GRI Standard and disclosure |
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Reference |
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Omission reason and Comment |
2-1 Organizational details |
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2-2 Entities included in the organization’s sustainability reporting |
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2-3 Reporting period, frequency and contact point |
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2-4 Restatements of information |
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2-5 External assurance |
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Assurance report |
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2-6 Activities, value chain and other business relationships |
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Company profile |
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2-7 Employees |
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Comment: We report employee figures in line with internal management categories, possibly independent of the region. The employment format “non-guaranteed hours employees” stipulated by the GRI does not represent a relevant employment category for us and is therefore not reported. |
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2-8 Workers who are not employees |
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Omission reason: Information unavailable/incomplete |
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Comment: Workers who are not employees (e.g. supervised temporary staff) are not logged in our employee data base. |
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2-9 Governance structure and composition |
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Sustainability strategy & goals |
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2-10 Nomination and selection of the highest governance body |
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Procedures of the Boards |
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2-11 Chair of the highest governance body |
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2-12 Role of the highest governance body in overseeing the management of impacts |
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Sustainability strategy & goals |
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2-13 Delegation of responsibility for managing impacts |
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2-14 Role of the highest governance body in sustainability reporting |
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2-15 Conflicts of interest |
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2-16 Communication of critical concerns |
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Sustainability strategy & goals |
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Omission reason: Confidentiality constraints |
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Comment: Due to the sensitive nature of critical concerns, these figures are only for internal use (except where external reporting is legally required). |
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2-17 Collective knowledge of the highest governance body |
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Sustainability strategy & goals |
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2-18 Evaluation of the performance of the highest governance body |
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Procedures of the boards |
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2-19 Remuneration policies |
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2-20 Process to determine remuneration |
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Compensation report |
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2-21 Annual total compensation ratio |
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Omission reason: Not applicable |
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Comment: Competitive salaries and additional benefits not only increase our attractiveness as an employer; they also motivate our people and build loyalty to the company. The compensation we offer is based on market analyses in the relevant field, the value of the respective position, and the employee's skill set and performance. Compensation and benefits across the entire Group are defined by our global HR policies and frameworks. As far as possible, we strive to offer all our employees comparable compensation structures. Furthermore, we monitor our compliance with minimum standards. We do not consider the information required under GRI 2-21 to be relevant to assessing the fairness of our compensation structures. |
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2-22 Statement on sustainable development strategy |
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2-23 Policy commitments |
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2-24 Embedding policy commitments |
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Governance |
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2-25 Processes to remediate negative impacts |
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Sustainability strategy & goals |
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2-26 Mechanisms for seeking advice and raising concerns |
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Sustainability strategy & goals |
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2-27 Compliance with laws and regulations |
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Other provisions |
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2-28 Membership associations |
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2-29 Approach to stakeholder engagement |
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2-30 Collective bargaining agreements |
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GRI Standard and disclosure |
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Reference |
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Omission reason and Comment |
3-1 Process to determine material topics |
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3-2 List of material topics |
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