social
At delfort, we are convinced that a truly great workplace is built on fairness, respect, safety, and equal treatment. Fair employment means that every person at delfort works in an environment that protects their physical and mental well‑being, respects their fundamental rights, opens genuine opportunities for development, and acknowledges the individual life situations that shape who they are.
protection of human rights
delfort upholds internationally recognized labor and human rights standards with utmost rigor. To ensure this, we have established binding group‑wide policies such as the Labor & Human Rights Policy, the Diversity, Equity & Inclusion Policy, the Health & Safety Policy, and the Forced Labor Avoidance Policy.
The company-wide guidelines were developed in accordance with the requirements of relevant international standards, including the “International Labour Organization Standards,” the “10 Principles of the UN Global Compact”, the “Charter of Fundamental Rights of the European Union”, and “Chapter V of the OECD Guidelines for Multinational Enterprises on Responsible Business Conduct”.
Our policies form the basis for:
- Non‑discriminatory employment - regardless of age, identity, origin, religion, sexual orientation, or any other characteristic.
- A strict rejection of forced labor and child labor within the company and throughout the entire supply chain.
- Safe and healthy working conditions that go beyond legal requirements.
- Regular mandatory training on topics such as labor rights, anti‑discrimination, and compliance.
- Transparent whistleblowing systems that allow anonymous reporting and protect employees from retaliation.
Our annual Human Rights Performance Assessment ensures that labor and human rights risks are systematically reviewed at board level, including all reports received via the whistleblower hotline or in person. The assessment verifies policy compliance, training completion, and defines measures to reduce risks, strengthen diversity and inclusion, and set future goals and training initiatives.
fair working conditions and continuous learning
Creating fair employment also means shaping working conditions that reflect individual life situations and provide the flexibility people need. At delfort, this includes a broad range of supportive measures designed to make work and life fit together seamlessly.
Our flexible and supportive working conditions include:
- Life‑phase‑oriented working models, such as part‑time options, shift schedules and mobile working.
- Support for families, including childcare initiatives like the "delfort kids club".
- Family leave entitlements, fully aligned with local legal requirements.
- Structured return‑to‑work discussions and reintegration programs after longer absences.
- Fair compensation & benefits, based on a transparent approach that ensures competitive, non‑discriminatory and comprehensible pay, plus location‑specific benefits.
- Continuous learning for everyone - from apprentices, interns and trainees to highly skilled specialists and managers, through technical trainings, e‑learning formats and comprehensive leadership programs.
employee engagement
To us, meaningful employee engagement starts with truly listening. Open communication, flat hierarchies and ongoing dialogue with employee representatives ensure that perspectives, needs and potential impacts are understood early and thoughtfully addressed. Equal treatment, communication in local languages, the right to speak up and the protection of privacy form the foundation of this approach. This active involvement strengthens motivation, drives innovation, enriches our culture and improves the quality of decision‑making - while enabling earlier risk detection and smoother implementation of strategic initiatives.
Our key engagement formats include:
- Annual development "Let's Talk" reviews, giving space for feedback, growth topics and personal aspirations. "Let's Talk" has already been introduced at 10 of our 13 locations worldwide.
- Employee surveys at selected sites to capture insights and needs directly from our teams.
- delfort insights, a recurring dialogue format where the Executive Board shares updates and answers questions.
- Cross‑site working groups that develop group‑wide standards and foster collaboration.
- Organizational development projects that strengthen structures, culture and ways of working.
- Leadership exchanges with the Executive Board as part of leadership trainings.
- Close collaboration with works councils, including European and group‑level bodies.
Within our social pillar, we focus on three main areas:
zero accidents
Creating a workplace where every person returns home safely is our highest priority which is why our vision is clear:
- No Lost Time Accidents on all sites
diversity & equality
Embracing diverse backgrounds, perspectives and experiences enriches our culture, strengthens collaboration and ensures that equality is lived reality across our organization.
- 30% women in leadership positions on management level 1 and 2 by 2030
- 15% non‑European leaders on management level 1 by 2030
developing talents & leadership
Empowering people to grow, lead and shape the future of our organization begins with creating the right opportunities, the right support and the right environment for their development.
- Build an internal talent pool of at least 15 future leaders ready to step into level 1 management roles by 2030
