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using 2005 as a baseline year, as well as defining specific a high educational background, noting that 30% of our
actions, such as continuing to invest in energy efficient personnel reside at the local communities. In 2010, our
technology and optimising its operations to achieve this goal. turnover ratio, excluding fixed term staff, decreased to
Furthermore, AIA was able to demonstrate a 15% reduction 2.0% vs. 5.0% in 2009; the higher turnover rate in 2009
in emissions under its direct control between 2005 and 2009, was influenced by recruitment opportunities arising from
which corresponds to reducing its emissions by over 10,000 the developments in the local airline market.
tonnes of CO2, the equivalent of planting 1.5 million trees.
We have a long – standing commitment to creating a
At the heart of the waste management system developed workplace culture that encourages the development
by the Airport Company is the “Polluter Pays” principle, and the best use of our people knowledge and skills.
which translates into financial incentives for our partners For this reason, we have incorporated a multitude of
at the airport to recycle at the source. In 2010, 12,669 human resources systems, like workforce planning,
tonnes of Solid Non-Hazardous Waste were collected, equal opportunity policies, performance appraisal and
of which 5,010 tonnes were recycled (40%). In addition, development systems, continuous training and health &
276 tonnes of Hazardous Waste and 358 kg of medical/ safety systems.
clinical waste were collected and transferred to licensed
facilities. Furthermore, airport employees brought 10.6 Our participation in the Leonardo da Vinci (LdV)
tonnes of recyclable materials to our Recycling Centre. European training programme for “Lifelong Learning”
promoting our employees’ mobility was continued for a
AIA is one of just a few international airports that owns second consecutive year. Eight of our colleagues travelled
and operates its own Sewage Treatment Plant (STP). In to Munich and experienced daily operations for a whole
2010, the STP treated 337,000 m3 of sewage. In an effort week, in one of the busiest airports in Europe. The
to reduce water consumption, the treated effluent from expertise gained through these visits was valuable both
the STP is used to irrigate non-public areas at the airport. for the employees as well as for AIA.
As part of our active stakeholder engagement process, The AIA Training Plan in 2010 involved a total of 11,237
we organised several meetings to bring together all the hours of training while 96% of the employees attended
relevant stakeholders (state authorities, local communities, at least one training session. An extensive offering of
airlines) where additional measures related to aircraft trainings was provided and this year however emphasis
altitude and runway use restrictions for noisy aircraft were was given on the dissemination of the Corporate Vision,
proposed and are currently being implemented by HCAA to Mission and Values to all employees (representing the
reduce the noise disturbance in neighbouring communities. 29% of the total training hours) and constituting the
first phase of a Customer-Centric Project, which has been
7.4 Employer’s Responsibility initiated in 2010 and will be concluded in 2011 comprising
the entire airport business community and aiming to
Our people are the most important asset to the company. make a difference in customer service.
Investing in our staff is vital to the ongoing success of
AIA, as the dedication of all employees is key to providing As a responsible employer aligned with market practices,
our customers with value-driven services. the company maintains a group life and medical
insurance program for all permanent AIA employees and
We aim to be an employer of choice, attracting a committed their dependants (a total of 1,849 persons), as well as a
workforce and supporting our personnel throughout their pension programme of matching contribution aiming to
career with us. We offer to our people a safe and modern reduce the gap between State Pension and the last pre-
work environment, along with systems and tools as well as retirement salary (95% participants).
opportunities that help them develop their abilities and sustain
a healthy work-life balance. We pay competitive salaries Strongly believing in effective and modern corporate
supplemented by a pension scheme, a performance-related internal communication, we regularly upgrade our
incentive scheme shared by all employees and comprehensive Intranet site to make information easier to access and
learning and development activities. As a direct result of our share, while with our quarterly newsletter “We@AIA” we
people’s commitment, the company reports high productivity offer our people an insight to AIA business activities, as
ratios (Revenues & ADF / FTE: €567,625 vs. €583,749 of 2009, well as a lighter side of our corporate life.
Passengers /FTE: 21,527 vs. 22,576 of 2009).
