The three pillars of sustainability – environmental issues, social aspects and governance – form the foundation of our strategy and our vision. As a company, we believe that taking responsibility for our employees and the environment is the crucial foundation for our long-term economic success.
We consider the responsible and careful use of our resources and sustainable business practices to be our social obligation to current and future generations.
Greenhouse gas emissions (GHG emissions) are one major factor for global warming. We have therefore set ourselves an ambitious reduction goal for the GHG emissions caused by our company’s activities: The Manz Group will reduce its Scope 1 and 2 emissions by 21% relative to revenue by 2026 compared to the base year 2020.
This reduction is based on the so-called "Science Based Targets" (SBT) and is therefore in line with the 2015 Paris Climate Agreement. The GHG emissions caused by our company's activities (Scope 1 and 2 as well as reported Scope 3 emissions) are recorded annually in our corporate carbon footprint (CCF) according to the established standards of the Greenhouse Gas Protocol. Our strategy is based in particular on the avoidance and reduction of GHG emissions. For us, supporting selected environmental and climate protection projects is another active contribution to greater climate protection and the UN's Sustainable Development Goals (SDGs).
Climate change is exacerbating the global water shortage. Millions of people are already suffering from water shortages.
Through numerous measures we are working to steadily reduce water consumption at our sites. With success: Our group-wide water consumption fell to a new record low in 2023.
We have achieved our goal to increase the share of renewable energies in total electricity consumption to over 50% and currently obtain around 80% of the Group’s total electricity consumption from renewable energy sources. The aim is to further increase the share of renewable energy in total energy consumption.
The fact that resource-saving production and administration is not an abstract idea for us, but an essential part of our corporate philosophy, is also demonstrated by the installation of solar modules on the roofs and facades of our buildings.
Regarding employee matters, we respect all applicable laws on employee rights in Germany, in the countries where our subsidiaries are located, and wherever we do business. In Germany, for example, we have formed a voluntary employee representative body, which campaigns for employee issues.
The Manz Academy coordinates a bundle of suitable training and continuing education measures in a wide variety of qualification categories, such as technical product training, methods and soft skills training or management development programs.
Against the strategic backdrop of deploying employees with the right qualifications in the right place at the right time, we are continuing to work on positioning the Manz Academy globally.
Occupational safety takes high priority at Manz. It is important to us to be active and preventive in this area, above and beyond the laws and regulations. Therefore we have an occupational health and safety management system in place that is based on ISO 45001.
We consider all aspects of occupational safety: from primary accident prevention to stress-related factors in the organization. We make sure that processes and information channels are continuously optimized, that techniques such as e-learning are used, and that employee training is closely monitored and supervised by experts in the field.
In addition to office hours at the company, the company physician is available to all employees daily in the practice for acute issues.
Diversity and equal opportunities are central to our self-image. People with different backgrounds and talents should be able to live up their maximum potential in the best possible way at our company. Employees from more than 30 different nations work in the various Group companies.
The elected employee representatives are responsible for promoting gender equality, the integration of severely disabled persons and other persons in need of special protection, the employment of older employees, the integration of foreign employees and the compatibility of family and employment.
At our respective locations, we are also involved in activities beyond the scope of our professional activities. In this context, Manz AG supports local sports and cultural clubs and organizations in which our employees volunteer as part of the "Employees Volunteering" initiative.
In addition, Manz AG lives up to its social responsibility by supporting social institutions on an annual basis.
Our economic activities are geared towards the long term and are in harmony with the environment. Economic sustainability goes hand in hand with ecological and social aspects.
Through our group-wide compliance management system, which is regularly evaluated, we ensure that legal violations are avoided, and our Code of Conduct and internal company guidelines are observed. In addition, a central compliance contact is available to all employees as well as local compliance contacts at the individual subsidiaries. Furthermore, we have also set up an internal anonymous whistleblower system throughout the group through which any suspected violation of laws or our corporate policies can be reported.
Fair competition as well as ethical and lawful business activities are essential for our long-term success.
Every employee and all business partners of Manz AG are obligated to comply with our Code of Conduct. It describes our values and principles of conduct and covers topics such as the careful use of resources, the protection of company and trade secrets or international labor and social standards.
Manz maintains an ongoing dialog with important stakeholder groups, such as employees, customers, suppliers, investors, analysts or banks.
In addition, our employees can make suggestions within the framework of the “Innovation Forum”. The “Innovation Forum” is an online discussion forum for employee suggestions for improvement, for example on sustainability topics We involve our employees in the further development of our company for example in the form of regular employee surveys on current topics. In addition, our employees can make suggestions within the framework of the ‘Innovation Forum’. The ‘Innovation Forum’ is an online discussion forum for employee suggestions for improvement, for example on sustainability issues and other topics.
Slavery and human trafficking statement of the Manz AG pursuant to section 54 (1) of the Modern Slavery Act 2015 ("the Statement"). > Download
| Corporate Carbon Footprint (CCF) | Energy Efficiency | Waste Volume |
|---|---|---|
|
Reduce CCF (Scope 1 and 2 GHG emissions) in relation to revenues by 21% compared to the base year 2020 until 2026 Continuous reduction of the CCF along the value chain (Scope 3 emission categories) |
Continuously decrease energy consumption per revenues compared to the previous year | Continuously decrease waste volume per revenues compared to the previous year |
| Renewable Energies | Fuel Consumption (own car fleet) |
Fresh Water Consumption |
|---|---|---|
|
Continuously increase the share of renewable energies in total electricity demand Gradually expand the emission sources considered under Scope 3 and continually reduce corporate carbon footprint (Scope 3 emission categories) |
Reduce fuel consumption by 10% compared to the previous year (relative to the number of cars) |
Continuously reduce fresh water consumption per revenues compared to the previous year |
| Training | Employment relationships | Share Female Employees | Share Female Managers |
|---|---|---|---|
| Annual average of at least 2 working days training per employee | Precarious employment relationships should be avoided; before hiring temporary or contract workers, a permanent hire will be considered
Internships Limitation of internship period Temporary positions Annual contracts should be converted into a permanent employment relationship after extension |
25% share of women (medium-term) | 25% share of female managers (medium-term) |
