3.6 OUR PEOPLE GRI 3-3, 401-1, 403-1, 403-2, 403-3, 403-4, 403-5, 403-6, 403-8, 403-9 & 405-1 Management approach for 401-1, 403-1, 403-2, 403-3, 403-4, 403-5, 403-6, 403-8, 403-9 & 405-1 OUR CHALLENGE There is no Beurer without our employees. Our top priorities are to preserve and protect human and employee rights, and ensuring our employees are safe and leave the workplace as healthy as they arrived there. We aim to provide opportunities for a good work-life balance, aiming to particularly support those balancing work and life as parents. Our code of conduct emphasizes the importance of mutual respect in the workplace. We aim to promote equality and equal opportunities in our daily doings. Our culture of mutual respect and empathy is also reflected in our goal of creating an environment, in which errors are an opportunity for growth. We support the professional development of our employees and see it as an opportunity to make them and the company better. Our central challenge is obtaining and retaining the best people for our exciting missions of making the world a healthier place. We are continuously working to improve the processes surrounding our HR management as well as expanding the employee benefits we offer. With our recently introduced “Townhall Meetings” we aim to increase the transparency and communication amongst our management and all employees. In these meetings, the management provides information about the development of the company over the past months OUR PROGRESS OUR EMPLOYEE BENEFITS OUR EMPLOYEES IN DATA* PERMANENT VS TEMPORARY EMPLOYEES OUR EMPLOYEES BY GENDER as well as giving an overview of big future projects. We also value the communication between employees and their direct managers, which is why we ensure our employees have an annual meeting with their manager to discuss their progress and goals for the upcoming months and years. In the future, we want to implement a tool with which these development talks can be documented digitally. * This data does not include working students and interns Temporary Employees 134 1462 Permanent Employees 0 200 400 600 800 1000 1200 1400 1600 GOAL TIMEFRAME Implement a tool for the digitalization of the annual development talks Short-term Implement a learning management system Short-term Reimagine the employee development process Short-term Continue the digitalization of HR-processes Continuously Expand our offers in the field of health and wellbeing Continuously Optimization of recruitment processes Continuously OUR GOALS “We want employees to work in a safe and healthy work environment where they feel comfortable. We want to promote their satisfaction and motivation, ensure equal opportunities and create the basis for a good work/life balance.“ Work-life balance → Financial support for parents of children attending day- care (German: KITA) → Flexible working hours → Additional vacation days starting from 2 years of employment with the company (max. 34 days) Transport → Job Bike → Jobticket (allows for cheaper travel around Germany with regional services) Fitness and Wellbeing → Wellpass → Subsidies for gym member- ships not included in Wellpass → Group running → Safety Equipment (glasses for those working on the computer, safety shoes, etc.) → Sponsorship for various runs (Einstein Marathon, etc.) → Subsidized lunches Other discounts and benefits → Corporate benefits → Company supported pension scheme → Company supported occupa- tional disability insurance → Discounted tickets for local sporting events and attractions → Bonus for the recruitment of new employees Women 64 % Men 36 % 40 41
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