2021 64,232 2020 43,772 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 GRI 404-1: Number of users of the Learning Campus worldwide 66% German expert talks 34% global expert talks 90 expert talks 63% German expert talks 37% global expert talks 4,688 participants 3. People at Festo 3.5 Further training Lifelong learning is anchored in Festo’s DNA. At Festo, employees benefit from the combination of in-person training and e-learning (e.g. so-called LearningTubes or external online courses). Due to the coronavirus pandemic, the face-to-face courses were conducted in 2021 in compliance with the applicable hygiene regulations. Since the Learning Campus was introduced in 2020, Festo no longer distinguishes between individual internal learning facilities. The Learning Campus is now the central platform for all learning offers at Festo worldwide. The aim is to offer employees a high level of flexibility to be able to further develop their skills. Learning Campus users worldwide increased from 43,772 (2020) to 64,232 (2021). This number refers to participants who can also access learning content several times on different days. It must be taken into account that digital learning times currently cannot be surveyed in a measurable way.  GRI 404-1 Professions in transition: capability shift Tasks change, new skills become necessary and professions change. In future, development engineers will have to deal more with digitisation, electronics development, lightweight construction, function integration or energy efficiency. Capability shift is a process that Festo is already supporting today with specific measures. Depending on how comprehensive the individual further training needs are, there are different approaches such as ‘upskilling’, where skills can be acquired on the job, or ‘reskilling’ for employees who need completely new skills for their job. The Festo Learning Centre and Festo Didactic are closely involved in these approaches. Cooperations with external universities or other educational institutions have also been planned. The goal is to position Festo for sustainable success with future-relevant competencies within the company.  GRI 404-2 In addition to the capability shift, another programme to improve employees’ competences is the PeopleExcellence programme, which aims to systematically develop and improve the employability of staff.  GRI 404-2 The advancement of digitisation and the challenges posed by the coronavirus have led to an intensification of virtual training at Festo. Since 2021, current Festo-specific topics such as ‘Sustainable at Festo’ or ‘Reduce CO2 footprint’ have been communicated as part of global expert talks. The large number of over 4,600 participants shows that we are cutting edge. There are also the LearningTubes. Here, colleagues can produce instructional videos designed to impart knowledge in small sequences. In 2021, an external digital training programme was made available to all employees. By the end of 2021, over 4,700 employees had already registered.  GRI 404-1 In addition, Festo Didactic has developed a digital learning portal called Festo Learning Experience (Festo LX) to be prepared for the future of learning and to create individual learning experiences for teachers and learners. The synergy effects of the different training formats have a positive impact on the learning culture at Festo. Changing leadership: Leadershift@Festo Festo’s goal is to increase the maturity level of leadership worldwide. The activities in the Leadershift@Shopfloor initiative were therefore successfully continued in 2021. Alongside team leaders, the focus was now also on the target group of value stream leaders worldwide. The Leadershift@Sales initiative was also launched. Another initiative, Leadershift@BU/R&D, focuses on managers from the business units and research and development. Parallel to the unit-specific initiatives, we have also made progress in designing collective group programmes to develop our managers. We are targeting middle management in 2022. These measures are complemented by the global introduction of 360° feedback, in which all Festo managers receive direct feedback from their employees, colleagues and superiors, allowing for one to reflection on one’s own strengths and areas of development and forms a sound basis for the individual further development of every manager.  GRI 404-2 3. People at Festo GRI 404-1: Distribution of number and participants of the expert talks WeGebAU qualification programme WeGebAU stands for ‘Weiterbildung Geringqualifizierter und -beschäftigter älterer Arbeitnehmer in Unternehmen’ (further training of low-skilled and marginally employed older employees in companies). It is a support programme of the German Federal Employment Agency and serves to provide vocational training for employees. It is supposed to improve employees’ employment opportunities and skills and to counteract the shortage of skilled workers. Low-skilled workers with or without vocational qualifications are eligible for support. The condition is that they have been doing a semi-skilled or unskilled job for at least four years and can no longer carry out the job they have trained to do. These are vocational training programmes that are shortened to two thirds of the regular training duration. After passing the examination, a recognised vocational qualification is obtained. The difference between the regular salary and the vocational training salary is compensated by the German Federal Employment Agency. At Festo, the support programme was first introduced in 2017 with two employees and since then, ten employees have started vocational training – mainly as industrial mechanics. 32 33 Festo SE & Co. KG Sustainability Report 2021 Festo SE & Co. KG Sustainability Report 2021