Economic, ecological and social issues are considered in the (further) development of products and operational processes.

• Evidence of holistic consideration of sustainability dimensions in research and development with the input of stakeholders (e.g., process instructions in the quality management system)
• Innovative raw materials / products and processes such as Ecodesign, including documentation on the sustainability criteria considered
• Projects with stakeholders, such as innovation days and work-shops

There is a quality management system in place that, apart from product safety, also controls the handling of overproduction or non-compliant products.

• Documented quality management system (e.g., ISO 9001); the system is being checked (internal audits) and evaluated (man-agement review) on a regular basis
• Targets, measures and collaboration with stakeholders on the sustainable handling of overproduction / non-compliant products / resource conservation concepts

In the context of increasing digitization the company ensures the sensitive handling of all kinds of data.

• Documented procedures for data protection / for the handling of data and information (records of training for internal communication, security measures); data protection officer
• Targets, measures and collaboration with stakeholders on the handling of data in the digital age

Product and process qualities are communicated to consumers in a transparent, realistic and responsible way. Authentic images and clear statements are used in advertising.

• Statement on responsible consumer communication; e.g., in the code of conduct or mission statement
• Targets, measures and projects / initiatives with stakeholders on consumer education based on market research (e.g., customer satisfaction survey) that go beyond legal requirements

The company aims to strengthen fair and free competition and, with this objective in mind,

• it treats business partners with respect and
• has established mechanisms to prevent corruption and price fixing.

• Documents regarding long-term orientation of the company's development and competitive practice
• Documentation on political influence
• Documented mechanism for anti-corruption (including the handling of whistle-blowing and complicity) based on relevant standards (e.g., Business Principles of Transparency International, International Corporate Governance Network's Guidelines Bribery and Corruption, UN Global Compact)
• Number of trained company compliance employees
• Documented and communicated guidelines regarding the rejection of corruption as well as aiding, abetting and tolerating corruption, etc.
• Targets, measures and collaboration with business partners on the strengthening of fair and free competition

The company describes its contributions to the community in those regions where it conducts a significant portion of its business activities (including raw materials extraction).

• Documentation on initiatives / projects / collaboration (support of education initiatives, consideration of local suppliers / service providers, preservation and promotion of the respective regional culture, regional community funds, job creation, etc.)
• Targets, measures and collaboration with stakeholders on posi-tive contributions to the community (e.g., responsible handling of migration and mobility of people)

Sustainability issues are considered in the selection, assessment and review of business partners and thereby form an integral element of procurement criteria.

• Supply chain mapping and overview of the supply chain
• Requirements for suppliers; supplier evaluation; supplier audits
• Documentation on sustainable procurement criteria, including evidence of the commitment of suppliers and service providers to sustainability-related codes of conduct (e.g., the company's own code of conduct, UN Global Compact, current version of BSCI).
• Documentation on communicating sustainability objectives and measures along the value chain

Employees receive fair payment in compliance with minimum wage legislation. This means that both permanent and temporary employees are grouped and remunerated in accordance with, and not below, statutory and collectively agreed wage standards. Branch-specific wage supplements and average calculations need to be taken into account.

• Employee contracts: commitment to / compliance with collective agreements
• Proof of wages that are independent of gender, origin, faith, etc., as well as performance-oriented payment
• Service contracts; obligations of subcontractors to comply with fair payment requirements / minimum wage
• Documentation of working time and place as well as of payment, also of staff members to whom the regular pay scale does not apply; number of employees being granted permanent appointments
• Targets and measures on fair compensation of all employees

The company documents ways in which it pursues fair value creation and thus contributes to combating poverty:

• in the company and
• along the value chain and in those regions where it conducts a significant portion of its business activities, respectively.

• Documentation on staff participation; e.g., rewards, manage-ment statement, works council
• Contracts / audits / certificates of enterprises involved in value creation
• Code of conduct or similar codes; supplier audits; projects and / or initiatives to combat poverty
• Information on the taxation and reinvestment of profits for dif-ferent regions
• Targets, measures and collaboration with stakeholders on the combat of poverty