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InnoTrans 2022
InnoTrans 2022
InnoTrans is the leading international trade fair for transport technology and takes places every two years in Berlin.
20/9/2022 - 23/9/2022
English
This page is only available in the current language

The “Relationships” section zooms in on the company’s responsibility towards its most important stakeholders. Supported by facts and figures, it aims to show 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. This applies to both the workplace and when doing business.

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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 discloses how the added value benefits the various stakeholders or is retained within the company. In 2021, the added value amounted to CHF 416.7 million (+18 % compared to 2020).

67%

of the added value flowed directly or indirectly to employees

Distribution of added value 2021

HUMAN RIGHTS AND LABOUR PRACTICES

In its Code of responsible business conduct, HUBER+SUHNER has committed to fully respect human rights within its sphere of influence. The company does not tolerate any form of child labour or forced labour and is committed to equal and non-discriminatory treatment of employees and their protection from harassment in the workplace.

Attractive employer

HUBER+SUHNER strives to be a great and credible place to work in order to attract new employees and retain talents globally. This includes to position the brand with an enticing employer value proposition (EVP) offering a strong purpose, favourable employment conditions, continuous training and learning opportunities, a truly diverse, inclusive, international, agile and safe work environment. Strengthening the EVP is part of a global employer branding programme that will be rolled out in 2022. A project team from various departments, a Sounding Board and the Executive Group Management developed key components for the HUBER+SUHNER employer brand that were also assayed with employees globally.

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23.4%

of managerial
positions staffed
with women

Occupational health and safety

As a manufacturing company, occupational health and safety (OH&S) of employees is a priority and material topic for HUBER+SUHNER. It has a global Health and Safety Policy and applies the principles established by the International Labour Organization (ILO). HUBER+SUHNER strives proactively to prevent its employees from accidents at work and leisure, as well as from any occupational diseases and their consequences.

5

Lost-time injuries per
one million hours
worked in production

3.7 %

Absence rate due to
sickness

Anti-corruption

Anti-corruption is an important part of the e-learning training EyeComply, the compliance programme of HUBER+SUHNER that any employee within the first three months of joining the company has to complete.

0

Cases of corruption,
bribery, conflict of
interests 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 460 million in 2021, the company aims to make certain that materials and services are sourced only from qualified suppliers, ensuring high environmental and social standards throughout their operations to minimise 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 2021, HUBER+SUHNER served a customer base of approximately 5000 buying clients. However, the major proportion of its sales is 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 and around 460 employees in Sales and Distribution.

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13%

of strategic suppliers
were audited applying
environmental and
social criteria

Community involvement and development

In assessing the material issues, the Executive Group Management has made community involvement and development a focus topic. Community involvement and development stands out due to its many aspects. It includes the promotion of education, culture, and sports, as well as support for groups at the edge of social and workplace exclusion. Open, honest, and fair dealings with local and regional administrative authorities are also part of this complex topic. The company’s investments globally for projects in education, culture, sports, and for disadvantaged groups can be done in the form of donations in cash or in kind, as well as vocational training positions or supporting employees in their engagement through voluntary work within the community.

CHF

459 000

spent on community
involvement and
development projects