S1-3 – Processes to Remediate Negative Impacts and Channels for Own Workforce to Raise Concerns

Vonovia strives to create fair and transparent working conditions, while offering employees avenues to address individual workplace concerns anonymously and in compliance with data protection regulations. Employees can engage with representatives, such as works councils, or seek mediation in conflict situations. The Group’s decentralized works council structure provides employees with designated contact persons who hold advisory office hours. No significant negative impacts in the form of dissatisfaction due to a lack of co-determination were reported during the reporting year. The annual employee satisfaction survey showed a 79% approval rate across the Group, a one percentage point (+ 1 pp) increase compared to the previous year. In the partial survey, employees could evaluate the statement, “Overall, I would say that Vonovia is a very good employer”. Feedback from the sub-indicator, “I can give my manager open feedback,” revealed no perceived lack of opportunities for co-determination or identified need for action in this area.

Vonovia has implemented a comprehensive complaint management system, which includes channels for reporting potential cases of corruption, discrimination and human rights violations. Further details are provided in G1-3 . In addition to the reporting channels described in G1-3, reports of potential or actual misconduct can be directed to agg@vonovia.de, the responsible ombudsperson, or a hotline managed by an external law firm, which is also available to employees. The Labor Relations/Labor Law team handles access to the AGG mailbox and case-specific processing is carried out by this team, HR Business Partners or Compliance employees.

Future employee satisfaction surveys will include a question regarding awareness of Vonovia’s reporting channels. If most employees are aware of these channels, it will demonstrate their effectiveness – through the direct involvement of our workforce – in enabling the reporting of potential or actual misconduct by employees.

Anonymous reporting channels are communicated to employees and business partners through training and the company website. Reports, particularly those that could reveal the identity of the reporting individual, are treated confidentially and handled exclusively by selected and specially trained staff. Further details are provided in G1-3 . We ensure that our employees are familiar with and trust these channels by actively communicating about them and using them regularly.