Team
PEPVISION
Anchoring sustainability goals in compensation of executives
Only together, we can achieve a transformation into a sustainable company. Our top management embraces the concept of sustainability in the company. By anchoring sustainability targets in their variable compensation, our managers set themselves very individual goals. In this way, we communicate the idea of sustainability across all levels of work and strengthen sustainable behavior among our employees.
PEPVISION
Balanced gender structure in the workforce and at management level
We want to achieve a balanced gender structure among our managers and throughout the workforce. Our management team, which consists of Ingeborg Neumann and Marcus Baumbach, is a good role model.
With flexible working time models and the option of remote office, we try to attract female employees for management positions.
To further promote the topic of diversity in the company, the Peppermint Group has joined the "Diversity Charter" initiative. More than 4,500 signatories of the charter, which was launched in 2006, are committed to creating a prejudice-free working environment and promoting equal opportunities for their employees.
By signing, Peppermint officially commits to the six points of the Diversity Charter:
1. creating a corporate culture of mutual respect and appreciation
2. human resources processes are accommodateing diverse talent and performance needs
3. recognizing diversity internally and externally
4. communicating the content of the charter internally and externally
5. providing public information about activities to promote diversity
6. informing employees about the added value of diversity
Particularly in a diverse group of companies, it is important to create a large, lively whole from the diversity of locations, departments, interests, competencies and objectives. We have reaffirmed this focus with the Diversity Charter.
(31/12/2024)
49 % male
(2024)
53 % f / 47 % m (2023)
60 % male
(2024)
43 % f / 57 % m (2023)
Safety and health
PEPVISION
Mission Zero, no lost-time injuries by 2030
When it comes to occupational safety and health protection, we focus on prevention and training. Our internal specialists for fire protection, occupational safety and health protection continuously plan, implement and monitor measures.
The health of our employees is important to us. That's why we offer them health promotion and prevention programs. These include, for example, health days or ergonomic workplace design. With all these measures, we aim to keep our workplace accidents as low as possible.
Mission Zero has been set - and yet accidents still happen. That's why we place particular emphasis on rapid first aid. We are proud that one in ten of our employees is trained as a first aider.
We use the Lost Time Injury Rate (LTIR) to compare accident occurrences at our sites. This enables us to map the accident frequency - taking into account the different shift systems.
In addition to the Lost Time Injury Rate (LTIR), in the future we will also use the Severity Rate (SR), which takes into account the severity of injuries, to expand the view of accident occurrence.
By including these metrics we obtain a more comprehensive picture of the accident situation at our sites and can take targeted measures to improve occupational safety. Our primary goal is to reduce the severity of accidents and ensure a safe working environment for our employees.
We love art. Art opens up new horizons and perspectives and encourages people to think outside the box. With sculptures, installations and paintings by artists, we create a working environment that promotes creativity and innovation. For us, art and business belong together!
Projects that are shaping change
From culture, education and sport to health and civil protection - these projects stand for courage, creativity and the will to make our society fit for the future through commitment. We want to inspire tomorrow's creative minds today to become part of an innovative team that lives change.
Social engagement
PEPVISION
We dedicate at least 0.5% of our earnings to bettering the common good in a variety of ways
Each year, we allocate a dedicated budget for social engagement, which is distributed across our locations. Our employees are invited to submit project proposals that matter to them personally and make a meaningful contribution to society.
This approach ensures that our donations are used thoughtfully and effectively – while also fostering motivation and team spirit.
In the past, we have supported a variety of cultural and artistic initiatives, as well as local organizations committed to making a difference in people’s lives. A few examples are presented below.