retains employees.
The resulting cultural guidelines were created containing the four elements of dedication, pioneering spirit, sportiness and family. These keywords define how employees envision cooperation within the company. They also show, however, how Porsche wants to shape major trends in the automotive industry.
The resulting corporate culture guidelines were used to develop the Porsche Code. It replaces the previous leadership guidelines and describes the key dimensions of a shared understanding of leadership.
The corporate culture guidelines and the Porsche Code will be further developed in 2018. Plans also call for leadership labs to help management personnel prepare for future challenges and internalise Porsche leadership culture by means of critical reflection and external inspiration. The whole process is actively supported and promoted by the Executive Board and the employee representatives.
Needs-based and future-oriented training, on-going skills acquisition, and internal development opportunities are cornerstones of Porsche’s HR policy. Over the last seventy-five years, vocational training has formed the basis for these efforts, with trainee programmes and curricula adapted to meet projected advances in technology and developments in society. The company currently offers formal training programmes for ten technical and commercial occupations, as well as seven programmes of study in connection with Baden-Württemberg Cooperative State University (DHBW). Two hundred young people began a training programme at Porsche AG in the financial year just ended. Forty per cent of the slots for technical occupations are reserved for applicants with a college degree. If successfully completed, the future-oriented training system will lead to trainees gaining a permanent employment contract. In the period under report, 142 trainees and DHBW students signed an employment contract with Porsche after passing their final examinations.
Porsche is expanding its main plant in Zuffenhausen, preparing to produce the Mission E and again increasing the size of its technical training programme – from the current number of 106 trainees to 156. In addition to traditional occupations in the automotive industry, approximately half of the new traineeships will be for automotive electromechanical engineers and industrial electronics engineers. In addition, a new future-oriented discipline of Information Technology (Automotive IT) was established as a study programme in connection with DHBW. Next year the disciplines on offer will also include information technology, and the number of places in electrical engineering will be increased.
Porsche has consistently expanded the international component of its training programme. Technical trainees have thus far been able to gain experience abroad in Australia, GreatBritain and the Philippines. In the reporting year, Taiwan, Italy, China and the US were added as potential new destinations. Porsche has also launched an exchange programme with Bentley and with Volkswagen South Africa. Twenty-two technical trainees took part in the programme abroad. Another 18 trainees in the dual Porsche-DHBW programme were sent to Great Britain, Switzerland, Spain, France, Italy, the Czech Republic, China, Korea, Japan, Australia, Brazil, Canada and the US. They gained experience at different Porsche sites or with Bugatti or Bentley. Ten commercial trainees were sent to Great Britain and Spain respectively.
Of special note is the increase in the number of female technical trainees. In the reporting year, 33 per cent of the first-year trainees and 43 per cent of the first-year students in the dual Porsche-DHBW programme were women.
The rapid expansion of digitalisation into all areas of automotive engineering, electromobility and smart mobility is also influencing vocational training in these fields. Because all trainees must be able to keep up with technological advances, they are intensively prepared for new developments.
Because many applicants are unlikely to meet the general selection criteria for acceptance to a traineeship, Porsche offers a basic programme known as a preparatory year. Since 2012, 62 young adults have completed a preparatory year based on the collective wage agreement, with 58 of them qualifying for a subsequent traineeship at Porsche. Given these successful results, the 2017 preparatory year was expanded and the original number of 12 participants increased to 20. Porsche also continued the integration year project for refugees. Fifteen young people took part, and almost all have been successfully integrated into training programmes or the job market in cooperation with skilled trade companies. Porsche also works with vocational training centres to offer traineeships for people with disabilities either at the company or in conjunction with it.
New training centre in Leipzig
The new training centre that opened in Leipzig in 2017 reflects Porsche’s investment in the next generation of skilled workers at the site. With 2,300 square metres of modern workshop space and seminar rooms as well as innovative instructional tools, the centre offers the best conditions for vocational training in the constantly changing automotive industry. It stands for a new era of professional training that now includes electromobility, hybrid and connected cars, digital instructional media, and human-robot cooperation. More than 120 trainees were pursuing programmes in industrial mechanics, tool mechanics, electro-mechanics and automotive electro-mechanics at the Leipzig site in 2017, and 30 more will begin their programmes this year. A dual Porsche-DHBW study programme will also be offered for the first time in mechanical engineering. Training programmes in Leipzig have long enjoyed a close partnership with the VDI-GaraGe technology centre in the city’s Plagwitz district, which prepares pupils for vocational training later on. Its workshop is designed to bring automotive technology to life and inspire students to apply for traineeships at Porsche.
