GRI 1 used: GRI 1: Foundation 2021
Applicable GRI Sector Standard: none
General disclosures
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GRI 2General Disclosures 2021 2-1 Organizational Details Dätwyler Holding Inc.
6460 Altdorf
Switzerland2-2
Entities included in the organization’s sustainability reporting
If not otherwise stated, the companies covered in the sustainability report correspond to those of the consolidated companies, listed in the Financial Report 2022 (page F37).
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Reporting period, frequency and contact point
01.01.2022 – 31.12.2022
Publication date of this report: 9 February 2023
Contact: Sabrina Gérard, Chief Sustainability Officer (CSO)
Head of Group Function Sustainability and Operational Excellence, sabrina.gerard@datwyler.com2-4
Restatements of information
None
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External assurance
None
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GRI 2General Disclosures 2021 2-6 Activities, value chain and other business relationships 2-7
Employees
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Workers who are not employees
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GRI 2General Disclosures 2021 2-9 Governance structure and composition 2-10
Nomination and selection of the highest governance body
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Chair of the highest governance body
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Role of the highest governance body in overseeing the management of impacts
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Delegation of responsibility for managing impacts
Sustainability (ESG) Governance: role of the Board of Directors
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Role of the highest governance body in sustainability reporting
As an integral part of the annual report, the sustainability report is also submitted to the Board of Directors for review and approval.
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Conflicts of interest
Under the shareholders' agreement, Pema Holding AG may invest only in Datwyler and its spin-offs. It therefore has no conflicts of interest with other shareholdings and completely reflects the interests of the bearer shareholders.
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Communication of critical concerns
At Datwyler, critical concerns are immediately reported by the CEO or CFO to the Board of Directors (BoD).
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Collective knowledge of the highest governance body
Annual knowledge exchange sessions are organised for the BoD members with the goal to advance the collective knowledge, skills and experience on sustainable development.
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Evaluation of the performance of the highest governance body
Each year the BoD Chairman takes the initiative to evaluate the skill set of the BoD members by using an independent evaluation questionnaire assessing e.g. leadership, culture, role clarity, teamwork, accountability, decision making, communications, board operations.
Evaluation of the performance of the highest governance body
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Remuneration policies
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Process to determine remuneration
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Annual total compensation ratio
The ratio of the annual total compensation for the organization’s highest-paid individual (CEO) to the average annual total compensation for all employees (excluding the highest-paid individual) in 2022 amounted to 46.4. To calculate the ratio, the total CEO compensation (CHF 2'031'491) as reported in the Remuneration Report 2022 (table 3) and the total personnel expenses (CHF 359.2 Mio.) as reported in the Financial Report 2022 (page F18, note 5) were used. The remuneration model for the CEO consists of a fixed base salary, variable incentive, long-term incentive plan and employer social insurance contributions and perquisites. The total personnel expenses including wages and salaries, benefit costs and other employee costs were divided by the average number of full time equivalents (8'104, as reported in the Sustainability Report 2022 (table voluntary leaves). The ratio of the percentage decrease in annual total compensation for the organization’s highest-paid individual (CEO) to the average percentage decrease in annual total compensation for all employees (excluding the highest-paid individual) in 2022 amounted to 4.5. This means that in 2022, compared to 2021, CEO compensation declined 4.5 times more than the average compensation of all employees declined (the latter due to acquisitions with plants in emerging markets).
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GRI 2General Disclosures 2021 2-22
Statement on sustainable development strategy
2-23
Policy commitments
As early as 2009, we joined the UN Global Compact and committed ourselves to complying with its ten principles on human rights, labor practices, environmental protection and anti-corruption. This code mandates that the companies and employees within the Group must respect the national laws, human rights, personal dignity, and privacy of each individual person. The Code of Conduct also articulates how to deal with business partners and competitors, strictly prohibiting any special treatment, bribery, or corruption.
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Embedding policy commitments
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Processes to remediate negative impacts
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Mechanisms for seeking advice and raising concerns
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Compliance with laws and regulations
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Membership associations
Datwyler supports UN Global Compact; Carbon Disclosure Project; EcoVadis; Global Reporting Initiative; Alliance to zero
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GRI 2General Disclosures 2021 2-29 Approach to stakeholder engagement Sustainability business integration and value creation für stakeholders
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Collective bargaining agreements
57.0% of all employees are covered by collective agreements (or collective bargaining agreements).
