AGRANA maintains a global presence with around 8,400 employees1 based at 50 production sites2 located on all continents. Their dedication and expertise ensure the company‘s success. Employee numbers were distributed as follows:
1 Average number of full-time equivalents in the reporting period.
2 Number of sites as of 12 May 2026
AGRANA is very conscious of the central importance of its employees to its strategy and long-term business success. The actual and potential impacts on the Group's own workforce result from both its business activities and its strategy and are closely interrelated with these. This dynamic interrelationship is continuously taken into account in order to make adjustments where necessary that both meet the needs and challenges of employees and advance the sustainable development of the Group.
With the following targets and key performance indicators, AGRANA aims to contribute to managing material negative impacts and mitigate material risks:
| Working conditions | Time frame and metric | 2025|26 | 2024|25 |
|---|---|---|---|
| Introduction and delivery of an annual operational health and safety leadership training course | Annual | Annual | Annual (base year 2023|24: annual) |
| Reduction of injury rate (LTIR) | LTIR of 5.00 by 2027|28 | 5.8 | 5.6 (base year) |
| Code of Conduct information campaign for blue-collar workers with a rollout to more than 80 % of companies | 80 % by 2026|27 | 100 % | New target (base year) |
| Equal treatment and equal opportunities for all | Time frame and metric | 2025|26 | 2024|25 |
|---|---|---|---|
| Increase of the percentage of women in management | 30 % by 2030 28.5 % by 2026|27 |
29.3 % | 28.4 % (base year 2023|24: 27.4%) |
The aim of increasing the percentage of women in management is to implement the principles set out in the DEI Policy, HR Policy and Code of Conduct, eliminate discrimination and promote equal opportunities. Market-based studies have shown a growing focus on the diversity dimensions of gender, ethnicity and disability. As directed by the Management Board and approved by the Supervisory Board, AGRANA's initial focus is on the gender dimension and, consequently, on increasing the share of women in management positions. The proportion of women in supervisory roles was 29.3% in the 2025|26 financial year (previous year: 28.4%). It is to gradually increase to the target level of 30% by 2030. This target of 30% was set based on benchmarking against other companies. All women in management positions at all organisational levels are included in the calculation of the key performance indicator for the 2024|25 financial year.
Employees of the AGRANA Group by gender at the balance sheet date:
| 2025|26 | 2024|25 | |||||
|---|---|---|---|---|---|---|
| Key performance indicator | Female | Male | Toal | Female | Male | Toal |
| Number of permanent employees (headcount) | 2,064 | 4,403 | 6,467 | 2,163 | 4,826 | 6,989 |
| Number of temporary employees (headcount) | 899 | 586 | 1,485 | 1,377 | 711 | 2,088 |
| Number of non-guaranteed hours employees (headcount) | 0 | 0 | 0 | 0 | 0 | 0 |
| Number of full-time employees (headcount) | 2,628 | 4,880 | 7,508 | 2,729 | 5,407 | 8,137 |
| Number of part-time employees (headcount) | 335 | 109 | 444 | 811 | 129 | 940 |
| Total number of employees | 2,963 | 4,989 | 7,952 | 3,540 | 5,537 | 9,077 |
Employees of the AGRANA Group by country at the balance sheet date:
| Breakdown by country | 2025|26 | 2024|25 |
|---|---|---|
| Algeria | 103 | 111 |
| Argentina | 216 | 209 |
| Australia | 137 | 139 |
| Austria | 2,242 | 2,512 |
| Belgium | 30 | 32 |
| Brazil | 102 | 95 |
| Bulgaria | 7 | 8 |
| China | 319 | 321 |
| Czech Republic | 122 | 289 |
| Egypt | 100 | 97 |
| France | 289 | 291 |
| Germany | 178 | 172 |
| Hungary | 260 | 320 |
| Japan | 20 | 16 |
| Mexico | 1,351 | 1,460 |
| Morocco | 191 | 567 |
| Poland | 434 | 429 |
| Romania | 229 | 431 |
| Russia | 354 | 349 |
| Slovakia | 145 | 158 |
| South Africa | 123 | 105 |
| South Korea | 99 | 86 |
| Turkey | 82 | 77 |
| Ukraine | 363 | 379 |
| USA | 456 | 424 |
Gender distribution of AGRANA employees at the top management level:
| 2025|26 | 2024|25 | |||||||
|---|---|---|---|---|---|---|---|---|
| Level | Female | Male | Female | Male | ||||
| Headcount | % | Headcount | % | Headcount | % | Headcount | % | |
| Level 1 | 2 | 15.4 % | 11 | 84.6 % | 2 | 13.3 % | 13 | 86.7 % |
| Level 2 | 10 | 24.4 % | 31 | 75.6 % | 4 | 13.3 % | 26 | 86.7 % |
Management level 1 is AGRANA's first hierarchical tier below the Management Board. Employees at this level report directly to the respective member of the Management Board and have a Hay grade of at least 22 under AGRANA's internal job evaluation system. Level 2 represents employees who report directly to the Management Board and have a Hay grade of 20 or 21, as well as employees who report to level 1 and have a grade of at least 20. To ensure the successful implementation of AGRANA’s new strategy, additional positions were created at Level 2 compared to last year.
Distribution of AGRANA Group employees by age group:
| Age group | 2025|26 | 2024|25 |
|---|---|---|
| Under 30 years | 19.7 % | 21.9 % |
| 30 to 50 years | 54.0 % | 52.6 % |
| Over 50 years | 26.2 % | 25.5 % |
In the 2025|26 financial year there were 0 fatalities (previous year: 0) from work-related injuries of the Group's own employees or of its non-employee workers. There were 98 work accidents (previous year: 101) involving the AGRANA Group’s own employees and, in the fruit preparations business, 3 work accidents (previous year: 6) involving non-employee workers. All of the Group’s employees and non-employee workers are covered by the AGRANA OHS management system.
Number and rate (LTIR) of recordable work-related accidents in 2025|26:
| Business area | Number of recordable work-related accidents | Injury rate (LTIR) | ||
|---|---|---|---|---|
| 2025|26 | 2024|25 | 2025|26 | 2024|25 | |
| FBS | 56 | 42 | 4.8 | 3.6 |
| ACS – Starch | 19 | 24 | 9.2 | 10.2 |
| ACS – Sugar | 23 | 35 | 7.3 | 8.8 |
| AGRANA Group | 98 | 101 | 5.8 | 5.6 |
