The company discloses how target agreements and remuneration schemes for executives and employees are also geared towards the achievement of sustainability goals and how they are aligned with long-term value creation. It discloses the extent to which the achievement of these goals forms part of the evaluation of the top managerial level (board/managing directors) conducted by the monitoring body (supervisory board/advisory board).
On the executive board level non-financial targets are remunerated within the non-financial KPIs of the variable compensation. BRAIN's supervisory board is currently re-designing the executive compensation scheme for approval at the next AGM 21/22 to stronger incorporate sustainability targets. The milestones and targets will be aligned with the targets of our inaugural ESG and Sustainability Report.
It is planned to organize a competition in the next business year in which employees can submit ideas on how the company can become more environmentally aware. These include suggestions for the code of conduct, but also remediation work. Furthermore, employees are generally encouraged and supported to organize their workplace and everyday working life in such a way that their health and well-being are in the focus. For this purpose, options are offered such as the extension to a standing workstation, ergonomic mice and keyboards, flexible working hours, remote working and a membership in the fitness studio.
A group wide sustainability task force which is lead by the Head of Sustainability and directly reports to the CEO defines, implements and monitors the milestones on the way to reach our sustainability goals. We report on the progress annually within our updated Sustainability Data Sheet and the UN COP.
No financial targets including our ESG targets and the milestones on the way to reach these targets are build into the rivised executive board renumeration system which we aim to get approved by our shareholders at the next AGM in March 2022.