The digital transformation is placing new and considerably different demands on all employees and managers. Staff in employee and management development as well as Works Council members focussed on this situation in the reporting year. The aim is to enable all employees and managers to acquire and enhance key digital skills in structured and sustainable ways. Digital topics, tools and training formats have been added to the overall further training system, and innovative customised modules are being integrated into target-group-specific HR development programmes.
Porsche Warm Up
Training starts from day one at Porsche, with a two-day induction programme for new employees and managers known as the Porsche Warm Up. It gives participants an overview of fundamental topics such as Strategy 2025, sustainability, health management and the activities of the Works Council. Around 2,000 people took part in the Warm Up programme in 2017.
Following successful completion of the third wave of the Porsche Trainee Programme, the fourth wave started in October 2017 with ten participants. This 12-month programme offers talented young college graduates an opportunity to learn about working processes across departmental and divisional lines. It includes project and practical work in Germany and abroad.
Talent development programmes
A key part of the HR development and talent strategy within Strategy 2025 is to promote talented members of the workforce employed under the general wage agreement in sustainable and targeted ways. For example, the new Porsche development programme seeks to enhance employees’ technical and leadership skills to make them potential candidates for assuming management positions. This programme is based on the content and framework conditions of Strategy 2025, including digitalisation, innovation abilities, internationalisation and life-long learning. The Porsche development programme started in November 2017 with around 250 participants. Programmes for specific target groups were also further developed in the reporting year. The Fit for Planning pilot project enables production employees to acquire the skills to become production, logistics or process planners. Analogous programmes will be launched for additional target groups on a needs-oriented basis. The development programmes for new talent and young professionals were also continued in all divisions in the reporting year.
Programmes at management level
Management-level training at the Porsche Group includes two high-quality modular programmes developed in collaboration with leading international business schools and tailored to current and future requirements for Porsche management personnel.
Porsche launched an international management programme in the reporting year. Under the motto “A Distinctive Agility Trip for Porsche Leaders”, this customised programme is designed to support second-tier managers in the Porsche Group and to actively guide the digital transformation process. It aims to systematically raise the level of leadership skills, reinforce the requisite mindset and expand the repertoire of methods. This new management programme started in December 2017 with 50 participants.
The Porsche Advanced Management Programme has passed a milestone. Following its successful introduction in April 2015, the second wave started in March 2017 with 22 participants from Porsche AG, worldwide subsidiaries and Bentley. It concentrates on enhancing leadership skills and helping participants to successfully operate in global and volatile environments and actively guide Porsche’s strategic course.
Strategic skills management
A major future competitive advantage will be the ability to provide employees with the right skill acquisition opportunities at the right times and with a high level of quality. Skills therefore need to be defined, directed and managed in just as professional a manner as other factors in production. A systematic approach is therefore being created to help the company develop the employee skills needed to meet the challenges of the future. A standardised process will define skill gaps at an early point in time so they can be filled through targeted retraining and further training, farsighted recruitment and new focuses in existing training programmes. A pilot project for this approach was successfully carried out in the reporting year and will now be put gradually into practice.
Porsche mood barometer
The mood barometer was used again in the reporting year, with a company-wide employee survey at Porsche AG and the German subsidiaries. More than 18,000 employees responded to questions on topics such as working together with colleagues and superiors, work quality and the availability of information about current developments at Porsche. There were new questions this time on integrity and on collaboration within the Porsche Group. The results were analysed and then discussed in all company divisions with input from the Works Council. Managers and employees identified potential areas for improvement and defined specific ways to for example optimise processes and working conditions.
Career and family
Porsche places a premium on the ability to balance a career and a family, and supports its employees with a wide range of services. For example, a sufficient number of childcare places in nurseries near the company sites are ensured by six partner providers. As in the previous year, children of employees enjoyed a comprehensive programme throughout the school summer holidays at all the sites around Stuttgart, including a shuttle service. Childcare was also available during all other school holiday periods, with the exception of Christmas.
Porsche’s family service provides comprehensive individual consultation and support for all stages of family life. This includes consultations for prospective parents, help in finding and arranging qualified care personnel for children and seniors, and trained support in finding and selecting care facilities for the elderly.
Porsche is committed to making work flexible in terms of both location and times. Working from home, flexible working times in certain stages of life and voluntary time off in the form of sabbaticals are just some of the options. Job sharing for leadership roles has also proven to be successful in a pilot project and is being expanded to other areas of the company. Together with the Works Council and guided by the relevant works agreements, a framework for successfully implementing these options is being put into place.
