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Vielfalt und Chancengleichheit


The Messer Team 2022

The Messer Team

Nested Applications

Diversity and equal opportunities

Messer is committed to diversity and equal opportunities. Our future-oriented and sustainable human resources policy ensures a level playing field for professional success, respects cultural differences and promotes interaction with each other. For Messer, diversity is the basis for innovation and sustainable corporate success; mutual trust and respect are the corporate values that form the basis of our corporate culture and are deeply rooted in it.

Our salaries are based on function, market, performance, training, experience and length of service as well as, where applicable, collective bargaining agreements or comparable wage agreements and inflation compensation. Equal treatment of the sexes is a matter of course. Our vision for diversity and inclusion is to create an environment where all employees accept, respect and value the differences of multiple identities and truly welcomes the diverse ideas and perspectives of individuals. In doing so, we shape an open and creative company culture, providing every individual an equal opportunity to thrive.

We define diversity as the presence of differences and representation of multiple identities such as: age, race, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, religion, sexual orientation, socio-economic status, veteran status, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, talents and other individual differences. 

We define inclusion as the assurance that the thoughts, ideas and perspectives of all individuals’ matter. When there is inclusion, our people, our teams, and our company are truly inviting to all, creating engagement and belonging. 


Diversity and equal opportunities Examples

UN Goals Messer-Team

  • UN Goal 1 - No poverty
  • UN Goal 2 - Zero hunger
  • UN Goal 3 - Good health and well-being
  • UN Goal - Gender equality
  • UN Goal 6 - Clean water and sanitation
  • UN Goal 7 - Affordable and clean energy
  • UN Goal 8 - Decent work and economic growth
  • UN Goal - Industry, innovation and infrastructure
  • UN Goal 10 - Reduced inequalities
  • UN Goal 11 - Sustainable cities and communities
  • UN Goal 12 - Responsible consumption and production
  • UN Goal 13 - Climate action
  • UN Goal 14 - Life below water
  • UN Goal 15 - Life on land
  • UN Goal 16 - Peace, justice and strong institutions
  • UN Goal 17 - Partnerships for the goals

Awards and initiatives

Satisfaction of our employees

The average length of employment for our employees since joining was 10.1 years in 2022 compared to 9.7 years in the previous year. Staff turnover increased slightly from 10.1 percent in 2021 to 13.3 percent in 2022. 

Since the end of 2019, Messer Americas has conducted annual employee surveys to identify the needs and requirements of the workforce and determine appropriate personnel development measures. In 2022, more than 4,000 employees in the region participated in the survey and the results demonstrated significant improvement in several categories especially in the areas of learning and development as well as diversity and inclusion.

Employee Satisfaction Example

Education, advanced training, know-how transfer

Messer is committed to the education and training of junior employees, who are seen as an important investment in the competitiveness and performance of our company. In some cases, training takes place at various locations, supplemented by stays abroad lasting several weeks. In 2022, Messer's training ratio increased slightly to 1.4 percent. In Western Europe in particular, at Messer in Belgium and in Spain, and in south-eastern Europe, at Messer in Hungary, training initiatives have led to further growth.

Education, advanced training and know-how transfer Examples

Open dialog and know-how transfer

Open dialog and internal know-how transfer are important to us. That is why we promote supra-regional and intercultural networks. In 2022, network meetings were no longer held exclusively virtually. Nevertheless, we were able to network even more strongly at the international specialist level. In total, there were 33,033 participations in site meetings or network meetings for strategic integration or know-how transfer; in comparison, there were 20,509 in 2021.

Since 2022, Messer has held regular international virtual staff meetings (Town Hall Meetings) to which all employees from America, Asia and Europe are invited without restriction. The Management Board of Messer SE & Co. KGaA uses this format to present current projects and answer questions from the workforce, in addition to discussing topics such as occupational safety and strategy.

To improve internal international communication, Messer introduced an app internationally in 2021, to which all Messer national companies have been connected since 2022: The "Beekeeper" app simplifies global exchange between the organizations and their teams: there are different streams for information, messages and files. In addition, Beekeeper can be used to conduct anonymous and non-anonymous surveys, send newsletters and communicate information campaigns.