How we work for the common good.



Anchoring of sustainability goals in executive compensation

We can only achieve the transformation to a sustainable company together. Our top management lives 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.


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 home office, we try to attract female employees for management positions.

Employees in the company
650 +


Gender balance in the workforce
52 % female

48% male

53% f / 47% m (2021)

Gender distribution among management
33 % female

67% male

35% f / 65% m (2021)

Safety and health


Mission Zero, no lost-time accidents 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.

Social engagement


We commit at least 0.5% of our earnings to bettering the common good in a variety of ways

Peppermint supports the society that sustains us. We see this as a great responsibility to engage ourselves socio-politically.

We support projects in the areas of art & culture, education, sports and politics as well as humanitarian aid and civil defense. We foster a corporate culture in which our employees are actively involved and their voices are heard. In this context, we allocate a budget to each site that can be used. This gives employees the opportunity to apply with projects in which they are personally interested and where they see a positive contribution to society. In this way, we want to ensure that donations are used sensibly and effectively, while at the same time encouraging motivation and commitment among our employees. In the past, we have supported a number of cultural and arts projects as well as local organizations working to help people in our country. Some examples include the Friends of the National Gallery, the Else-Heiliger Fund of the Konrad Adenauer Foundation, local volunteer fire departments and schools. We are also involved on a voluntary basis in leading political associations such as the Federation of German Industries and the German Textile+Fashion Association.

When we get involved, we always emphasize exchange and cooperation between the arts, culture, politics, business and society. Particular emphasis is placed on young artists whose works open up a new and refreshing perspective on the world, as well as reflecting on socio-political processes in a sophisticated way and setting new impulses. Peppermint thus promotes unconventional and surprising thinking as well as the development of creative alternatives.

To further support 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. create a corporate culture of mutual respect and appreciation
2. human resources processes accommodate diverse talent and performance needs
3. recognizing diversity internally and externally to the company
4. communicate the contents of the charter internally and externally
5. provide public information about activities to promote diversity
6. inform 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.