Porsche AG uses a range of internal media to inform employees about the many options in this area. The Works Council also offers a comprehensive platform for information and discussion with its meetings at individual Porsche sites in Germany. Co-determination is highly valued in general at Porsche and is a key pillar of the company’s success. This also includes the numerous wage and factory agreements arrived at in the reporting year. The Works Council is an important partner and driving force behind the traditional fair for employees and their families at the Zuffenhausen site, which welcomed more than 20,000 guests in 2017. The 6-hour Charity Run is also the result of an initiative by the Works Council. More than 3,000 employees in nearly 250 teams ran at the event in the reporting year, and raised a total of 185,000 euros for good causes.
Equal opportunities and diversity
The Porsche workforce is fuelled by its diversity. Employees from more than 80 countries with a wide range of individual skills ensure that Porsche takes the lead in many ways. Promotion of diversity by the management is anchored in both the previous leadership guidelines and in the newly developed Porsche Code. Equal opportunities and equal treatment for all employees – regardless of race, ethnicity, nationality, religion, beliefs, political or trade union activity, gender, sexual orientation, age, disability or illness – are stipulated in the Porsche compliance code. To consolidate and further expand equal opportunity and diversity activities, the Equal Opportunities department was created in January 2017. One important aim that Porsche continues to work toward consists of increasing the percentage of women at all levels of the company.
Since 2012 Porsche has continuously increased the number of women at the company to the current level of 15.3 per cent. Over the same period of time the number of female managers has more than doubled and is currently at nine per cent. Measurable and binding equal opportunities are part of target agreements for all managers at Porsche. The Porsche management has set specific divisional targets above and beyond legal requirements for the percentage of women promoted to management positions. These targets are based on gender ratios in the upper wage groups. Training and further educational opportunities such as workshops and seminars as well as mentoring programmes are also offered.
Fostering young talent is a key means of increasing the percentage of women at the company. Around half of the trainees are female, and 29 per cent of the internships and final dissertations are completed by women. A joint project with Stuttgart University was established in the reporting year to promote enthusiasm among female pupils and young women for technical occupations and careers at Porsche. With the TryScience at Porsche programme, the company offers female pupils as well as female students and graduate students in the MINT subjects (mathematics, IT, natural sciences and technology) at Stuttgart University the chance to find out about related careers. As in previous years, Porsche also participated in the Germany-wide Girls’ Day event, giving more than 150 female pupils from nearby college-preparatory schools and other secondary schools a look behind the scenes at the company. In addition, Porsche has successfully expanded its more than 15-year cooperation with Femtec, the international career platform for women in science, technology, engineering and mathematics. The highlight of 2017 was the Femtec innovation workshop, a practice-based project spanning several months that addressed the question of “What does a future with fully automated cars look like for Porsche?”
Porsche also regularly informs female students and women with professional experience about career opportunities at women-specific fairs and events such as women&work, Panda and the Ada Lovelace Festival. At Frankfurt’s International Motor Show (IAA) more than 40 young professionals were introduced to Porsche as an employer at an exclusive career day for women.
In late May Porsche took part for the first time in Germany’s annual Diversity Day. Under the motto of “Promoting equal opportunities, benefiting from diversity”, the HR department, Works Council and disability representatives raised awareness of diversity at the company in Zuffenhausen. The aim was to highlight the value of equal opportunities and diversity and to expand this awareness in talks with co-workers. The seminar programme on diversity and respect was also further expanded.
Targets for female members of the Supervisory Board, Executive Board and management
To meet Germany’s Law on Equal Participation by Women and Men in Leadership Positions in the Private Sector and Public Services, targets were specified for the percentage of women to be on the Supervisory Board, the Executive Board and in first-tier management at Porsche AG by 31 December 2021. Given the long terms of its members, the Porsche Supervisory Board confirmed the status quo of ten per cent as its own target.
When the law was passed, all of the Members of the Executive Board with divisional responsibilities were men, with contracts extending over multiple years. The Supervisory Board therefore decided not to adjust the Executive Board target for 31 December 2017, and confirmed the status quo of zero until 31 December 2021. However, the Porsche Supervisory Board has set itself the aim of increasing the percentage of women on the Executive Board over the long term. For first- and second-tier management, the Supervisory Board specified targets of 15 per cent. The company thereby seeks to nearly double its status quo in these areas.
Health management and occupational safety
Healthy and capable employees are a precondition for the success of any company. Structured and step-by-step reintegration management has enabled 250 employees with long-term conditions to successfully return to work promptly in ways that safely accommodate their abilities.
Porsche places a premium on preventing health problems. The 23rd Porsche Health Days were held in June and July 2017 under the motto of “A question of posture – ergonomic tips for work stations”. More than 2,000 employees at seven sites attended and took part in electromyography tests to assess muscular tension.
