1. Hearing on Immigration and Integration – Fraport´s Initiatives Dublin, 22.06. – 23.06.2006 Christian Meyer, Manager Social Services, Human Resources Fraport AG, Frankfurt Airport Services Worldwide

2. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 2 Agenda Who is Fraport? Policy against discrimination of migrants and minorities The benefit of integration Sponsoring integration Challenges Benefiting from Fraport´s experience

3. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 3 Who is Fraport? Runs a major international Hubs- and Spokes System for intermodal traffic Major employer in the region Provider of First Class Airport Management

4. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 4 Who is Fraport? - Fraport Business Segments - Aviation Airside Operations Terminal Management Retail Real Estate Development Property and Facility Management Parking Facilities Non-aviation Ground Handling Passenger Services Cargo Services Ramp Services Other Energy IT Services International Airport consultancy Other

5. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 5 Who is Fraport? - Nationality of Fraport AG Employees (2005) -

6. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 6 Policy against discrimination of migrants and minorities - Commitment of management and stakeholders - Responsibility of executive board and works council Special works agreement since spring 2002 Clear positioning against current right wing tendencies Declaration of supervisory board and executive board 24.03.2003

7. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 7 Policy against discrimination of migrants and minorities - Declaration of supervisory and executive board 24.03.2003 - Clear dedication to employees, ethical principles The cultural and ethical differences of employees are a valuable resource for the company….no employee will be discriminated regarding his/her race, gender or religious beliefs….this orientation is compulsory for all Fraport companies. The rules and regulations have been made to avert any harm to the company´s name and reputation and are to be followed by all employees… Signed by the premier of Hesse as Chairman of the governing board, by the vice president of the public services union Verdi as the vice chairman of the governing board and the chairman of the executive board.

8. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 8 Policy against discrimination of migrants and minorities - Works council agreement - Ensuring equal opportunities Indiscriminating hiring procedures Respectful and indiscriminating treatment at work Access to in-company training and advanced training if need arises Full integration in career development

9. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 9 All persons employed by Fraport AG must indiscriminately be able to take advantage of all available opportunities, irrespective of color, age, sex, nationality, religion or race. Employees who feel discriminated or treated unfairly within the meaning of this agreement, have the right to lodge a complaint (Article 84 BetrVG - German Works Constitution Act). The Act stipulates that in terms of selection criteria and assignment to a wage or salary group, comparable qualifications and work experience gained in countries other than Germany must be taken into reasonable consideration. Policy against discrimination of migrants and minorities - Works council agreement -

10. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 10 The benefit of integration - Strategy - Intercultural competence is a prerequisite for success in the globalized market and international competition and leads to higher customer satisfaction (e.g. info-counters in terminals, intercultural teams in daily operation) Further development of personnel strategy is required for corresponding projects within the scope of european and international business and labour relations Profitability and competetive advantage are the governing factors whenever the integration and promotion of employees of foreign nationality is a corporate policy goal

11. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 11 Aircraft handlers Operative training with final examination and certificate of proficiency from the Chamber of Commerce and Industry. A total of 4,251 employees of 39 different nationalities have already qualified as aircraft handlers. Intercultural teams work in new business segments under a group-wide integrated management development program to implement the internationalization strategy Sponsoring integration - Qualification and training Measures -

12. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 12 The Junior Loader Project Until 1988 about 660 young apprentices had completed this training course, some 80 percent of whom were foreign nationals; Result: about 400 of these young people are still employed by Fraport. The training programme opened up job- and promotional opportunities for them. Sponsoring integration - Qualification and training Measures -

13. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 13 Mobile Youth Project Following an initiative by the German federal government in 1998, Fraport embarked on this project in 1999. About 70 percent of the young people enrolling were foreign nationals. Of 92 people hired under the training programme, 21 dropped out and 71 remained in training. Currently some 60 have been transferred to the companys payroll. Sponsoring integration - Qualification and training Measures -

14. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 14 Sponsoring integration - Qualification and training Measures – ProRegion as a master example Foundation for the promotion of vocational training and education Main target groups: young unemployed & adults with ethnic background Advisory board is made up of Fraport Top management, works council representatives, directors of the chambers of commerce and employment agency Foundation has existed since July 1999 with start up capital of 5 mio DM Current capital is 5.1 mio

15. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 15 Sponsoring integration - Qualification and training measures - The current report of sponsored projects shows following results: Topic amount of projects sponsored amount Improvement of chances to 33304,348 qualify in apprenticeship and training Insurance of traineeships and 26923,411 education Promotion of required 18197,294 infrastructure Promotion of projects related 34665,696 to consulting and employment special projects19209,857 School projects15243,438 Total1452,544,046 Bildgröße: 10,16 cm x 6 cm (bis 12,49 cm) 103

16. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 16 Sponsoring integration - Examples for sponsored projects - AWO – infrastructural support for young female migrants, measures for further qualification (5,000 ) Deutsche Angestellten Akademie – sponsoring the integration of youth- and cultural work, youths without school certificates or job qualification are qualified in certain fields of employment, e.g. restauratrion of monuments etc. (30,000 ) Kreisausschuss Offenbach – Counseling for youths and joung adults with focus on job beginners (5,000 ) Kinderbüro Stadt Frankfurt – foundation project promote and demand in cooperation with Kinderbüro Frankfurt (170,000 )

17. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 17 Sponsoring integration - Examples for sponsored projects - VzbFF – occupational education of young female migrants (20,000 ) INBI – sponsoring of apprenticeships for young migrants (60,000 ) Georg-Kerchensteiner-Schule – sponsoring of a language project for students with migrant history (5,000 ) Förderverein Roma e.V. – qualification, orientation and employment for Roma (40,000 ) Schultheater-Studio – learning german with fun for youth and joung adults in language integration classes (5,000 )

18. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 18 Challenges - Examples of the 3 most challenging experiences - Insufficient acceptance and practice of the carefully shaped works agreement on working conditions in the spirit of partnership Lack of language and communication skills and qualification causes limited hiring and promotion prospects, thus leading to poorer integration on all levels of the company and social life Danger of parallel worlds within the company – no general regulations (e.g. German as the basic language of the corporate communication, multicultural teams as a standard in work organisation)

19. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 19 Benefiting from Fraport´s experience - In which way could our policy be a model of good practice for other companies ? - A works agreement, negotiated between the executive board and the works council, requires a successful understanding under specific circumstances but eventually leads to a pragmatic and supported integration scheme Diversity and integration are an integral part of management responsibility and necessary for a successful company under conditions of globalization, when achieved ensures ROI Proper implementing and permanent monitoring of schemes for the integration of migrants and minorities are essential for long term success

20. Dublin, 22.06. – 23.06.2006, Hearing on immigration and integration Seite 20 Maximale Bildgröße: 20,75 cm x 6,25 cm (bis 12,49 cm) 103dpi Thank you for your attention!