14. Employment Rights

The company reports on how it complies with nationally and internationally recognised standards relating to employee rights as well as on how it fosters staff involvement in the company and in sustainability management, what goals it has set itself in this regard, what results it has achieved thus far and where it sees risks.

For the Dussmann Group, as well as for our stakeholders, employee matters and the satisfaction of our employees play a pivotal role (see Criteria 2; also 15 and 16). In order to render our services, deliver exceptional product performance, and honor our quality promise, competent and motivated employees are a crucial component.

In many of the regions in which we operate, we are one of the largest employers and therefore bear the responsibility for stable, quality employment relationships and the full validity of employee rights. We are committed to this. Respecting employees' rights and ensuring good working conditions is a challenge in markets that are still in the process of development and do not have established structures. This is a risk of the business activity with potentially negative effects on employee rights (see also Criteria 2). Establishing and anchoring the corresponding structures is part of the Dussmann Group's social responsibility.

The company generates a major part of its value creation in the European economic area. Employee rights are extensively established and strongly anchored, firmly rooted and adhered to in German and European statutory requirements. Compliance with the requirements is checked in internal audits. The results are used to derive procedure and process descriptions for the design of safe working conditions. The "Code of Conduct for Subcontractors and Suppliers" obliges subcontractors and suppliers to comply with the ILO core labor standards – in particular Convention 138, which regulates the minimum employment age.

Furthermore, employee topics are also discussed and implemented with trade unions and parties within the company. A large portion of the positions are regulated via collective agreements; the arrangement in the individual international subsidiaries is thus dependent on the particular national law. Dussmann Service Deutschland GmbH is a member of significant employer associations (DEHOGA (German Hotel & Catering Association) for the catering division, the Bundesinnungsverband (Federal Association of German Glazing Guilds) in the area of cleaning services, and BDSW (Federal Association of the Security Industry) within the context of the field of business security).

Our employees are involved in the Dussmann Group's sustainability management, particularly in the development of new, sustainable product and service innovations (see Criteria 10). In addition, sustainability goals can be part of individual target agreements, which promote participation in sustainability management (see Criteria 8).

For the Dussmann Group, the sustainability aspects occupational safety and health protection, working conditions, and fair compensation play an especially large role within the context of employee rights. The company’s health management is being developed and safety and health on the job are also being strengthened through supportive automation that provides relief for handling difficult tasks.

Part of the implementation strategy described in Criteria 3 is to develop specific parameters, objectives and timetables for their implementation.

15. Equal Opportunities

The company discloses in what way it has implemented national and international processes and what goals it has for the promotion of equal opportunities and diversity, occupational health and safety, participation rights, the integration of migrants and people with disabilities, fair pay as well as a work-life balance and how it will achieve these.

The responsibility to promote equal opportunities can be derived directly from our corporate principles (see criteria 1-3). This contains our commitment to the preservation of human rights, the protection against discrimination, and the respect for different cultures and religions. We are involved in funding projects for societal cohesion and community.

In many areas of our business activities, we make special efforts for children and seniors, or any people who are notably dependent on support. We enable them to participate and provide them with development opportunities.

Along with the KulturKindergartens and our senior and care facilities from Kursana, we also cater for schools and care home facilities, and are active in the office and facility management of schools and other educational institutions.

We would like to expand our cooperation with the "Joblinge" initiative, a project against youth unemployment in Germany, which supports young, disadvantaged people at the beginning of their professional lives.

With a view to our employees, we also support the equal opportunity of men and women through different flexible working time models (e.g. part-time) and promote this when filling management positions: the only decisive factor is qualifications. The measures correspond with SDG 5 "Gender Equality," which aims to end all discrimination against women and girls and, among other things, increase the participation of women and their equal opportunity in the assumption of leadership roles in political, economic, and public life.

The intranet serves as an informational platform for all employees and supports their integration into the company's processes and their involvement in the group’s sustainability management efforts.

With regard to health protection, regular instructional training is given in the especially hygienesensitive fields of activity.

Due to the heterogeneity of the markets and customers described in Criteria 3 and an inconsistent basis of data, no consolidated sustainability objectives have existed at the Group level up to now. It is part of the implementation strategy to develop and implement these with a view to the next reporting years. To this end, in a first step a set of sustainability indicators is to be defined and subsequently decided on based on their relevance.

16. Qualifications

The company discloses what goals it has set and what measures it has taken to promote the employability of all employees, i.e. the ability of all employees to participate in the working and professional world, and in view of adapting to demographic change, and where risks are seen.

