Processes for engaging with own wor- kers and workers’ representatives about impacts [S1-2] The Zumtobel Group has developed structured and continuous processes to actively involve its own workforce in shaping corporate development and culture. These processes are designed to promote a trans- parent, inclusive and responsible work en- vironment in which employees are engaged with on a regular basis and in which their perspectives are meaningfully integrated into organisational decision-making.
Employees from all departments and sites contribute their experience and ideas and take responsibility for making improvements to day-to-day working practices. This approach fosters participation, trust and personal responsibility and makes a lasting contribution to an open learning or- ganisation, as well as to fair and sustainable working conditions.
Global Employee Survey
Another key element is the Global Employee Survey (see the section ‘Actions related to working conditions of the company’s own workforce | S1-4’), which is conducted every two years. The results of the employee survey are consolidated in the action tracker and are the responsibility of the SVP Global HR. The Zumtobel Group’s intranet features a user-friendly section that provides compre- hensive information on the various options for workers’ representation, both at the local and at the global level. This involves a variety of channels through which employees can express their views and actively interact with colleagues and management. These chan- nels include HR business partners, health and safety representatives, local employee committees, cooperation forums, emp- loyment relationship officers and regular personal development discussions. Formal workers’ representation structures, such as works councils or health and safety officers, are established in accordance with local laws or agreements with relevant workers’ representation bodies. These structures achieve engagement through both regular, scheduled meetings and ad hoc meetings convened to address specific or urgent issues related to the workforce.
Active involvement of own workforce
Active involvement of own workforce is ensured through Cultural Factories within the Group. The Zumtobel Group defines these factories as a Group-wide structured workshop format designed to foster the joint development of the corporate culture. They have been held annually within the Zumtobel Group since 2024. The Cultural Factories are set up as a cascading and participatory process to ensure that cultural development is effecti- vely integrated throughout the organisation. Implementation follows a phased, top-down approach: following the initial roll-out at the highest management level, the content is systematically cascaded to each subse- quent management level. Each manager is responsible for running the Cultural Factory with their own team and actively shaping the dialogue on corporate culture. This casca- ding model ensures that all staff members are reached and participate in a Cultural Factory at least once a year. At the same time, the structured framework provides space for team- and department- specific perspectives, as well as for the development of targeted actions.
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