Diversity, inclusion & equity: social sustainability
Always part of our culture
We drive the issues of diversity, inclusion and equality for one reason only: because humanity demands it. Our aim is not to achieve economic benefits, but to create an environment in which everyone at MaibornWolff feels that they belong, are valued and welcome - with no exceptions.
Achieving this goal is a constant learning process. And we have been learning for over 35 years. Since 1989 - the year MaibornWolff was founded - human dignity, tolerance, freedom, personal responsibility and respect have been the core values of our corporate culture and are non-negotiable under any circumstances.
Our statement for diversity and against extremism, racism and exclusion
IT is for everyone - and we show how
We are committed to women and girls in IT through our own initiatives and participation in external programs. With Girl's Career Day, Tech4Girls, Women's Day events, mentoring programs and university partnerships, we do our part to inspire women and girls for tech and set them up for success, from elementary school to management positions.
We promote exchange and networking in groups such as the Rainbow Group and Neurodiversity Group. The fem.power women's network, founded in 2023, provides a platform for FLINTA employees.
Social responsibility in cooperation
The Code of Conduct is a code of conduct that sets out rules and guidelines for the behavior of all employees at MaibornWolff. It obliges us and everyone in our environment to adhere to the highest social standards and promote ethical behavior.
We want to achieve positive effects in society and promote the well-being of all. The guidelines cover topics such as child labor, wages, working hours, modern slavery, human rights, ethnic recruitment, freedom of association, non-discrimination, women's rights, diversity, equality, minority rights, land and water rights, forced evictions, security forces and anti-corruption.
More information about our values and guidelines can be found in our Code of Conduct.
Others just talk blah blah blah - we do!
It's not about creating pretty glossy pictures and using snappy texts on our website to pretend that we are incredibly open and diverse. We have work topics and we tackle them. Our goal is to create an environment that is even more diverse and inclusive than it already is. And how do we do that? Here are some practical examples:
Employee co-determination
Communicating as equals and making decisions together - this is something we attach great importance to at MaibornWolff. To ensure that the diverse perspectives of our employees can be incorporated into solutions and decisions, we give everyone the opportunity to play an active role in shaping our company. Co-determination takes place via established communication channels, exchange forums and institutionalized within the framework of the GF Council.
Equal opportunities and diversity in the GF Council
From working conditions and remuneration structures to corporate culture and specific employee concerns: Our GF Council plays a central role in important decisions that affect our company. Each member of the GF Council serves as a point of contact for employees and has the opportunity to raise issues that are then discussed and worked on together. Decisions are made collectively and are thus incorporated into the corporate concept.
The Council is made up of three members from the management and five partners. In addition, eight employees are elected by lot, taking into account diversity in terms of location, gender, seniority and employment status. The term of office on the GF Council is two years; one year for working students. To ensure continuous efficiency, half of the Council is replaced each year.
Confidants
Dealing openly with complaints is very important to us. Our confidential advisors offer external, and therefore confidential and impartial, support in professional matters. In this way, we ensure that important issues can be dealt with proactively by the management and executives. Liaison officers have the relevant professional qualifications and discuss relevant topics with the management and internal managers on an annual basis.
Digital reporting portal
In 2023, we introduced a digital reporting portal to strengthen transparency and integrity, which complies with the EU Whistleblowing Directive as well as German and Spanish protection laws. Employees can report breaches of the law here confidentially and anonymously. The system is managed by external confidential lawyers and forwards information to internal departments with the consent of the whistleblower. It covers issues such as corruption, theft, fraud, breaches of competition law, accounting fraud, data protection, health and safety, workplace safety, discrimination and harassment.
Appropriate remuneration and equal pay
We ensure fair pay at all locations in accordance with the ESRS reference values. In Germany and Spain, we pay above the statutory minimum wage. In Tunisia, we have set salaries in line with the ratio of salaries to the cost of living in Germany. In addition, 100% of our employees in Spain are covered by collective agreements.
Social security and benefits
Nobody knows how life will play out. That's why we attach great importance to supporting our employees in different phases and situations of their lives. For example, in Spain and Tunisia, where health insurance is not fully covered by the state, we offer private health insurance that is fully financed by us. In Germany, we support our employees' financial security for the future by offering company pension schemes, whereby we make an annual contribution of € 2,520 per employee.
Anti-discrimination
In 2023, we introduced the role of the Inclusion Ambassador - an external, confidential point of contact for support in the event of discriminatory or harassing behavior. The Ambassador helps those affected, offers support with feedback and is the point of contact for questions relating to Diversity, Equity, Inclusion and Belonging (DEIB). Of course, it is also ensured that the Inclusion Ambassador can be contacted directly and without the involvement of other people.
Diversity
Everyone who comes into contact with MaibornWolff should be valued - regardless of gender and gender identity, nationality, ethnic origin, religion or belief, disability, age, sexual orientation and identity. We have introduced special training courses and workshops on the topics of neurodiversity, mental health and privileges in everyday working life in order to deepen our knowledge of diversity and how to deal with it.
Certified by Ecovadis
The EcoVadis certification confirms the high sustainability performance of our business processes in the areas of the environment, labor and human rights, ethics and sustainable procurement.