A cornerstone of the Next-Level Strategy is the promotion of qualified and motivated employees. We see this as the basis of our company's success, especially in light of an aggravating shortage of labor and skilled workers (risk). This also includes the conviction that the acquisition and retention of employees is crucial to the Dussmann Group's success in order to be able to maintain business operations at a high level of service and product quality. Further training and qualification are key here. Through precise qualification, we can better model the specific needs and requirements of our rendered services and simplify individual process steps through automation.

Within the scope of the "Dussmann Next Level" strategy, the company is also focused on the areas of personnel and leadership work: Within the HR organization, the processes and tools for recruiting, employment, compensation, continued education, and development are being professionalized and a joint leadership understanding developed that is oriented towards the corporate values and the company strategy.

The selection of suitable training measures, such as classroom trainings at our Dussmann Campus in Germany, is based on an annually updated seminar catalogue. The range of training offered is based on the necessity of training per job and specific requirements. In the future, employee development meetings are to be planned and implemented through a structured process following previously determined competencies for each particular position. Management will be obligated to participate in training on certain key topics.

The qualifications currently take place predominantly in the form of training courses and seminars on technical topics from the individual service divisions, as well as on soft skills across all divisions (e.g. leadership, communication, and project management).

328 trainees began their internship with the Dussmann Group in the reporting year 2019 – 50 of them as trainees in Germany (DSD).

In the future, we want to strengthen the transfer of knowledge through continued education, for example, through the use of blended learning (a mix of face-to-face training and e-learning).

As part of the implementation strategy described in Criteria 3, sustainability indicators are to be developed and defined from which objectives can be formulated and compliance monitored.

Key Performance Indicators to criteria 14 to 16

Key Performance Indicator GRI SRS-403-9: Work-related injuries
The reporting organization shall report the following information:

a. For all employees:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

You will find the remaining numbers c-g of the indicator SRS 403-9 in the GRI standard and may additionally report them here.


Key Performance Indicator GRI SRS-403-10: Work-related ill health
The reporting organization shall report the following information:

a. For all employees:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.
b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.

You will find the remaining numbers c-e of the indicator SRS 403-10 in the GRI standard and may additionally report them here.

In 2019, one fatal traffic accident during working hours in the Dussmann Group occurred on an international level.

All work-related accidents with lost time are presented below.

2019 Dussmann Group Germany International
Hours worked (in millions) 77.5 30.7 46.8
Work-related accidents with lost time (LTA) 1,719 640 1,079
Accident frequency rate (LTAF) 22.2 20.8 23.1
Number of days lost 37,158 11,766 25,392
Accident severity rate (average days lost/LTA) 22 18 24

The employee turnover rate in 2019 was 31.1% for Germany, 3.3% for the international divisions and 15.6% for the Dussmann Group as a whole.

Sickness rates were 5.7% for the Dussmann Group, 4.9% for Germany and 6.4% for the international divisions.

Key Performance Indicator GRI SRS-403-4: Worker participation on occupational health and safety
The reporting organization shall report the following information for employees and for workers who are not employees but whose work and/or workplace is controlled by the organization:

a. A description of the processes for worker participation and consultation in the development, implementation, and evaluation of the occupational health and safety management system, and for providing access to and communicating relevant information on occupational health and safety to workers.

b. Where formal joint management–worker health and safety committees exist, a description of their responsibilities, meeting frequency, decision-making authority, and whether and, if so, why any workers are not represented by these committees.

Top management shall ensure employee participation and representation on occupational health and safety issues by promoting the involvement of non-executive officers within the requirements of the occupational health and safety management system, including incident investigation, workplace assessment, agreement of corrective actions, formulation of objectives and guidelines, and performance of monitoring activities such as inspections and internal audits. Other mechanisms for consultation and participation include targeted meetings (e.g. occupational health and safety committee), workshops, employee surveys and suggestion programs that are locally established in various forms.

Occupational health and safety are operationalized and reviewed within the scope of our management system, mandatory protective and behavioral measures in stored operating instructions, as well as system checks through internal audits.

Occupational safety committees in the regions ensure the implementation and development of measures.

Key Performance Indicator GRI SRS-404-1: Average hours of training
The reporting organization shall report the following information:

a. Average hours of training that the organization’s employees have undertaken during the reporting period, by:
i. gender;
ii. employee category.