The Assembly department is running a pilot project on how everyone can increase their fitness for work station activities in concrete and effective ways. The physiotherapy team Pit Stop helps employees take individual precautionary steps in their everyday routines.
Safe places of work are given the highest priority at Porsche. An organised and structured occupational safety and health management system provides a targeted and uniform approach and ensures compliance with regulations. The aim is to prevent work injuries and conditions as well as work-related health hazards.
The main processes are standardised and regulated by the Porsche Group’s occupational safety guidelines. These guidelines are a key component of the company’s compliance management system and apply to all employees. Managers make sure that their staff members know the content and provisions. Occupational health specialists, Works Council members and company physicians provide additional advisory services. This led to a significant decrease of 12.7 per cent in the injury rate from 2015 to 2017. With 5.5 accidents per million hours of work in 2017, Porsche AG and Porsche Leipzig GmbH achieved its lowest accident rate ever.
Porsche food services
The company’s growth also affects its provision of food services for employees. The relevant infrastructure and offerings have been further expanded, and new cafeteria concepts developed for Zuffenhausen and Weissach. A total of 2.6 million meals were provided at Porsche sites in the reporting year.
Porsche has supported more than 100 projects as part of its charitable donations and CSR sponsorship activities during the reporting year. The firm funds such projects as part of its corporate responsibility in keeping with its commitment to civic and social causes. Its support is focused on five key areas: education and science, culture, social affairs, sports and the environment.
Education and science
The Porsche Integration Year was repeated in 2017, as the sports-car maker once again prepared 15 young refugees for an apprenticeship at partner companies and in industries that are currently suffering from an acute shortage of specialist workers. Porsche is also supporting a range of other initiatives that seek to give refugees long-term prospects in the German labour market. It is one of the main backers of the social enterprise Joblinge gAG Stuttgart, which helps to find apprenticeships for young people facing a difficult start. This programme supported 80 refugees in 2017. Meanwhile, it has been full-speed ahead for the Berufliche Anerkennung in Baden-Württemberg (Vocational Recognition in Baden-Württemberg) bursary programme during the reporting year. The Baden-Württemberg-Foundation project helps refugees to get the qualifications and training that they have completed abroad recognised without experiencing excessive red tape. As the only federal state in Germany to offer this type of assistance, Baden-Württemberg is supported by Porsche through the Stifterverband association of German companies and foundations. By the end of 2017 some 500 people from across the federal state had been given a bursary.
In addition, Porsche has contributed to the Ausbildungscampus (education campus) initiative set up by the Burgerstiftung Stuttgart civic foundation. The foundation has worked with public bodies and representatives of employers to develop a model that introduces young people in need of support, especially young refugees, to work and training. The project now provides them with all the information they need, as well as support and advice, in one convenient location. The assistance on offer ranges from careers advice to help with applications and arranging contacts, as well as to guidance during training. At the same time, the project acts as a platform for employers, giving them information and advice.
During the reporting year Porsche funded the expansion of the Porsche Training and Recruitment Centre (PTRCA) in Manila. For nine years, the sports-car maker has worked with the Salesians of Don Bosco religious order to train disadvantaged young people in the Philippines as vehicle service mechanics, opening the door to a potential subsequent career in the Porsche retail organisation. Volkswagen and Audi became partners in the PTRCA in 2015, when the annual number of young people involved was boosted from 36 to 145. This expansion allows the PTRCA to offer its participants the best preparation for the rapidly transforming challenges involving the Aftersales department.
Since the devastating earthquake in the Chinese province of Sichuan in 2008, Porsche China has been funding a long-term education project for children and young people. The Empowering the Future programme was launched in 2009 to provide education and integrated early development opportunities for disadvantaged children and young people in rural areas. Porsche China is currently working closely with UNICEF on three projects: Mobile Education Training and Resource Units (METRU) is a project that focuses on the development of local quality standards for teaching and education. METRU Plus & Effective Teaching and Learning (METRU Plus & ETL) is now improving the quality of education at primary schools in the poorer parts of the country. In addition, the Integrated Early Childhood Development (IECD) project is giving basic healthcare, early support and child protection to pregnant mothers and infants up to three years old. By the end of 2016, Porsche China had donated approximately RMB 60 million (around 7.7 million euros) as part of its cooperation with UNICEF. The funds are assisting 915 project schools with around 310,000 pupils, 13,300 teachers and 4,000 infants in seven provinces, communities and autonomous areas.
