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.

The HOPSTEINER Group is active all over the world. EU law or the respective national law applies to the EU subsidiaries such as Simon H. Steiner, Hopfen, GmbH. In the case of subsidiaries outside the EU, we demand compliance with EU minimum standards. We have no influence on the labor law standards of our parent and sister companies.  

The consideration of employee interests in accordance with EU standards as well as the constructive and objective participation of employees is firmly implemented in our company. We continue to stand by the legally established standards of the applicable working conditions as well as working hours regulations, protection against unlawful dismissal, and health and safety at work regulations.  

Our employees can expect us to treat them respectfully as a matter of course. Therefore we place great value on employee participation. By involving all employees in the planning and development of our activities, we show that we value their specialist knowledge and benefit from it every day in all our operations. All department heads are involved in senior management decisions by way of regular meetings. This also applies for sustainability management within the company. A sustainability team consisting of employees from all departments was set up and provides the reports. Topics and objectives for sustainability management were defined in joint workshops. A Code of Conduct was drawn up in 2013 and is binding on all employees. This code serves as the basis for sustainable activities in all areas of the company.  

In the reporting period, no management concept for employee concerns was established because no need for action was identified in this area. We mitigate possible risks through accident prevention regulations and regular workplace risk assessments.

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.

In our company, we comply with German and European legislation. In addition, the following measures are a matter of course for us: We pay particular attention to health protection in the sometimes physically demanding activities undertaken in production. In accordance with the legal requirements and rules of the Employers’ Liability Insurance Association, we have a named safety officer, who monitors occupational safety measures. The safety officer determines the necessary measures and oversees compliance. In addition, we provide our employees with support in regular training sessions on how to maintain a healthy working posture and how to correctly perform first aid. These courses are part of our training program and include office workers, technical staff, and management. Moreover, we mitigate this risk with the following countermeasures:  
No further significant risks or negative impacts were identified with respect to the Criterion “Equal Opportunities.” For this reason, no further goals or actions were specified in the reporting period.

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.

The long-term security of employment and support for our employees are material topics for us. We support our employees in gaining qualifications in all our fields of work with further education and training courses. It is second nature to us to base our employment policies in all areas on long-term commitment. Our practice for years has been to train young employees for commercial and technical careers in a wide range of areas of the company in accordance with the guidelines of the Chamber of Industry and Commerce (IHK). In addition, we ensure interns are placed in an interesting environment where they can gain their first working experiences and an insight into our company. Continuous dialog and relationships built on trust feature high in our list of priorities.  

All employees take part in further education and training courses. They may be provided internally or sourced from external providers, according to departmental needs. The range of subjects in which training is provided covers all operational areas of the company. In planning and selecting training programs, we consider what the employees need to do their jobs and what we see as development requirements of the various parts of the company and individual employees.  

In providing training, we place a strong emphasis on the training needs required for succession planning. This is especially important in key positions with detailed and specialist knowledge. To ensure a smooth transition, we envisage long-term succession plans, in some cases accomplished over many years. In this way, we can be certain of a problem-free succession of the generations.  


With respect to the Criterion “Qualifications,” we see no further significant risks or negative impacts, thanks to the above-mentioned measures. For this reason, no further goals or actions were specified in the reporting period.

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.

The information concerning occupational injuries and illnesses is categorized according to whether it relates to employees of Simon H. Steiner, Hopfen, GmbH (SHS) or Hallertauer Hopfenveredelungsgesellschaft m.b.H. (HHV).

Key Performance Indicator GRI SRS-403-9: Work-related injuries



2017 2018 2019
 a SHS HHV SHS HHV SHS HHV
i. 0 0 0 0 0 0
ii. 0 0 0 0 0 0
iii. 0 9 0 9 0 3
v. Number of hours worked.
79.338 182.525 82.433 239.553 84.988 243.453

Key Performance Indicator GRI SRS-403-10: Work-related ill health

  2017 2018 2019
a. SHS HHV SHS HHV SHS HHV
i. 0 0 0 0 0 0
ii. 0 1 0 0 0 1

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.

Relevant information about occupational safety and health protection is communicated to employees directly by means of recurring, at least annual training sessions as well as being displayed in break rooms, on noticeboards and the internal information display screens.  

An Employer-Employee Committee for occupational safety and health protection operates in the form of a works council at the Hallertauer Hopfenveredelungsgesellschaft m.b.H. (HHV), which is part of Simon H. Steiner, Hopfen, GmbH, and at the processing works. There is a named occupational safety officer available for consultation at HHV and at Simon H. Steiner, Hopfen, GmbH. External advice is also available through B.A.D. The meetings of the Employer-Employee Committee are intended to take place at least every six months.

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.

The exact number of hours spent on further education and training courses is not collected. Because this is not seen as a goal in sustainability management, the collection of the actual number of hours is currently not worthwhile.

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).

The information concerning the percentage of employees in the diversity categories gender and age group is categorized according to whether it relates to employees of Simon H. Steiner, Hopfen, GmbH (SHS) or Hallertauer Hopfenveredelungsgesellschaft m.b.H. (HHV).

b.i.

Employee Percentage [%]
2017 2018 2019
SHS HHV SHS HHV SHS HHV
female 50,8 31,2 52,4 31,3 50,8 29,5
male 49,2 68,8 47,6 68,7 49,2 70,5

b.ii.

