Social Responsibility

Diversity is an integral part of the corporate culture and is seen as both an enrichment and a key innovation factor. Different perspectives and experiences not only enhance the quality of decisions, but also strengthen the future viability of the company. The aim is to create a working environment that is characterized by equal opportunities and offers fair development opportunities to all employees regardless of origin, gender, age, or other characteristics.

This attitude is firmly embedded in central company documents such as the Code of Conduct and the Lawo values. The guidelines on corporate responsibility toward our own employees also underline our commitment to diversity, equity, and fair opportunities for all employees. An open and respectful approach to diversity is practiced in everyday working life and promoted through targeted measures. The company is planning new initiatives in the coming years to further raise awareness of equity. These include an awareness campaign for areas with an external impact – such as Marketing and HR – that focuses on small, visible steps such as diverse imagery or inclusive wording.

Diversity is also taken into account when recruiting talent: A wide range of channels – including social media, industry trade fairs and training fairs, cooperation with universities, internship offers, and collaboration with recruitment agencies – are used to address the most diverse field of applicants possible. Existing measures such as Girls‘ Day will be continued. In addition, closer cooperation with an industry association is planned in order to specifically expand professional dialog for the promotion of equal opportunities in the broadcasting and media technology industry.

In this way, diversity is not only practiced internally, but also made visible externally – as a clear commitment to fairness, openness, and innovation.

Respectful, non-discriminatory treatment is a central component of our corporate culture. In the event of possible discrimination, employees have various confidential points of contact at their disposal, such as the HR department, the works council at the production site, or the company’s internal whistleblower portal. No incidents of discrimination were reported in the reporting period.

In addition to promoting diversity in day-to-day interaction and talent recruitment, the composition of management levels and remuneration in the company are also an important indicator of equal opportunities in practice. A look at the top management level and the gender pay ratio in general shows where we currently stand – and where there is further potential for improvement.

In the reporting year, the top management level of our company consisted of a total of three individuals, of whom, on average, 2.25 were men and 0.75 were women due to a change. This corresponds to a proportion of women of 25 %.

With regard to remuneration in the company, the average gender pay gap was 23 %, with the average basic salary and total remuneration of women being lower than that of men.

As a part of society, Lawo is aware of its social responsibility beyond its own business operations. The company sees its role not only as an employer and manufacturer, but also as part of a society whose development is significantly shaped by education, creativity, and social cohesion. Through its commitment, Lawo aims to provide inspiration, offer orientation, and strengthen the conditions required for young people to develop their individual potential.

Lawo’s social, cultural, and educational commitment is not reflected in selective individual actions, but in continuous, targeted, and partnership-based support for associations, schools, and universities. Whether through donations, seminars, or open days – the company makes a valuable contribution to promoting young talent and social participation.

Lawo succeeds in combining local commitment with international standards and assuming responsibility as a technology leader on a human level as well.

Whether through donations, seminars, or open days – the company makes a valuable contribution to promoting young talent and social participation. Lawo succeeds in combining local commitment with international standards and assuming responsibility as a technology leader on a human level as well.

We put social responsibility into practice with the following initiatives and activities:

Education and promoting young talent

• Cooperation with schools, universities, or educational institutions
• Provision of internships, apprenticeships, or working student positions

Social commitment and volunteering

• Support for local cultural and sports associations

Even if no material sustainability topic has currently been identified for Lawo in this area, the responsible design of our supply chains is an element of our sustainability strategy. Our aim is to systematically identify and minimize human rights risks and environmental risks, and to develop sustainable partnerships with our suppliers.

No structured risk analysis is currently carried out in accordance with the requirements of German or EU-wide regulations, which have not yet directly affected us due to the size of our company (fewer than 1,000 employees).

Formalized processes for implementing due diligence obligations along the supply chain are currently being prepared. The Integration of these requirements into our supply chain management is planned for the coming reporting periods and will be flanked by the development of a risk-based review process.

A Supplier Code of Conduct is currently being drawn up.

The aim is to define clear requirements for our suppliers with regard to working conditions, human rights, and environmental and compliance standards. This Code of Conduct will become a mandatory component of supplier relationships in future. The topic of responsible procurement will become much more of a focus in future.

As part of our commitment to sustainability, we plan to comprehensively integrate international standards (e. g. UNGPs, OECD guidelines) into our processes.

In this way, we are creating the basis for a transparent, resilient, and ethical supply chain.

We guarantee the long service life of our Lawo products and ensure that they will continue to meet the demands of the market in future. This includes continuous further development and adaptation to new technological and market related developments. The expansion of our range of flexible software solutions, which are operated on standard server infrastructures, enables us to reduce the use of valuable resources and offer our customers even more efficient and scalable solutions. We also make an active contribution to conserving resources by increasing the proportion of recycled materials and packaging. By increasing the resilience of our supply chain, we ensure security of supply and sustainability. We work closely with our suppliers to promote socially and environmentally responsible practices. Reducing our energy consumption and greenhouse gas emissions is a central aspect of our transformation plan, which is based on a comprehensive survey of our total greenhouse gas emissions. Through this focus, we are contributing toward SDG9, SDG12, and SDG13.

The further development of Lawo as an attractive employer and the creation of sustainable working conditions play a decisive role in our sustainability strategy. We strive to create a positive working environment that promotes the satisfaction, motivation, and health of our employees. We are actively committed to promoting equality and equal opportunities in all areas of the company. Continuous investment in training and further education as well as active knowledge transfer form the basis for sustainable growth and ensure the long-term competitiveness of our company. The successful continuation of our Lawo culture is of particular importance to us. We promote a corporate culture that is characterized by trust, respect, and mutual support. Improving our communication processes and the exchange of information and knowledge is a key measure in this regard. We are thus aligning our company with SDG3, SDG4, and SDG8.