In July, Porsche and Stuttgart Ballet present the open-air “Ballett im Park” event. Porsche’s support for these performances is now in its sixth year, allowing thousands of ballet fans to experience the cultural phenomenon at no cost. Last September, Porsche extended its agreement with Stuttgart Ballet to continue as main sponsor for a further three years. The extension of the successful cooperation between Porsche and this leading ballet company comes right in time for the start of the 2017/2018 season, which launches with a special edition of its Behind the Scenes XXL series, in celebration of John Cranko’s 90th birthday, at Stuttgart’s Kammertheater. The sports-car maker has been principal sponsor of the Stuttgart Ballet since 2012. Furthermore, Porsche has donated ten million euros to fund the construction of the new building for the John Cranko Schule for young dancers.
In June, Porsche extended its agreement with the Leipzig Gewandhaus, including support for the much-loved Rosental Concerts as part of the “Klassik airleben” series of concerts for a further three years. To date, the sports-car makers commitment to the venture has enabled more than 60,000 people from Leipzig to attend these first-class musical events free of charge. Porsche’s sponsorship package also includes international tours and major concerts. The company has been the Global Partner of the Leipzig Gewandhaus Orchestra since 2011.
In November, Porsche presented the Leipzig Opera Ball for the fifth time, donating a 718 Cayman to be raffled for a good cause. The guests bought a total of 8,000 tickets at ten euros each. This year the proceeds from the raffle were donated to the Leipzig hilft Kindern children’s charity, including the Haus Leben e.V. project in Leipzig. This group supports cancer patients and their families in dealing with the emotional and practical challenges of the disease and helps them to help themselves, according to its motto “Preventing, curing and managing cancer”.
One of the main focuses of Porsche China’s social commitment is support for talented young artists. The company launched its cooperation with the Sichuan Institute for Fine Arts as early as 2010. So far, seven Porsche Art Competitions have been organised through the Empowering the Future project, attracting more than 2,000 entries from art students. In May 2017, Porsche initiated the first ART021 Porsche Chinese Artist of the Year competition, together with the Shanghai Fair for Contemporary Art, as an extension of the programme. The aim of this project is to support the personal and artistic development of China’s most innovative and pioneering young artists.
The reporting year saw the third staging of the 6-hour Charity Run. Three thousand Porsche workers tackled the 911-metre route at the Zuffenhausen plant. For each lap completed, the company made a five-euro donation to social projects in the Stuttgart region. In total, 185,000 euros were raised. The money was donated to the Olgäle-Stiftung (OlgäleFoundation), Mobile Jugendarbeit Stuttgart (a youth work umbrella organisation) and Stuttgarter Jugendhaus gGmbH (a children’s charity organisation), Gustav-Werner-Schule Zuffenhausen school, and to Kinder- und Jugendhospiz Stuttgart (a hospice for children and young people in Stuttgart). This final recipient has benefited from the last three stagings of the 6-hour Run and opened its doors during the reporting year. It is the first residential hospice for children and young people in Baden-Württemberg. Up to eight seriously ill children and young people can be accommodated and supported, along with their parents. The Olgäle-Stiftung aims to provide the best level of care for children attending the Olgahospital in Stuttgart. In addition to the medical attention they receive, it believes creating an atmosphere in which the children feel at home is vital to their care. As a result, the charity has funded special ward clowns for over 15 years. They have received psychological training for working with sick children and help take the young patients’ minds off their health concerns.
The world of books allows children to escape and join their heroes such as the Little Prince, and Snow White as they embark on their adventures. The Hohensteinschule and Silcherschule schools in Zuffenhausen have set up an informal reading club with bean-bags and relaxed seating as well as a library of children’s books, thanks to cooperation with the Stiftung Lesen foundation and a donation from Porsche. The aim of the project is to give the children a love of reading without the pressure to achieve, thus improving their language and reading skills. The opening ceremony was attended by TV and movie actor Richy Müller, as a guest reader.
Weihnachtsmann & Co is a Stuttgart-based initiative that has been supporting charitable ventures and organisations in the city and its surrounding area for over 40 years. One of its most important sources of income is its annual stand at the Stuttgart Christmas Market. Staff taking part in the Porsche Year of Support once again volunteered a day of their time to help at the stall in 2017. In addition, Porsche handed over a cheque to provide extra funds to this operation, which is the only one of its kind in Germany.
Integration through sport
Porsche is supporting the Württemberg Football Association to enable people suffering from mental health disorders to take part in regular training sessions. This commitment to inclusive sport was strengthened once again in 2017 as Porsche trainees invited the association’s team for people with mental disorders to play a friendly match. As ever, the experience of taking part was more important than the result.
