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Balance 2015 ENG

Parent-child office for care bottlenecks In the context of making the care infrastruc- ture more flexible, the Lufthansa Group opened a parent-child office in July 2014 at the Lufthansa Aviation Center in Frankfurt. Two workstations equipped with computers and telephones are available for parents with unexpected or short-term care bottle- necks, so that that they can work while their children play or read in the same room. This pilot project is set to run for a year and is an initiative of the “Familienkongress” (“Family Congress”), which Lufthansa organized in 2014 for its employees. Supporting new role models for fathers More and more fathers are leaving tradi- tional role concepts behind to actively participate in family-related tasks. The Lufthansa Group supports this fundamental change of paternal roles in society by cooperating with “Väter gGmbH” (“Fathers Ltd.”) at the Frankfurt and Hamburg loca- tions. The offer is aimed at fathers working part- or full-time or being on parental leave, and comprises presentations and work- shops on all aspects of fatherhood and work-life integration. This includes a recur- rent presentation entitled “Being an enthu- siastic manager and father – and how both can be in harmony”. In addition, activities for fathers and their children are being planned. The goal is to facilitate the equal division of family and work for couples, so that professional achievement and a ful- filled family life are no longer mutually exclusive for men and women. “LH New Workspace”: Pilot project concluded successfully In April 2014, the Lufthansa Group suc- cessfully concluded the pilot project “LH New Workspace”. Over the course of six months, controlling and human resources employees tested innovative workstations and work setups at the Lufthansa Aviation Center (LAC) in Frankfurt, designed to take into account the increased demands on a mobile and flexible work environment and an improved compatibility of professional and family lives. Following positive feed- back from participants, the Executive Board decided to implement the concept at the entire LAC by the first quarter 2016. Other locations have already started the introduction of the New Workspace. Infor- mation events accompany the changeover from conventional, primarily closed office structures to open space concepts incor- porating “hot desking”, in which employees use temporary workstations instead of fixed desks (see page 89, Balance 2014). Indispensable: Intercul- tural competencies People from 143 nations work at the Lufthansa Group. Therefore, it is an impor- tant goal for the Group’s personnel strategy to understand, manage and take advan- tage of the related cultural diversity as a resource. The aviation company continu- ously develops its management approach and adapts it to changing basic conditions. Cosmopolitanism and tolerance are a matter of course for an aviation group with international activities. Consequently, it is a central concern for the Lufthansa Group to further develop the dialogue and the understanding between the cultures, both internally and externally. For this pur- pose the Company has made a number of tailor-made continuing education mod- ules available. The parent-child office at the Lufthansa Aviation Center at Frankfurt Airport. Sustainability Report Balance // Issue 2015 // Lufthansa Group // 79