S1
OWN WORKFORCE
Due to the nature and business model of a manufacturing company, the Group’s own workforce is exposed to potential impacts and risks related to health and safety. Work- place evaluations, near-misses and work-re- lated accidents have been found to involve a risk of tripping or falling, resulting bruises and fractures as well as a risk of cuts and burns. Furthermore, the Group’s own work- force may be exposed to health impacts due to long-term stress stemming from the business model. In particular, the workforce in production is most exposed to potential risks. However, these impacts are not spe- cific to the Zumtobel Group but represent a challenge for the entire sector and industry. The risk presented by a potential lack of skilled workers due to a large number of upcoming retirements presents a significant industrial and economic risk. Actions taken and planned by the Zumtobel Group to counteract the impacts of these circumstances on the Group are described in more detail under ‘Taking action [S1-4]’. All employees of the Zumtobel Group’s own workforce (including apprentices) are inclu- ded in the scope of the disclosures listed here. The Group’s own workforce does not include self-employed people or temporary workers, and therefore no persons emp- loyed by a third party to perform work that would otherwise be carried out by an emp- loyee. In accordance with the ESRS, these workers are considered non-employees and are primarily used by the Zumtobel Group to cover peak production periods and for porter services. With regard to the informa- tion on non-employees, the phase-in option is being applied in this financial year (as in the previous year). Due to the Group’s geographical distribu- tion, the Zumtobel Group’s own workforce is not exposed to the risk of forced labour or child labour.
With its strategically anchored sustainability goal of being a Partner of Choice , the Zum- tobel Group emphasises the crucial role its own workforce plays in the Group’s success. These impacts are directly linked to the Zumtobel Group’s vision and mission and cover the short, medium and long term.
HR Strategy "We Shine As One"
The Zumtobel Group’s promise to make a positive contribution to attractive working conditions, including providing work-life balance and a wide range of training and education opportunities, is directly linked to the strategic “We Shine As One” HR strate- gy. One of the key priorities is the sustaina- ble further development of the Group’s own workforce and the targeted enhancement of individual skills and growth potential. Em- ployees should be given the opportunity to develop both professionally and personally and find long-term career prospects within the Group. Flexible working arrangements also lay the foundation for a better balance between professional demands and perso- nal needs, thereby contributing to employee satisfaction, motivation and retention. The Zumtobel Group guarantees a safe working environment for all employees by preventively identifying and avoiding poten- tial causes of accidents and physical injuries as well as potential psychological stress, and by continually improving the well-being of its workforce. Accident risks as well as physical and psychological stress are iden- tified and prevented as part of a Group-wide occupational health and safety management system in accordance with ISO 45001, in particular through regular workplace evalua- tions, assessments of psychological stress, audits and the development of technical and organisational measures. Employees are also engaged through training, awaren- ess-raising initiatives and health promotion programmes run by ZG Health.
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