Social
How we work for the common good.
Talent & Development
PEPVISION
Balanced gender representation across the workforce and in leadership positions
We aim to achieve balanced gender representation both in leadership positions and across our entire workforce. Our shareholders, Ingeborg Neumann and Marcus Baumbach, set a strong example in this regard.
Through flexible working time models and the option of mobile working, we strive to attract and promote more women into leadership roles.
400 Emp.
In 2025, we achieved a nearly balanced gender distribution across our workforce. With 48% male and 52% female employees, our team reflects diversity, equal opportunities, and a modern working environment. This balanced representation is an important part of our open and forward looking corporate culture.
PEPVISION
Knowledge knows no boundaries. Sustainable and digital learning opportunities for all employees
Our vision, "Knowledge knows no boundaries. Sustainable and digital learning opportunities for all employees.", lays the foundation for a modern and future focused learning culture. Our goal is to make knowledge accessible across all locations, continuously develop employees' skills, and promote equal opportunities throughout our group of companies.
A key element of this vision is our company wide e learning platform, which has been rolled out step by step across all locations since 2025. It provides flexible, location independent access to essential learning content, ranging from mandatory training in occupational health and safety, compliance, and IT to practical resources that support day to day work. By offering content in multiple languages, we reduce language barriers and ensure that knowledge is communicated clearly, effectively, and sustainably to all employees.
In its first year of implementation, our employees completed an average of 26 minutes of training per person through the e learning platform. This key performance indicator highlights the successful introduction of our digital learning environment and demonstrates how modern training solutions help deliver knowledge efficiently while supporting the long term professional development of our employees.
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.
(02/2026)
(02/2026)
Safety and health
PEPVISION
Mission Zero, no lost-time injuries by 2040
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
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.
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 shaping change
From culture and education to voluntary initiatives, these projects stand for courage, creativity, and the determination to help make our society future ready through active engagement. We aim to inspire the creative minds of tomorrow today, encouraging them to become part of an innovative team that truly lives change.
