fair employement
Guided by the principles of human rights, we are committed to offering our employees fair, equal and rewarding employment opportunities. We foster trust-based relationships, ensure fair compensation and promote long-term talent retention, all while exceeding ethical and legal requirements.
goals
performance
To implement our annual development review process across all sites by 2030 and to ensure all employees have access to annual development reviews
Let’s Talk was implemented in ten of our 13 sites worldwide and 62% of all delfort employees completed at least one Let’s Talk session
personal development reviews
We foster a culture of open feedback between employees and managers, reinforced by the annual Let’s Talk personal development review. The concept includes a performance appraisal, feedback from the employee’s manager and, vice versa, the identification of the employee’s training needs and the planning of development measures. We aim to support employees in their performance and development within a culture of continuous improvement, aligning personal goals with those of the company so that both – individuals and the company as a whole – will benefit.
As a family-owned business, it is self-evident for us to respect the fundamental human rights of all people within our own company, our supply chains and the communities in which we operate.
our actions in 2024
Respecting labor and human rights
We are committed to behaving in a fair manner and respecting the fundamental human rights of all people within our company, across our supply chains and in the communities in which we operate. Our principles are stated in our company policies, reflecting our high standards regarding human rights topics such as child, forced or compulsory labor, non-discrimination, the rights of indigenous people, diversity and equal opportunity, as well as occupational health and safety. 81% of our employees are represented by formally elected works councils.
If employees identify a violation, they can report it to their supervisor, the legal department, or anonymously via the whistleblower hotline.
Human rights performance assessment
Again in 2024, we conducted a comprehensive assessment with participation from our CEO, Head of Regulatory & ESG, Legal, Procurement and Corporate HR. Spanning all 21 sites, the review assessed risks, impacts and incidents related to labor and human rights, including whistleblower reports.
Key actions during the assessment included reviewing all policies related to human rights, identifying risks and violations, and defining our agenda for 2025. This assessment remains a crucial tool for safeguarding human rights across our operations, supply chain and stakeholder relationships while ensuring alignment with international standards and local laws.
Find our policies here.
promoting diversity and CSR awareness
To embed diversity, inclusion and equity as core values within our organization, we introduced a tailored training program – including e-learning modules – in 2023. During the 2024 reporting period, 2,359 employees completed this program. We also provide training on CSR topics and our Code of Conduct. These trainings are efficiently conducted through a mix of online and in-person sessions as part of various meetings. In our internal leadership development program, we increased our diversity ratio to 40% women and 60% men in 2024. Participants represented Europe, America and Asia. The proportion of women in executive management doubled compared to 2022.
