Ready for the future

Collaboration and leadership

Good collaboration and reliable leadership are important pillars of our success. We encourage the commitment of our employees and support our managers in exercising their responsibility. In this way, we strengthen cohesion within MTU.


Teamwork makes us more successful. And it flourishes in a working environment that inspires and connects people.

Quality education
Gender equality
Decent work and economic growth

What makes us at MTU strong is not just our operational performance and high degree of financial stability, but the dependable nature of our collaboration and management. Trusting collaboration and a willingness to embrace change are the main drivers of an innovative, modern corporate culture. Further developing our corporate culture has been an overarching MTU goal since 2022 and is a defined part of our Innovative Culture project. To ensure our long-term success and innovative strength, we rely on a culture that is open to change in order to handle accelerated developments, such as digitalization, or pressing challenges, such as climate change, and to profitably seize the opportunities and potential that emerge from them. Forward-looking, intensive training of our workforce, the promotion of diversity, and a safe and inclusive working environment pave the way for each and every employee to develop to the best of their abilities and keep MTU on the path to success.

Fast Facts: #MTUfamily

A global team

employees helped MTU achieve success in 2022.

High level of confidence
91 %

of employees firmly believe in MTU’s future.

Strong cohesion
5.8 %

turnover rate: Our specialists and managers stay on board.

Attractive and sustainable: MTU as employer

Responsibility for employment issues lies with the Executive Board. The CEO is also the Director of Labor Relations. MTU’s human resources department sets policy in line with our corporate strategy. It also assists in efforts to achieve our long-term corporate and growth targets. The full Executive Board receives regular reports on human resources policy. Responsibility for successful implementation lies with local human resources departments and the respective technical departments and managers.

The aim of our HR strategy is to address relevant changes and developments in the world of work and position the company as an attractive and sustainable employer for existing and new employees alike. As a best-in-class employer, we create the conditions for profitable corporate growth, a pillar of MTU’s strategy. In our case, that means we act in an employee-oriented manner with an increasingly diverse workforce, overcome increasing complexity with confidence, and are present on the German and international labor markets as an attractive employer.

MTU, get ready!

We are taking off for the future. As part of our Innovative Culture project to strengthen our corporate culture, in 2022 we established a maturity index for the first time. Based on a survey of employees in the defined focus areas of Innovative Culture, we identified specific points where we need to take action in the further development of our corporate culture. Our focus will be on the digital mindset and greater decision-making authority among employees (“empowered organization”). The index will be determined annually.

Our global MTU team

Employees by region


GRI 102-8: Total workforce of fully consolidated sites as at the end of 2022; proportion of female employees measured against active workforce. For composition of workforce sizes and scope of consolidation, see the GRI Index.

At the end of 2022, our workforce comprised 11,273 employees at all fully consolidated sites, a further increase over the previous year (2021: 10,508). The increase is spread across all regions, but can be seen in particular at our sites in Munich, Germany; Rzeszów, Poland; and Nova Pazova, Serbia. At 93.1%, the majority of MTU’s total workforce continued to be located in Europe, with a full 81.2% of the total workforce in Germany; 6.9% of the workforce was employed in North America. We are committed to long-term employment contracts, and the proportion of permanent employment contracts at MTU is traditionally very high. In the reporting year, it stood at 93.5% (2021: 93.7%).

The turnover rate is down again compared with the previous year. This is because turnover was higher last year, when we had to adjust our staff capacity in light of the economic crisis caused by the coronavirus pandemic. The degree of loyalty to our company remains high, with an average length of service of around 14.6 years (Germany, measured in terms of active workforce).

Staff turnover GRI 401-1





No. of employees that left the company




Turnover rate (%)




Turnover rate measured as a proportion of core workforce, annual average, figures include retirements; data broken down by age group is not available. We report on new hires in the chapter on Diversity & inclusion. Figures on staff turnover by region in accordance with GRI are presented in the Notes.

Social and labor standards established

As an employer, we show responsibility toward our employees, protect their rights and requirements, and create long-term, secure employment on the basis of corporate social responsibility. Our social and labor standards are defined in a Group-wide Code of Conduct and incorporate:

→ MTU Code of Conduct

The reporting procedures in the event of suspected breaches of our Code of Conduct, statutory requirements, plus our internal company guidelines and our principle of zero tolerance are described under → Compliance and → Human rights. Details of the anti-discrimination measures we take can be found under Human rights. As a signatory to the UN Global Compact, we are committed to observing its principles of respect for human rights and equal treatment in the workplace. We are also committed to fair working conditions in accordance with the International Labout Organization’s (ILO’s) core lavor standards.

At the beginning of 2023, MTU adopted a Policy Statement on the Protection of Human Rights. → Human rights

MTU protects employees’ rights and safeguards their freedom of association through the Code of Conduct. When drafting employment contracts, we observe national statutory requirements, collective agreements such as collective bargaining agreements, as well as internal company agreements and notice periods as laid down by law. Managers ensure that company agreements are implemented and observed on a day-to-day basis in their areas of responsibility. In 2022, 91% of the people employed by the company in Germany were covered by collective agreements (e.g. collective bargaining agreements), a figure that stood at 77% worldwide in the same year.