Porsche in Leipzig has been working with the RB Leipzig football club on an ‘Inclusive Game Day’. The club’s Bundesliga match against 1. FC Ingolstadt centred around a campaign for people suffering from disabilities, a campaign coordinated by the Bundesliga Stiftung (German professional football foundation), Aktion Mensch (a German charitable organisation) and Sächsischer Behinderten- und Rehabilitationssportverband (SBV the Saxony Association for Disability and Rehabilitation Sports). Porsche Leipzig also joined forces with RB Leipzig as a partner in the club’s efforts to help young refugees, funding their participation in an integration programme. More than 30 refugee children took part in the activity entitled Willkommen Fussball (Welcome to Football), featuring a summer camp provided by the RB Leipzig football academy.
In an effort to improve forest diversity and move away from pine forest monoculture, several thousand oak trees were planted in an area covering 4.6 hectares in Rutesheim, Weissach and Ludwigsburg. The saplings are replacing spruce and ash trees that have been destroyed by storms or fungi. Deciduous forests generate on average 800,000 litres more groundwater per hectare than pine forest monoculture, doing so every year and for generations to come. This action is Porsche’s contribution to the national project of the Hamburg-based Trinkwasserwald e.V. environmental association. The 4.6-hectare drinking water forest will produce 3.68 million litres of clean groundwater annually. With every one of us requiring some 1,000 litres of drinking water each year, the new plantation will thus quench the thirst of up to 3,680 people for their entire lives.
As part of the Porsche sustainability strategy, Porsche Leipzig has joined forces with binee, a local recycling start-up based in Saxony. Founded in 2015, this company has developed a recycling system that pays for old, unwanted electrical items and aims to reuse their components. This reduces the need to extract raw materials such as iron ore. Employees at Porsche Leipzig took part in a three-month pilot phase in which they could easily dispose of old mobile telephones and small electrical appliances on their way to work. Transparent processes provide users with visibility and insight into the recycling chain. They can follow their old devices as they progress through the system. As a thank you, each participant received a discount coupon for use in conjunction with a purchase at one of binee’s partner businesses. The cooperation between Porsche and binee is an example of the successful symbiosis of business and innovation in Leipzig.
At the beginning of May, 25 bee colonies populated with some 60,000 bees each moved in to the grass meadow at Porsche Leipzig’s off-road test area. The 132-hectare area, in which nature is allowed to take its course, is now home to 1.5 million honey bees. The aim of this relocation is to help secure the future of the honey bee population and thus promote environmental protection and conservation. The diversity of flora in the off-road facility provides the best habitat for the bees, with hawthorn, robinia and lime trees thriving alongside many wild flowers. In addition, the area provides a natural paddock for some 30 Exmoor ponies and 75 wild cattle. Many other species such as pheasants, black kites, amphibians, brown hares, deer and bats live here too. The concept is unique in the automotive industry. Porsche Leipzig is ensuring sustainable, low-resource automobile production with a commitment to nature and the environment right from the word go. The plant’s off-road area was once a military zone and was restored to its natural state in 2000.
In 2017, Porsche Leipzig also donated eight Exmoor ponies to two charitable associations in Saxony and Thuringia. The animals are frequently donated to selected charities in order to manage the pony population at Porsche Leipzig.
Porsche Cars North America launched the Porsche Care Network in 2011; this initiative organises the Porsche employees’ volunteer work. The focus of these efforts is on the environment, family and education projects. More than 750 working hours were donated in 2017. The projects undertaken by the employees included cleaning up a section of the Chattahoochee River, and planting trees at the site. In addition, they put together food packages for needy families and launched an education project that uses fun activities to teach children about how to handle money.
Porsche has commitments in many different sports, with particularly significant involvement in women’s professional tennis and men’s professional golf. Since competitive sport is not possible without comprehensive basic training, Porsche supports the next generation at its production locations. Under the motto “Turbo for talents”, the company sponsors children and adolescents in football, basketball and ice hockey in Stuttgart and Leipzig. Its partner clubs are RB Leipzig, SG Sonnenhof Großaspach, SV Stuttgarter Kickers, SC Bietigheim-Bissingen Steelers and the Porsche Basketball Academy Ludwigsburg. The aim of this cooperation is to support the next generation both in sports and also socially, and to prepare them for their future professional life.
The Porsche Coaching-Mobil has been on the road since April – and not just with the five partner clubs in the Stuttgart and Leipzig regions. Over 3,000 children and young people have taken part in the 28 initiatives so far. The Coaching-Mobil is a trailer specially developed for youth training, which is fitted out with sporting equipment and instruments to measure performance data. This gives young talents the opportunity to evaluate their sports performance better and to adjust their further training accordingly. In addition, age-dependent reference values provide a benchmark for comparing results.
