Whether it's secure jobs, diverse teams, or social commitment: At Vossloh, people are the focus. Vossloh promotes a corporate culture based on trust, respect, participation, and reliability—within its own organization and beyond.
People at Vossloh
Satisfied and motivated employees are one of the keys to continued business success. The people at Vossloh live and embody a shared set of values: passion, excellence, entrepreneurship, trust and respect, and sustainability.
The management companies of the business units are deeply rooted in the industrial history of their respective countries. Regional ties and close teamwork in manageable structures go hand in hand with the advantages of a capital market-oriented group. At Vossloh, we combine the best of both worlds.
The people at Vossloh share the vision of making the world a better place through their contribution to green mobility. Our employees make the decisive difference in competition: they are the source of every innovation. Innovation, in turn, creates significant value for customers and thus also for Vossloh. Ideally, it goes beyond not only Vossloh's current offering, but also that of its competitors. The innovation process ensures that resources are allocated in a targeted, value-creating, and customer-oriented manner.
The fact that Vossloh is working for green mobility and making great strides in sustainability overall can hardly be overestimated in terms of its importance for employee motivation and attracting new talent. Sustainability issues were recently rated as very relevant in the 2023 employee survey. Through its outstanding performance in this area, Vossloh not only creates competitive advantages but also value for society and its workforce.
Occupational safety and health protection
In addition to its duty of care, occupational safety comes before all else at Vossloh and applies to all employees and anyone on company premises. It takes into account that employees in administrative roles are exposed to different risks than those in operational roles, in production, or on the tracks. While office workers may be more prone to psychological stress, production and field service employees are more exposed to physical risks such as injuries or work-related illnesses. Vossloh has developed a sound understanding of these risks relying on two processes that help identify measures to eliminate or mitigate actual or potential negative effects on its own workforce. The first process is the occupational safety risk assessment, which aims to systematically identify hazards in the workplace, evaluate and classify the associated risks, and take measures to ideally eliminate hazard and, when not feasible, to limit damage. The second process, which complements the first, is the ad hoc reporting of unsafe conditions using the company's own SAFE+ application.
The current Group-wide sustainability initiative in this field aims to reduce the frequency of workplace accidents by 20% annually. The occupational health and safety policy sets out Vossloh's commitment to continuous improvement in this area, the company's zero-accident goal, and the guiding principles and other binding requirements.
At the end of 2024, 76% of operating companies were certified according to the internationally recognized ISO 45001 standard (occupational health and safety management). These units employed 84% of Vossloh employees.
Diversity and equal opportunities
Vossloh sees a diverse workforce as one of the most important pillars of a sustainable corporate culture. It is the wealth of experience and expertise resulting from different cultures, age groups, genders, and backgrounds that enables the company to optimize its products and work processes.
Vossloh promotes employees regardless of gender, age, ethnicity, skin color, religion, worldview, sexual orientation, or disability. Cultural, ethnic, or national origin, as well as political and philosophical beliefs, have no influence on decisions. These principles of conduct and the handling of cases of discrimination, harassment, and insult are laid down in the Code of Conduct and anchored in the Diversity, Equality, and Inclusion Policy.
Value-based management culture
Under the guiding principle of One Vossloh, the company has established three management principles: We create value for Vossloh, we drive constant improvement, and we are close to our people. These value-based guidelines apply not only to management, but to all employees at Vossloh. Defined indicators can be used to transparently verify whether decisions are in line with these management principles. In addition to the annual "Leaders' Lounge" management meeting, the People Review Process and the Talent and Succession Process are two important components for establishing corporate values in practice. This provides clear guidance for all managers and employees. It also ensures that everyone involved receives comprehensive training.
Work-life balance
The company strives to achieve a healthy work-life balance, i.e., the ability to successfully combine work and family life or private interests. To this end, Vossloh pursues a life-cycle-oriented human resources policy.
The German Vossloh companies, for example, are certified according to the Beruf und Familie (profession and family) Audit. To ensure a good work-life balance, employees at almost all locations have the option of taking family-related leave (e.g., parental leave and special leave days). In 2024, an average of 94.5% of the workforce was entitled to apply for family-related leave. An average of 17.0% took advantage of this right, 13.7% of them men and 3.3% women.
The French companies of the Vossloh Group have a social pact to promote a better balance between work and private life, including privileges for parents and employees who care for relatives at home.
Training and continuing education, talent development
Training and continuing education measures open up growth potential for the company on the one hand and offer employees opportunities for personal development on the other. The training courses raise the overall level of qualifications within the Group. Competence development trains leaders who are already familiar with the company. This support also offers the opportunity to strengthen employee loyalty to the company.
The range of development measures for employees, including e-learning, is diverse. The company also promotes talent retention in a targeted manner through attractive jobs and workplaces. Among other things, junior staff are given the opportunity to work across departments, internationally, on projects, and digitally. During the annual employee appraisals, individual development measures are agreed upon based on the company's needs. The HR departments closely monitor and evaluate the implementation of these measures to ensure they are tailored to the individual needs of each employee.
Awards for human resources work
At the beginning of 2025, Vossloh Germany and Vossloh France were recognized as Top Employers for the second time in a row. The certificate from the Top Employers Institute attests to an outstanding working and development environment. In Germany, Vossloh Fastening Systems in Werdohl received the "Ausgezeichneter Ausbildungsbetrieb“ (Excellent Training Company) award for the sixth time in a row in 2025. The award is given to companies that offer young people practical, reliable, and high-quality training. In addition, Vossloh Fastening Systems employer brand “Bitte Einsteigen” has been honored with the #GermanBrandAward 2025.