In 2019, 722 training sessions were conducted in Germany with a total of 5,437 participants and 60,806 hours of training. In Germany in the building cleaning sector, 202.75 hours were required to fulfill the 2019 seminar calendar (including compilation of training documents, preparation and follow-up, travel time, duration of training).

Starting in December 2019, e-learning training courses on corruption prevention were conducted. The status in January 2020 has already resulted in the following number of e-learning training sessions being conducted: Dussmann Group – 4,439; in Germany – 3,930 and internationally – 509. Further figures will be updated and supplemented in 2020 as follows.

Key Performance Indicator GRI SRS-405-1: Diversity
The reporting organization shall report the following information:

a. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

b. Percentage of employees per employee category in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

Around the world, the Dussmann Group employs more than 64,450 employees, with 26,652 in Germany alone. As of December 31, 2019, Dussmann in Germany employed 8,337 men (31 %) and 18,315 women (69 %). Among employees in management positions, 833 were women (55 %).
The demographic distribution of employees by age group, which corresponds to the actual headcount on the reporting date, December 31, 2019, is as follows:

Row labels Number of persons %
<20 364 1.4%
20-29 3,267 12.3%
30-39 5,226 19.6%
40-49 6,075 22.8%
50-59 7,859 29.5%
>60 3,861 14.5%
Total 26,652 100.0%

As of the reporting date, the Dussmann Group employed 1,351 disabled persons, 934 of them in Germany and 417 in the international divisions.

Key Performance Indicator GRI SRS-406-1: Incidents of discrimination
The reporting organization shall report the following information:

a. Total number of incidents of discrimination during the reporting period.

b. Status of the incidents and actions taken with reference to the following:
i. Incident reviewed by the organization;
ii. Remediation plans being implemented;
iii. Remediation plans that have been implemented, with results reviewed through routine internal management review processes;
iv. Incident no longer subject to action.

Incidents of discrimination can be reported under the whistleblower system (see Criteria 20). No cases of discrimination are known.

17. Human Rights

The company discloses what measures it takes, strategies it pursues and targets it sets for itself and for the supply chain for ensuring that human rights are respected globally and that forced and child labour as well as all forms of exploitation are prevented. Information should also be provided on the results of the measures and on any relevant risks.

Our commitment to the preservation of human rights, the protection against discrimination, and the respect for different cultures and religions is anchored in our corporate principles. Respect for human rights is thus also part of the group’s corporate strategy. Examples of this are the certifications for socially responsible corporate management (Social accountability – SA 8000) in the national companies of Lithuania and Italy. Adherence and the implementation of the measures for assurance are incumbent upon the companies and segments; the responsible contact partner is the Executive Board, the Cluster Manager, or the Managing Director. Established structures, processes and systems are needed to ensure that human rights are fully implemented and observed in developing and emerging markets. Uniform Group-wide minimum standards for observing and respecting human rights have been established.

Therefore, it is our goal in 2020 to implement group-wide uniform minimum standards for the observance and respect of human rights in the Group's Corporate Social Responsibility Guideline.

Since a large part of the value creation takes place in Germany and countries of the European Union (EU), our undertakings are subject to German and European laws and regulations. Therefore, from our point of view, there are no significant risks for business activities within the EU. In order to further expand the knowledge of possible risks in all areas of the company, it is our declared goal to conduct an analysis and identify potential areas of action at an early stage (see Criteria 3).

Key Performance Indicators to criteria 17

Key Performance Indicator GRI SRS-412-3: Investment agreements subject to human rights screenings
The reporting organization shall report the following information:

a. Total number and percentage of significant investment agreements and contracts that include human rights clauses or that underwent human rights screening.

b. The definition used for ‘significant investment agreements’.

There is no consolidated information in this area. The respective companies and their management are subject to investment agreements.

Key Performance Indicator GRI SRS-412-1: Operations subject to human rights reviews
The reporting organization shall report the following information:

a. Total number and percentage of operations that have been subject to human rights reviews or human rights impact assessments, by country.

No consolidated information is available on the percentage of human rights-related clauses in contracts, and therefore no reliable data can be provided on the number and percentage of business sites that have been audited for human rights compliance. The responsibility rests with the companies and their respective management. A review of the adherence to protective employment regulations takes place within the scope of the routine reviews by Internal Revision.

Key Performance Indicator GRI SRS-414-1: New suppliers subject to social screening
The reporting organization shall report the following information:

a. Percentage of new suppliers that were screened using social criteria.