Talents from the Basketball Academy visit Porsche
In May, 13 young talents from the Porsche Basketball Academy (BBA) visited Porsche AG’s training centre. Trainees presented their fields of activity, their day-to-day training routines, current projects and the eight different technical training vocations. In addition, the team from the U16 Youth Basketball Federal League received general tips on applications and career choice.
Record number of participants at Leipzig Quarter-Finals
The final round of the third young footballers’ tournament organised jointly by Porsche and RB Leipzig, the Leipzig Quarter-Finals, was held at the beginning of August. The tournament registered a new record number of participants: more than 1,000 boys and girls in over 100 teams in the age groups U11 and U14 competed for their districts in the preliminary rounds in June. A particularly motivating factor for the young talents is that four professionals from RB Leipzig each sponsor a district. The award ceremony in the Red Bull Arena, part of the professional team’s opening to the season, was viewed by more than 21,000 spectators – an unforgettable moment for the young footballers.
Porsche honours young athletes
150 young athletes from RB Leipzig, SV Stuttgarter Kickers, SG Sonnenhof Großaspach (football), SC Bietigheim-Bissingen Steelers (ice hockey) and the Porsche Basketball Academy Ludwigsburg came to Leipzig for the second “Porsche Night of Talents”. The highlight was the award of the Turbo 2017 prize, presented in three categories: best sporting development, best school achievement and exceptional social commitment. TV series Tatort police commissioner Richy Müller was among those presenting the prizes to the winners. In addition, the participants visited the production department and got to know the performance of various Porsche models during “taxi rides” on the circuit.
Ice hockey meets basketball
Under the motto “Turbo for talents connects”, Porsche initiated a joint training unit for two junior teams from ice hockey and basketball at the beginning of September. At the invitation of the U19 ice hockey aces from the Bietigheim Steelers, the young athletes met in the ice rink in Bietigheim-Bissingen. Over the course of the evening, the NBBL junior team from the Porsche Basketball Academy (BBA) Ludwigsburg gained insights into the Steelers’ training methods.
40th Porsche Tennis Grand Prix
In April, in a final filled with excitement and drama, Laura Siegemund fulfilled her dream: the Porsche Team Germany player won the 40th Porsche Tennis Grand Prix. In the sold-out Porsche Arena, the local heroine beat the French player Kristina Mladenovic 6:1, 2:6, 7:6. She was presented with the keys to the winner’s car, a 911 Carrera 4 GTS Cabriolet, by Porsche CEO Oliver Blume. The doubles winners were Raquel Atawo (US) and Jelena Ostapenko (Latvia). Maria Sharapova, three-time winner in Stuttgart, returned to the WTA tour amidst worldwide attention after a 15-month ban. The American player Tracy Austin, who became the crowd favourite in 1978 as a 15-year-old teenager at the first Porsche Tennis Grand Prix in Filderstadt, was the anniversary guest. The 40th edition of the tournament was not only a huge success with the public; the players, too, enjoy this traditional championship more than any other in the Premier 700 category on the WTA tour. In 2017, they once again voted the Stuttgart event the most popular tournament – for the ninth time since it moved to the Porsche arena in 2006 and for the fourth time in succession.
40,000 euros for children in need
In its anniversary tournament, the Porsche Tennis Grand Prix also supported charitable organisations which promote the well-being of children throughout the world with its Aces for Charity campaign. Porsche donated 200 euros for each ace. In 2017, 179 aces were struck on the way to the final – and Porsche rounded the 35,800 euros generated up to 40,000 euros. The sum will be shared equally between the Agapedia Foundation and Plan International, both of which are charity partners of the Porsche Tennis Grand Prix.
New global partnership between Porsche and the WTA
In April, Porsche and the Women’s Tennis Association (WTA) entered into a global partnership which will run for several years. Porsche will be the official and exclusive automobile partner of the WTA and, under the heading Porsche Race to Singapore, the new title partner for the qualifying rankings for the WTA Finals in Singapore. The campaign will run throughout the season and will culminate in the WTA’s showcase event with the eight most successful singles players. The player who, after 57 tournaments – that is, after the 57th round – leads the results list in the Porsche Race to Singapore at the end of the season is not only ensured a starting place in the prestigious final tournament of the season but is also rewarded with a Porsche 911 Carrera GTS. The first winner is the 26-year-old Romanian Simona Halep, who received her winner’s vehicle during the WTA Finals. Coming on top of the Porsche Tennis Grand Prix and Porsche's involvement in German women’s tennis, the Porsche Race to Singapore now makes the sports-car maker a visible presence in tennis throughout the whole year.