Employee Percentage [%]
2017 2018 2019
SHS HHV SHS HHV SHS HHV
under 30 years old 11,9 15,6 11,1 14,0 14,3 16,0
30−50 years old 40,7 34,8 42,9 36,0 42,9 39,7
over 50 years old 47,5 49,6 46,0 50,0 42,9 44,2

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.

None

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.

HOPSTEINER recognizes the international principles of human rights and treats employees, suppliers, service providers, customers, and other partners on the value chain with fairness and respect. The company is committed to equal opportunity and does not tolerate any form of discrimination. Occupational safety has top priority. Our rules are continually updated to reflect the currently applicable standards and laws.  

Our company management is unconditionally committed to the observance of human rights. Our company management has a fundamental understanding of human rights and their influence on business activities and commercial relationships. Because we do business within the EU, we have drawn up a set of framework conditions that ensures compliance on matters of human rights.  

For these reasons, no risks and therefore no negative impacts on human rights arise from our business activities. Any risks that may arise can be identified in good time by continually gathering information on new standards and changes in legislation. For this reason, this area is not classified as material. Consequently, the company also does not have a management concept for the legal issue “Respecting human rights.”

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’.

Currently there is not and has not been an opportunity to check investment agreements for their social impacts. Because we do business within the EU, we have drawn up a set of framework conditions that ensures compliance on matters of human rights.

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.

Two of the business locations (Germany) have been audited for their upholding of human rights.

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.

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.

18. Corporate Citizenship

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

We see ourselves as part of and feel obliged to society. As a major employer and promoter of the region, we have deep roots in Mainburg in the hop-growing countryside of the Hallertau area and remain in close dialog and continual contact with all socially relevant groups.  

Awarding contracts regionally strengthens small-scale farming structures and promotes the development of the hop-growing regions in which our company operates. With local, cultural sponsoring initiatives and support of our employees’ voluntary engagement, we proactively help to shape Hallertau. One example within the reporting period is the Mainburg Voluntary Fire Brigade using our company grounds for their training exercises. Employees who give their time voluntarily to the fire brigade are of course released for emergency call-out duties.  

Similarly important is the promotion of activities around the theme of hops. In this context, we support not only scientific institutions but also cultural bodies, for example the German Hop Museum.  

In terms of our business activities and in the light of the measures identified above, we see no risks to and therefore no negative impacts on social issues. In the topic “Corporate Citizenship,” the company therefore has no management concept because this has been categorized as not material for company activities.

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.

Information about the commercial performance indicators can be found in the Annual Financial Statement 2019: https://report.hopsteiner.de/jahresabschluss/.

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.

Our company exercises no direct influence on political decisions. However, we speak out generally for an agriculture-friendly political policy environment in which a balance between integrated crop protection and biodiversity is maintained.  

The executive management is represented on the board of the Deutscher Hopfenwirtschaftsverband e.V. trade association and works with various committees at national and international levels. The company is also a member of the following organizations:    
Any lobbying by the associations is also in the interest of the company's goals:  

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.

No donations to political parties were made in the reporting period 2017 to 2019.

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.

We reject any form of corruption and all activities that infringe laws against money laundering. Fairness in competition is indispensable for us. This means anti-competitive agreements and any abuse of a market-leading position are not in line with the business policies of HOPSTEINER and its business partners.  

The following statement is written into our Code of Conduct:  

Our decisions and all purchasing and sales activities are always based on factual criteria and not influenced by personal interests. This high transparency also applies to how we deal with gifts. We fundamentally reject the acceptance and offering of incentives of a financial or material nature. Under no circumstances are gifts or other benefits to be solicited from us or their acceptance tolerated. Gifts from business partners and benefits of other kinds offered or made available to us by business partners that go beyond a customary measure of expression of hospitality are to be declined as a matter of principle. This applies in particular when the gift influences a business relationship in an unacceptable manner or risks causing damage to our professional neutrality. In the event of doubt, the executive management is to be informed so that any infringements can be met with the appropriate sanctions.  

To create trust, our business processes must be recorded in a comprehensible way and performed in accordance with the generally applicable rules of orderly business operations. All contact with internal and external partners is transparent and fully traceable. To this end, we ensure that the services of advisers, agents, or intermediaries are remunerated in compliance with statutory regulations. Informal conversations without documentation therefore are in no way binding and are treated as non-existent.  

We respect the confidentiality of information and business secrets and use data relating to these only internally and for the processing of mutual business contacts and employment relationships. Respecting the confidentiality of information and commercial secrets is a fundamental component of our business relationships. We expect our business partners to observe and apply the laws applicable to the protection of personal data.

Compliance with regulations is insured by the comprehensive control of all incoming invoices, payments and business processes by the executive management, accounts department, and the employees responsible for them. The executive management and the sustainability officer are responsible for the topic of compliance. Making employees and managers aware of these issues is done as part of regular employee meetings.  

In terms of our business activities and in the light of the measures identified above, we see no risks to and therefore no negative impacts on the issues of corruption and bribery. In the topic “Conduct that complies with the law and policy,” the company therefore has no management concept because this has been categorized as not material for company activities.

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.

Two and therefore 100% of our operating centers have been audited for corruption risks. No corruption risks were identified.

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.

No cases of corruption were found in the reporting period.

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.

No cases of corruption were found in the reporting period.