Subcontractors and suppliers are obliged to comply with the Dussmann Group's Code of Conduct for Subcontractors and Suppliers.

Compliance with the "Code of Conduct for Subcontractors and Suppliers" is generally guaranteed for the following business partners:
With regard to the assessment of suppliers' compliance with the Code of Conduct, no consolidated information is currently available. We aim to quantify the supplier audits in the next reporting year.

Key Performance Indicator GRI SRS-414-2: Social impacts in the supply chain
The reporting organization shall report the following information:

a. Number of suppliers assessed for social impacts.

b. Number of suppliers identified as having significant actual and potential negative social impacts.

c. Significant actual and potential negative social impacts identified in the supply chain.

d. Percentage of suppliers identified as having significant actual and potential negative social impacts with which improvements were agreed upon as a result of assessment.

e. Percentage of suppliers identified as having significant actual and potential negative social impacts with which relationships were terminated as a result of assessment, and why.

We are not aware of any significant non-compliance or negative social impacts in the supply chain.

18. Corporate Citizenship

The company discloses how it contributes to corporate citizenship in the regions in which it conducts its core business activities.

Social commitment and social responsibility are anchored as values within the Dussmann Group strategy and an active component of our company culture. While Peter Dussmann, founder of the Dussmann Group, supported (cultural) institutions and facilities as a patron, Catherine von Fürstenberg-Dussmann (Chairman of the Foundation Council) directed the focus of social commitment towards the education of children and teens. Several of the engagements and fundraising activities stem from their initiatives, for instance the children’s libraries or the Bildungsboxen for children of refugee families, and music competitions with young students, as well the annual "Social Day" in Berlin. The Group's employees each devote themselves to a selected project. In the reporting year 2019, for example, an adventure playground was repaired. The focus is on promoting social facilities for children and young people and encouraging social participation.

In addition, the implementation and design of projects is the responsibility of the respective companies and segments. We are convinced that social commitment has the greatest impact when it takes place locally – involving local people and taking into account their specific needs. The companies organize employee and volunteer projects all on their own.

Social commitment is of great importance to the Dussmann Group. Especially in times of drastic change through globalization and digitalization, we see an important task in deliberately preserving community foundations. In German-speaking countries, the company is strongly committed to the cultural education of children, as well as sports and movement. Examples include regular public readings in the KulturKaufhaus department store or sponsored participation in sporting events (for example, company runs).


Key Performance Indicators to criteria 18

Key Performance Indicator GRI SRS-201-1: Direct economic value generated and distributed
The reporting organization shall report the following information:

a. Direct economic value generated and distributed (EVG&D) on an accruals basis, including the basic components for the organization’s global operations as listed below. If data are presented on a cash basis, report the justification for this decision in addition to reporting the following basic components:
i. Direct economic value generated: revenues;
ii. Economic value distributed: operating costs, employee wages and benefits, payments to providers of capital, payments to government by country, and community investments;
iii. Economic value retained: ‘direct economic value generated’ less ‘economic value distributed’.

b. Where significant, report EVG&D separately at country, regional, or market levels, and the criteria used for defining significance.



In the reporting period 2019, the Dussmann Group achieved 2.13 billion euros in sales. No consolidated statements can be made regarding the amount of monetary donations.

19. Political Influence

All significant input relating to legislative procedures, all entries in lobby lists, all significant payments of membership fees, all contributions to governments as well as all donations to political parties and politicians should be disclosed by country in a differentiated way.

The Dussmann Group is not a member of any political organization, is not registered in any lobby list, and does not distribute any political donations. We involve ourselves in the political process whenever our expertise and assessment of certain issues is sought after and relevant for the formation of opinion and decision making.

Within the scope of legislative processes, the topics of minimum wage, migrant and refugee access to the job market, as well as the reformation and regulation of care and care training are especially relevant. In addition, book price fixing is a topic from the political agenda that directly influences the business activities of Dussmann das Kulturkaufhaus. No specific entries were made in political legislative processes.

There are no official criteria for the Dussmann Group's political commitment. Potentially, this is also part of the implementation strategy described in Criteria 3 for the formulation and development, establishment and anchoring of sustainability parameters.

Key Performance Indicators to criteria 19

Key Performance Indicator GRI SRS-415-1: Political contributions
The reporting organization shall report the following information:

a. Total monetary value of financial and in-kind political contributions made directly and indirectly by the organization by country and recipient/beneficiary.

b. If applicable, how the monetary value of in-kind contributions was estimated.

