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 INPACS Code of Ethics since many years stipulates equal opportunities' principles. They are valid for the head office as well as for INPACS members, and therefore represent guiding principles to all employees within the network. These obligations also apply to INPACS suppliers, which are expected to acknowledge in writing and to adhere to the INPACS Supplier Code of Conduct including the equal opportunities' specifications stated. 

Creating equal opportunities at head office level means in particular, that where possible, we offer our employees flexible working hours, home office solutions and part-time jobs. Also, INPACS offers its employees a fair remuneration above the statutory minimum wage, including vacation and Christmas bonuses, capital-accumulation benefits and contributions to company pension schemes. Furthermore, all employees benefit from regular occupational health checks. Occupational health and safety is part of the integrated management system which corresponds to OHSAS 18001 and is regularly internally and externally audited. 

The newly adopted group-wide sustainability strategy has set a strategic focus on the promotion of Equality and Diversity:
Gender Balance is a fundamental condition for healthy working environments and successful business (SDG 5). Therefore, we promote equal opportunities for all genders in leadership at all levels of decision-making. In order to accelerate impact we will create transparency and a platform for best practice sharing within the members. In 2019, the following milestones have been reached:
  • Gender Balance Survey: We investigated the group-wide gender balance within leadership positions on the basis of a survey, whereby the data of 27 members revealed a female management to male management ratio of 38/62. 
  • Interviews: To learn about contributing market conditions or management practices, interviews with the best performers of the Gender Balance Survey have been conducted.
  • Next step: Realization of best practice member communication regarding the promotion of female leadership, for eg. by the conduction of specific workshops or the development of practical guidelines.
As a worldwide business network, Diversity is part of our DNA. All employees irrespective of sex, skin colour, origin, social background, disability, sexual orientation, political or religious beliefs as well as gender or age shall feel included as well as respectfully treated (SDG 10). To identify need for action, transparency of our employees’ perception concerning inclusion and respectful working climates is crucial. Therefore, a global employee survey will be conducted on a regular basis. The corresponding project start is planned for 2021.

This strategic approach reflects our aim to create transparency and awareness before discrimination cases are being reported.