The relationships we form with our employees are based on respect and trust and we take their concerns into account: in accordance with the German Works Constitution Act (Betriebsverfassungsgesetz), MTU’s sites in Germany have works councils that maintain regular, open and trust-based dialogue with management. The German sites also have a Group works council that handles Group-related issues. At the company’s sites in Poland and Canada, elected employee representatives support the interests of the workforce in dealings with management. In addition, the interests of employees are represented on the Supervisory Board, where seats are filled on the basis of parity.

Leadership and collaboration as a dialogue

The MTU leadership values (“We transform,” “We empower,” “We create trust”) form a shared basis for managers’ values and conduct and shape our leadership culture. They promote collaboration at all levels, provide orientation and formulate expectations for leadership behavior. We thoroughly prepare and train our managers for their tasks and constantly provide them with inspiration. These offers are detailed under Employee development.

Gauging the mood on commitment and leadership
77 %

In 2022, we achieved this index value for commitment and leadership in the two PulseCheck surveys. For 2023, we have revised our feedback landscape to include complementary tools.

We carry out an employee survey at regular intervals at all of our larger sites to provide important impetus for the company’s ongoing development. We see the results as an important yardstick for successful collaboration and leadership. We use the PulseChecks survey format at regular intervals to determine the current mood in the organization at the German sites. All employees are surveyed on various topics such as commitment, information, leadership, team, perspective and mobile working. The feedback on the topics of commitment and leadership is incorporated into an index value; this was taken into account as an ESG-relevant (ESG=environmental, social and governance) indicator for the variable compensation of Executive Board and executives in 2022. The index value includes the agree responses (“Agree fully” to “Agree somewhat”). The value from the two PulseChecks was around 77% of the responses and thus above the target of 75%. In addition, on average 91% of employees reported a high level of trust and confidence in MTU.

We also conduct regular surveys at our sites outside Germany, such as MTU Aero Engines Polska. Moreover, further employee involvement forums are established at our sites around the world. These range from works meetings in Germany and townhall meetings in the United States to special instruments. We have revised the feedback landscape, which from 2023 onward will consist of further building blocks in addition to the PulseCheck.

We use our idea management system to obtain and evaluate improvement suggestions from employees. In 2022, the participation rate was 24%. In addition, we regularly initiate in-house Ideation Challenges on predefined tasks in order to utilize the ideas of our employees. The ideas and concepts submitted are evaluated by a jury. We take particularly promising suggestions and test their potential and feasibility in projects in our Inno Lab, an in-house MTU innovation hub.

We have established a consistent methodology for feedback and for evaluating performance at all levels of the hierarchy, from senior managers to employees included in collective bargaining agreements. The performance criteria are based on corporate, center or departmental objectives and are designed to measure how employees and managers contribute to reaching these objectives. Goal attainment is discussed during the year in milestone meetings and at year-end in goal attainment meetings. All managers undergo performance reviews to evaluate achievement of their personal targets, and in 2022, 94.4% of all MTU employees worldwide received a regular appraisal of their performance (at least once a year).

Attractive compensation and benefits

For us, fair wages are part of an appreciative and respectful approach. Our employees’ right to appropriate remuneration is enshrined as a pillar of MTU’s Code of Conduct. Employee wages at all our sites are above the legally stipulated local minimum wage. We reexamine our remuneration structures regularly.

MTU ensures that employees receive competitive remuneration that reflects their performance, regardless of gender or other characteristics against which discrimination occurs. In addition to the Code of Conduct, this has been enshrined as an essential working condition in a Policy Statement on the Protection of Human Rights since 2023. The remuneration of pay-scale employees in Germany is based on collective bargaining agreements. Variable compensation for senior managers is tied to MTU’s long-term performance.

We offer a broad range of additional perquisites. In addition to the statutory obligations, in Germany these include accident insurance, profit-sharing, family-related services, mobility benefits, a healthcare service and training opportunities. In addition to the employer’s contributions, all employees can make a personal contribution to the company pension plan. At our international sites we offer a range of benefits such as private life insurance, health insurance and retirement planning support.

Social benefits in 2022
145 m euros

In addition to their salary, we offer our employees a wide range of social benefits such as a company pension scheme and support services.

We enable our employees to share in the company’s success. Each site does this using different regulations and programs. For our German sites, we offer an annual employee share program (participation rate 2022: 42.6%), with which we also aim to strengthen the entrepreneurship of our employees and their loyalty to MTU. Some of our international sites offer their own long-term bonus schemes, as in Rzeszów (Poland), or award annual bonuses, as is the case in Vancouver (Canada).

Also in 2022, we restructured a social fund, originally established in connection with the Covid-19 pandemic. Since then, the funds have been donated to MTU employees who find themselves in financial difficulties through no fault of their own, and to humanitarian causes outside the company.

Alternative working arrangements (Germany) GRI 102-8, 401-3





Part-time employees (in %)




Employees on parental leave




The right to parental leave in Germany is governed by the German Parental Allowances and Parental Leave Act, which applies to the entire workforce. The legislation stipulates that any employee has a right to time off—regardless of their gender. Given discrepancies between national legal considerations, we do not consider it useful to consolidate these figures at the Group level. Figures on part-time work and parental leave by gender in accordance with GRI are presented in the Notes.

We recognize the specific needs and various life phases of our employees and offer various options for individuals to shape their working hours and how their work is organized. These include, for example, a range of part-time models, mobile working and sabbaticals. This way, we create attractive conditions at MTU and help our employees achieve a better work-life balance.

Offerings to promote work-life balance

Services & tools

Human rights in the supply chain
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Human rights