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The SENCITY® Rail MIMO Low Profile Antenna

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Expo Ferroviaria
Expo Ferroviaria
As the only B2B exhibition exclusively dedicated to the railway industry in Italy, EXPO Ferroviaria brings together key representatives of the sector.
28/9/2021 - 30/9/2021
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The section “Relationships” deals with the company’s responsibility towards its most important stakeholders. With facts and figures, it aims to provide an overview of how HUBER+SUHNER relates to and engages with these groups.

Compliance and
business ethics

Compliance is a fundamental prerequisite for value-driven and ethical business conduct. At an early stage, HUBER+SUHNER began to establish a comprehensive compliance program. It ensures that all legal requirements and international standards are adhered to throughout the Group. The key instrument that governs ethics and compliance at HUBER+SUHNER is the Code of responsible business conduct, which applies to the entire Group.

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Added value distribution

The added value is an indicator of a company’s economic performance. It is calculated from profit before tax and depreciation plus personnel costs minus other financial results. The following chart reveals the extent to which the added value flows to the various stakeholders or is retained within the company. In 2020, the added value amounted to CHF 351.7 million (−9 % compared to 2019).

75%

of the added value flowed directly or indirectly to employees

Distribution of added value

Human rights

2% Human rights HUBER+SUHNER fully respects human rights within its sphere of influence. The company does not tolerate any form of child or forced labour and is committed to equal and nondiscriminatory treatment of employees and their protection from harassment in the workplace.

Overall, HUBER+SUHNER is not exposed to high risks of human rights violations. The company ensures no form of child or forced labour, according to the International Labour Organization (ILO) definition, at any of its sites.

Attractive employer

HUBER+SUHNER strives to be recognized as an attractive employer globally. This includes offering favourable employment conditions, social protection, continuous training and learning possibilities, a truly international work environment, and promoting diversity as well as inclusion. Strengthening the employer value proposition is part of a new global programme to be implemented over the next two years. As requirements of job applicants in different countries vary greatly, the HUBER+SUHNER country organisations can select those measures of the programme with which they can best enhance their attractiveness as an employer.

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21.7%

of managerial
positions staffed
with women

Occupational health and safety

4

Lost-time injuries per
one million hours
worked in production

3.1 %

Absence rate due to
sickness

Anti-corruption

0

Cases of corruption
reported or detected

Responsible
procurement

At HUBER+SUHNER, over 50 % of turnover is used for procurement. This creates enormous leverage regarding profitability. With a purchasing volume of some CHF 400 million in 2020, the company aims to ensure materials and services are sourced from qualified suppliers only, ensuring high environmental and social standards throughout their operations to minimize adverse effects on the environment and society.

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Customer
relations

The success of HUBER+SUHNER is directly linked to its ability to cultivate mutually beneficial and trusting relationships with its customers. In 2020, HUBER+SUHNER served a customer base of approximately 5 000 buying clients. However, the majority of its sales are linked to key customers with whom the Group has established long-term relationships.

Customer relations at HUBER+SUHNER are structured along the company’s three market segments: Industry, Communication, and Transportation, with dedicated sales teams in key countries. Approximately 460 employees in sales and distribution mainly serve other businesses (B2B) rather than end consumers (B2C).

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-15%

Average time to closure of a
customer complaint

Community involvement and development

In assessing the material issues, the Executive Group Management has made community involvement and development a priority topic. This is no coincidence. After all, this topic is more multi-faceted than almost any other. It involves the promotion of education, culture, and sports, as well as the targeted support of disadvantaged groups. Open, honest, and fair dealings with local and regional administrative authorities are also part of this complex of topics. Support for education, culture, sports, or disadvantaged groups can take the form of donations in cash or in kind, as well as vocational training positions or support for employees in their voluntary work within the community.

CHF

333 000

spent on community
involvement and development
projects