The Airport Company employs 690 people under open-
ended contracts, with an average age of 42 years and
A N N U A L R E P O R T 2 0 1 0 41
actions, such as continuing to invest in energy efficient personnel reside at the local communities. In 2010, our
technology and optimising its operations to achieve this goal. turnover ratio, excluding fixed term staff, decreased to
Furthermore, AIA was able to demonstrate a 15% reduction 2.0% vs. 5.0% in 2009; the higher turnover rate in 2009
in emissions under its direct control between 2005 and 2009, was influenced by recruitment opportunities arising from
which corresponds to reducing its emissions by over 10,000 the developments in the local airline market.
tonnes of CO2, the equivalent of planting 1.5 million trees.
We have a long – standing commitment to creating a
At the heart of the waste management system developed workplace culture that encourages the development
by the Airport Company is the “Polluter Pays” principle, and the best use of our people knowledge and skills.
which translates into financial incentives for our partners For this reason, we have incorporated a multitude of
at the airport to recycle at the source. In 2010, 12,669 human resources systems, like workforce planning,
tonnes of Solid Non-Hazardous Waste were collected, equal opportunity policies, performance appraisal and
of which 5,010 tonnes were recycled (40%). In addition, development systems, continuous training and health &
276 tonnes of Hazardous Waste and 358 kg of medical/ safety systems.
clinical waste were collected and transferred to licensed
facilities. Furthermore, airport employees brought 10.6 Our participation in the Leonardo da Vinci (LdV)
tonnes of recyclable materials to our Recycling Centre. European training programme for “Lifelong Learning”
promoting our employees’ mobility was continued for a
AIA is one of just a few international airports that owns second consecutive year. Eight of our colleagues travelled
and operates its own Sewage Treatment Plant (STP). In to Munich and experienced daily operations for a whole
2010, the STP treated 337,000 m3 of sewage. In an effort week, in one of the busiest airports in Europe. The
to reduce water consumption, the treated effluent from expertise gained through these visits was valuable both
the STP is used to irrigate non-public areas at the airport. for the employees as well as for AIA.
As part of our active stakeholder engagement process, The AIA Training Plan in 2010 involved a total of 11,237
we organised several meetings to bring together all the hours of training while 96% of the employees attended
relevant stakeholders (state authorities, local communities, at least one training session. An extensive offering of
airlines) where additional measures related to aircraft trainings was provided and this year however emphasis
altitude and runway use restrictions for noisy aircraft were was given on the dissemination of the Corporate Vision,
proposed and are currently being implemented by HCAA to Mission and Values to all employees (representing the
reduce the noise disturbance in neighbouring communities. 29% of the total training hours) and constituting the
first phase of a Customer-Centric Project, which has been
7.4 Employer’s Responsibility initiated in 2010 and will be concluded in 2011 comprising
the entire airport business community and aiming to
Our people are the most important asset to the company. make a difference in customer service.
Investing in our staff is vital to the ongoing success of
AIA, as the dedication of all employees is key to providing As a responsible employer aligned with market practices,
our customers with value-driven services. the company maintains a group life and medical
insurance program for all permanent AIA employees and
We aim to be an employer of choice, attracting a committed their dependants (a total of 1,849 persons), as well as a
workforce and supporting our personnel throughout their pension programme of matching contribution aiming to
career with us. We offer to our people a safe and modern reduce the gap between State Pension and the last pre-
work environment, along with systems and tools as well as retirement salary (95% participants).
opportunities that help them develop their abilities and sustain
a healthy work-life balance. We pay competitive salaries Strongly believing in effective and modern corporate
supplemented by a pension scheme, a performance-related internal communication, we regularly upgrade our
incentive scheme shared by all employees and comprehensive Intranet site to make information easier to access and
learning and development activities. As a direct result of our share, while with our quarterly newsletter “We@AIA” we
people’s commitment, the company reports high productivity offer our people an insight to AIA business activities, as
ratios (Revenues & ADF / FTE: €567,625 vs. €583,749 of 2009, well as a lighter side of our corporate life.
Passengers /FTE: 21,527 vs. 22,576 of 2009).
The Airport Company employs 690 people under open-
ended contracts, with an average age of 42 years and
A N N U A L R E P O R T 2 0 1 0 41