Material topics
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GRI 3Material topics 2021 3-1
Process to determine material topics
3-2
List of material topics
Economy
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GRI 3Material topics 2021 3-3 Management of material topics GRI 201Economic performance 2016 201-1
Direct economic value generated and distributed
201-3
Defined benefit plan obligations
GRI 203Indirect economic impacts 2016 203-2 Significant indirect economic impact
Environment
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GRI 3Material topics 2021 3-3 Management of material topics Climate-neutral operations 2030: focus, ambition and targets
GRI 302Energy 2016 3-3 Management of material topics Climate-neutral operations 2030: focus, ambition and targets
302-3
Energy intensity
302-4
Reduction of energy consumption
GRI 305Emissions 2016 305-1 Direct (Scope 1) GHG emissions 305-2
Energy indirect (Scope 2) GHG emissions
305-4
GHG emissions intensity
305-5
Reduction of GHG emissions
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GRI 3Material topics 2021 3-3 Management of material topics GRI 302Energy 2016 302-5 Reduction in energy requirements of products and services -
GRI 3Material topics 2021 3-3 Management of material topics GRI 303Water and effluents 2018 303-5 Water consumption GRI 306Waste 2020 306-1
Waste generation and significant waste-related impacts
306-2
Management of significant waste-related impacts
306-3
Waste generated
306-4
Waste diverted from disposal
306-5
Waste directed to disposal
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GRI 3Material topics 2021 3-3 Management of material topics GRI 414Supplier social assessment 2016 414-1 New suppliers that were screened using social criteria
Social
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GRI 3Material topics 2021 3-3 Management of material topics GRI 401Employment 2016 401-1 New employee hires and employee turnover GRI 404Training and education 2016 404-2
Programs for upgrading employee skills and transition assistance programs
404-3 Percentage of employees receiving regular performance reviews GRI 405Diversity and equal opportunity 2016 405-1 Diversity of governance bodies and employees Diversity of the Board of Directors and Executive Management
GRI 406Non-discrimination 2016 406-1 Incidents of discrimination and corrective actions taken None
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GRI 3Material topics 2021 3-3 Management of material topics Value-driven engagement with customers: focus, ambition and targets
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GRI 3Material topics 2021 3-3 Management of material topics GRI 403Occupational health and safety 2018 403-1 Occupational health and safety management system 403-2
Hazard identification, risk assessment, and incident investigation
No incidents in the reporting year
403-3
Occupational health services
403-4
Worker participation, consultation, and communication on occupational health and safety
403-5
Promotion of worker health
403-9
Accidents and day lost
403-10
Work-related illness
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GRI 3Material topics 2021 3-3 Management of material topics
Governance
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GRI 3Material topics 2021 3-3 Management of material topics -
GRI 3Material topics 2021 3-3 Management of material topics GRI 205Anti-corruption 2016 205-2 Communication and training about anti-corruption policies and procedures 205-3
Confirmed incidents of corruption and actions taken
No incidents in the reporting year.
GRI 206Anti-competitive behavior 2016 206-1 Legal actions for anti-competitive behaviour GRI 408Child labor 2016 408-1 Operations and suppliers at significant risk for incidents of child labor No incidents in the reporting year.
In its Code of Conduct established in 2008 and with its participation in the UN Global Compact, the Datwyler Group has committed itself to protecting human rights. This means that all legal entities categorically reject the use of child labour. In the reporting year, no sites or suppliers were identified where child labour represents a significant risk.
GRI 409Forced or compulory labor 2016 409-1 Operations and suppliers at significant risk of incidents of forced or compulsory labor No incidents in the reporting year.
In its Code of Conduct established in 2008 and with its participation in the UN Global Compact, the Datwyler Group has committed itself to protecting human rights. This means that all legal entities categorically reject the use of forced or compulsory labour. In the reporting year, no sites or suppliers were identified where forced or compulsory labour represents a significant risk.
GRI 416Customer health and safety 2016 416-2 Incidents of non-compliance concerning the health and safety impacts of products and services -
GRI 3Material topics 2021 3-3 Management of material topics Diversity of the Board of Directors and the Executive Management: our approach
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GRI 3Material topics 2021 3-3 Management of material topics
Other material topics
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GRI 3Material topics 2021 3-3 Management of material topics Creating better solutions, seamless experiences and sustainable success through the power of digitalization.
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GRI 3Material topics 2021 3-3 Management of material topics Through agility we are increasing speed, flexibility, and adaptability by empowering our people.