For us, commercial success and social responsibility go hand in hand.
lt is only with people that we reach our goals, and it is only with people that we can have an influence on our society and environment over the long term.
Also and especially because we are a family business, we have a special connection with our employees. Professional qualifications, diverse technical and social skills as well as very high levels of motivation, enthusiasm and a sense of responsibility among all SÜDPACK employees are the foundation of and key prerequisites for our corporate success.
We are fully aware that the new strategic orientation of the SÜDPACK Group, with the business unit and matrix organization structure that was introduced in 2019, can only be implemented with qualified and motivated employees. This reorganization has also increasingly promoted and enhanced the international collaboration among our employees across all locations. This requires a new understanding of processes as well as different procedures for making decisions.
Furthermore, we view transparent group-wide communication and the provision of information for all employees as an important pillar for the implementation of our corporate strategy.
The demands on our employees have also changed. English is becoming the lingua franca for all of the sites and is gaining an increasingly strong foothold in all areas. This provides a broad array of opportunities for employees who are interested in intercultural exchange and languages for their personal development. lt is important for us to recognize our cultural differences and develop mutual understanding.
Percentageof employees receiving regular performance and career development reviews
Diversity of governance bodies and employees
Ratio of basic salary and remuneration of women to men
SÜDPACK's growth is reflected in the continuing year on-year inrease in the number of employees. SÜDPACK has positioned itself on the employment market as a family-run, medium-sized company. Reliability, fairness and economic security are of absolute priority in interaction with our employees. Moreover, setting up ergonomic, clean and safe workstations is a central part of our human resource activities.
With the aim to continue recruiting qualified employees in the future, SÜDPACK culture is being increasingly integrated into the day-today work environment and training and professional development as well as cooperation with schools and universities is being enhanced. Furthermore, we also regularly conduct the group-wide campaign "Employees Recruit Employees" - employee recommendations that lead to a new hire also have a positive effect on the employee who made the recommendation.
The interaction with and between employees is regulated in a binding manner in the corporate policy and in the compliance guidelines. The guidelines ensure respectful and equal interaction with one another and with third parties, such as customers and suppliers. All employees have equal rights and are treated equally, regardless of their gender, age, origin or other diversity factors.
Diversity factors also have no influence on an employee's payment, which is defined by the scope of their duties, area of responsibility and individual performance within our salary matrix. There is also profit sharing for all employees, the amount of which is defined based on the extent to which the corporate goals have been reached.
At SÜDPACK, a "culture of open doors" is tradition. Employees can always personally approach our Management at all levels. Being able to speak directly to senior management in the event of problems, concerns, requests or complaints means employees know that SÜDPACK takes their issues seriously. To a large extent, this open atmosphere can be attributed to the fact that the Managing Board leads by example, and they have always lived and breathed this culture.
For anonymous complaints, mailboxes from Human Resources are available. The letters that are received are processed and archived by Human Resources.
To help both employees and senior management incorporate SÜDPACK culture into our daily work, we at SÜDPACK have established employee and senior management roles across the group. These were formulated in a project across all locations and describe the roles of employees and senior management within the SÜDPACK Group. The defined roles can also be found in the newly revised employee and senior management assessments, which were digitally implemented for the first time in the spring of 2020.
Balancing the needs and aspirations that individuals have at the different stages of their lives is becoming more challenging in our fast-moving society. In the area of industrial production, for example, we meet these challenges by offering flexible shift and part-time work models. Because we work in different shift systems in our various departments, our employees have the option to participate in a different shift system by switching to a different department. For employees in the commercial area, it is possible to implement different models for flexible positions as arranged after individual consultation. An operational regulation was published concerning this matter in 2019.
SÜDPACK believes that supporting young parents by offering individual working-time models and working conditions - including during parental leave - is a primary task, making it easier for them to return to work.
SÜDPACK introduced a company pension scheme many years ago, which is available in various models to our employees at all sites.