Porsche continues as premium partner of the DTB
The German Tennis Federation (DTB) and Porsche are extending their premium partnership until 2020. This cooperation, which chiefly comprises the support of Porsche Team Germany in the Fed Cup and of young players in the Porsche Talent Team, has existed since 2012. An example of the successful promotion of top talents is Carina Witthöft, a member of the Porsche Talent Team up to the start of 2016. The 22-year-old from Hamburg is about to enter the top 50, made her first appearance in the Fed Cup Team in April, and won her first title on the WTA Tour in Luxembourg in October. Julia Görges from Porsche Team Germany has now won her fourth title. In the final of the WTA Elite Trophy in Zhuhai, China, at the beginning of November, she beat the American Coco Vandeweghe 7:5, 6:1, marking the biggest success of her career. This means that the 29-year-old from Bad Oldesloe goes into the winter break as number 14 in the world rankings – the best ranking so far for the winner of the Porsche Tennis Grand Prix 2011.
Porsche brand ambassadors
Maria Sharapova, Porsche ambassador since 2013, won the WTA Tour tournament in Tianjin, China, in October. It is the 36th title won by the multiple Grand Slam winner. Angelique Kerber has been a brand ambassador since 2015. In October 2017, she received the Jerry Diamond ACES Award from the WTA. This prize is awarded to the player who makes an exemplary contribution off the court to promoting public interest in women’s tennis. The former world number one earned the award, the jury said, because of her regular commitment to charity events and fan events around the world, as well as her numerous initiatives with children.
Porsche Generations Open
The innovative amateur golf tournament series, the Porsche Generations Open, was staged for the second time in Germany in 2017. Once again, the response to the three tournaments was consistently positive. The concept of a team competition with players from two generations with a minimum age difference of 20 years has also evoked international interest – Porsche Great Britain and Porsche Brazil adopted this format in the year under review.
Porsche Golf Cup celebrates its 30th edition
More than 12,000 amateur golfers participated worldwide in the 200-plus preliminary round tournaments of the Porsche Golf Cup 2016. This meant that the record number of participants from the previous season was once again exceeded and illustrates the growing interest of Porsche customers in golf. The best 98 players from 20 nations qualified for the world final in May 2017 in Mallorca. The winner of the prestigious nations ranking was Team Great Britain. This exclusive amateur tournament series for customers has existed since 1988 and is organised by Porsche AG together with the Porsche Centres and Porsche distribution companies. In the year under review, the Porsche Golf Cup in Germany celebrated its 30th edition.
Porsche European Open in Hamburg
In July, Porsche was, for the third time, the title partner of the prestigious European Tour tournament, which has a prize fund of two million euros. After two years in Bad Griesbach, Bavaria, the tournament moved to northern Germany to the Green Eagle golf course, just outside Hamburg. The tournament weekend was rung in with the Porsche European Open Team Challenge, a golf show on the Reeperbahn, in which eight top stars of the event took part in a team competition. Over four tournament days, nearly 40,000 enthusiastic spectators followed the victory of Englishman Jordan Smith in the play-off against the French defending champion Alexander Lévy. For 24-year-old tour rookie Smith, this was his first victory on the European Tour.
Porsche initiates a global golfing network
Teeing off into digital worlds: in October, at the Founding Member Event in Penha Longa, near Lisbon, the starting signal was sounded for the Porsche Golf Circle. This is an international, app-based community exclusively for Porsche customers who are golf enthusiasts. The sports-car maker is thus continuing to develop its commitment to golf. Anyone who owns a Porsche can become a member of the Porsche golf network. The platform for it is an app for Android and iOS which enables members to come into contact with other participants in the community, find playing partners worldwide and obtain information about current Porsche golfing activities. In addition, further services are planned such as training tips in the form of digital golf tutorials, assistance on the rules and experience reports. From 2018, the highlights of the Porsche Golf Circle will be exclusive event formats all over the world.
718 Cayman: Fuel consumption combined 7.4 – 6.9 l/100 km; CO₂ emissions 168 – 158 g/km
911 Carrera GTS: Fuel consumption combined 9.4 – 8.3 l/100 km; CO₂ emissions 212 – 188 g/km
911 Carrera 4 GTS Cabriolet: Fuel consumption combined 9.7 – 8.7 l/100 km; CO₂ emissions 220 – 196 g/km
Cayenne Turbo: Fuel consumption combined 11.9 – 11.7 l/100 km; CO₂ emissions 272 – 267 g/km
Panamera 4S: Fuel consumption combined 8.2 – 8.1 l/100 km; CO₂ emissions 186 – 184 g/km