The Dussmann Group does not distribute any political donations.

20. Conduct that Complies with the Law and Policy

The company discloses which measures, standards, systems and processes are in place to prevent unlawful conduct and, in particular, corruption, how they are verified, which results have been achieved to date and where it sees there to be risks. The company depicts how corruption and other contraventions in the company are prevented and exposed and what sanctions are imposed.

The entire executive board is responsible for compliance at the Dussmann Group. Within the board of directors as a whole, there is a board member responsible for compliance. This board has set up the compliance organization as follows. The Dussmann Group has a central compliance department at group level which defines group-wide minimum standards and processes to ensure behavior in accordance with the law and guidelines and monitors their implementation. There are also local compliance coordinators in the individual subsidiaries and national companies who support the implementation of compliance standards in the company and are available as local compliance contacts.

As part of the annual update process, compliance risks recorded in the areas of corruption and antitrust law are reviewed in terms of their relevance and evaluation, and potential new risks are identified. Compliance risks were identified at the Dussmann Service companies mainly in the purchasing processes, especially when subcontractors were commissioned. To reduce the identified risks, measures such as guidelines, process adjustments or internal controls are defined and implemented. The effectiveness of the implemented measures and controls is verified by audits of the Internal Audit Department and by external audits of the Integrated Management System.

Corporate-wide corruption guidelines, training and accompanying communication as well as preventative measures are managed centrally; management and employees are instructed and sensitized within the scope of communication initiatives and training. This is done through classroom training and e-learning (see performance indicator GRI SRS-404-1 for Criteria 16). A procedural instruction on how to deal with benefits such as gifts, invitations and donations has been rolled out in every subsidiary and country organization.

As part of the Group-wide whistleblower system, possible violations can be reported confidentially. An external lawyer of confidence is available. The information received is carefully examined and documented and any deviations are followed up. Standard and regular audits are carried out by Compliance and the Internal Audit department. Violations are penalized either under employment law or, if necessary, under criminal law. We intend to set up uniform standards for the sanctioning of compliance violations.

In addition to the risk area of corruption, the security and protection of data and information within the context of the Dussmann Group's business activities is an important aspect. A group-wide data protection guideline has therefore been implemented which specifies the data protection requirements to be implemented. Furthermore, adherence to the data protection guidelines and the applicable data protection laws is regularly reviewed through internal and external data protection audits. Employees are obliged to report violations of the data protection guidelines or legal data protection requirements. Reported incidents are processed centrally.

It is part of the implementation strategy described in Criteria 3 to develop specific parameters, objectives and timetables for their implementation also for the Compliance department.

Key Performance Indicators to criteria 20

Key Performance Indicator GRI SRS-205-1: Operations assesed for risks related to corruption
The reporting organization shall report the following information:

a. Total number and percentage of operations assessed for risks related to corruption.

b. Significant risks related to corruption identified through the risk assessment.

As part of the group-wide risk analysis, all companies which are employers of Dussmann Group employees (22 = 100%) were checked for corruption risks.

Compliance risks were identified at the Dussmann Service companies mainly in the purchasing processes, especially in the commissioning of subcontractors.

Key Performance Indicator GRI SRS-205-3: Incidents of corruption
Die berichtende Organisation muss über folgende Informationen berichten:

a. Total number and nature of confirmed incidents of corruption.

b. Total number of confirmed incidents in which employees were dismissed or disciplined for corruption.

c. Total number of confirmed incidents when contracts with business partners were terminated or not renewed due to violations related to corruption.

d. Public legal cases regarding corruption brought against the organization or its employees during the reporting period and the outcomes of such cases.

Potential cases of corruption would be prosecuted under labor and criminal law by the Compliance department or under the leadership of Compliance. There are no cases of corruption known.

Key Performance Indicator GRI SRS-419-1: Non-compliance with laws and regulations
The reporting organization shall report the following information:

a. Significant fines and non-monetary sanctions for non-compliance with laws and/or regulations in the social and economic area in terms of:
i. total monetary value of significant fines;
ii. total number of non-monetary sanctions;
iii. cases brought through dispute resolution mechanisms.

b. If the organization has not identified any non-compliance with laws and/or regulations, a brief statement of this fact is sufficient.

c. The context against which significant fines and non-monetary sanctions were incurred.

During the reporting period 2019, there were five reportable incidents in Germany within the context of data protection (no penalties). Following the incident reports, risk evaluations are carried out and action taken.