Sustainability goals
Sustainability makes a significant contribution to achieving our corporate goals. Throughout the Dürr Group, sustainability is firmly embedded in order to meet our economic, ecological and social responsibility and to seize the related business opportunities.
Our sustainability goals
Climate protection
Reduction of greenhouse gas emissions (GHG emissions) | |||
2024 base year1 | 2030 medium-term target | 2035 long-term target | |
| Scope 1 emissions | |||
| GHG emissions | 100.0% | –33.8% | –57.9% |
| GHG intensity (CO2e per €1 million in sales) | 5.3 | 2.5 | 1.3 |
| Scope 2 emissions | |||
| GHG emissions | 100.0% | 0.0% | 0.0% |
| GHG intensity (CO2e per €1 million in sales) | 0.2 | 0.2 | 0.1 |
| Scope 3 emissions | |||
| GHG emissions | 100.0% | -3.7% | -30.3% |
| GHG intensity (CO2e per €1 million in sales) | 1,399.6 | 952.5 | 555.8 |
1 Excluding environmental technology (discontinued operation)
For detailed information, please see → Climate strategy.
Occupational health and safety
| Target | Target year | Degree of target achievement (as of: Dec. 31, 2024) |
| Recording, analysis, and reporting of at least 70% of major near misses that occurred in the year | ongoing1 | fully met |
| Group-wide maximum of 11 work-related accidents per 1 million hours worked2 | 2024 | fully met |
| Conducting and documentation of at least 600 safety audits per year worldwide | 2024 | fully met |
| ISO 45001 certification of all companies at Dürr Systems, Schenck, and HOMAG with operational value creation and sales of at least €10 million per year | 2024 | 75% |
| Group-wide maximum of 8 work-related accidents per 1 million hours worked2 | 2025 | in planning |
| Conducting and documentation of at least 600 safety audits per year worldwide | 2025 | in planning |
1 The degree of target achievement is specified for 2024.
2 Excluding commuting accidents
Further training and skills development
| Target | Target year | Degree of target achievement (as of: Dec. 31, 2024) |
| Piloting of the new evaluation and talent process in the new HR IT tool | 2024 | fully met |
| Implementation of talent pools and corresponding talent development programs | 2024 | fully met |
| Further development and Group-wide roll-out of orientation and development centers | 2024 | fully met |
| Development of a change management system to support strategic projects in the company | 2024 | fully met |
| Introduction of talent reviews for talent identification and succession planning as part of the new talent process | 2024 | fully met |
| Roll-out of the new evaluation and talent process1 | 2025 | 25% |
| Qualification of 15 employees in the handling of a tool for creating e-learning sessions to improve internal knowledge transfer | 2025 | in planning |
1 The roll-out group comprises employees (excluding industrial workers) and managers of the Group companies Dürr AG, Dürr Group Services GmbH (excluding employees from the information technology area), and Schenck RoTec GmbH in Germany, as well as the managers of Benz GmbH Werkzeugsysteme.
Corporate culture and diversity
| Target | Target year | Degree of target achievement |
| Corporate statement and employee satisfaction | ||
| Follow-up surveys in all teams with noticeably negative results in the 2023 employee survey | 2024 | fully met |
| Random pulse survey on a focus topic relevant to the Group | 2025 | in planning |
| Conducting Values-Competencies Workshops at HOMAG and the BBS Automation Group to embed the corporate statement, with a participation rate of at least 80% of employees | 2025 | in planning |
| Diversity and inclusion | ||
| Diversity and inclusion training for employees in the human resources area in Germany | 2025 | in planning |
| Development of e-learning content on diversity and inclusion | 2025 | in planning |
| Equal treatment | ||
| Introduction of a system to determine the adjusted gender pay gap in all EU Group companies | 2025 | in planning |
Decent work and human rights
| Target | Target year | Degree of target achievement |
| Election and formation of a works council at the main German production site of the BBS Automation Group | 2025 | in planning |
Workers in the value chain
| Target | Target year | Degree of target achievement (as of: Dec. 31, 2024) |
| Completion of the self-assessment questionnaire by at least 90% of high-risk suppliers | 2024 | 75% |
| Signing of the Supplier Code of Conduct by at least 90% of high-risk suppliers | ongoing1 | 75% |
| Completion of the e-learning module on sustainability by at least 90% of high-risk suppliers | ongoing1 | 75% |
| Development and implementation of a financial incentive system for suppliers to increase transparency and sustainability in the supply chain | 2024 | 50% |
| Conducting 15 feedback discussions with prioritized high-risk suppliers2 to formulate development measures in the area of sustainability | 2025 | in planning |
1 The degree of target achievement is specified for 2024.
2 The prioritization of high-risk suppliers depends, among other factors, on purchasing volume and commodity groups.
Business conduct
| Target | Target year | Degree of target achievement (as of: Dec. 31, 2024) |
| Creation of a guideline for the whistleblowing system to embed procedural standards and general process flows worldwide | 2024 | fully met |
| Revision and communication of the directive on antitrust and competition law | 2025 | 50% |
| Revision of the mandatory e-learning courses on antitrust and competition law | 2025 | 75% |
| Full integration of the BBS Automation Group into the Group-wide compliance structures | 2025 | 50% |
| Further development of Group-wide standards in connection with export control governance | 2025 | 25% |
