SOCIAL COMMITMENT

In times of declining numbers of highly qualified newcomers and the unwillingness of employees to commit long-term to a company, employer branding at LEDVANCE is highly relevant for permanent business success.
Studies show that companies with successful employer brands benefit from increased quality of applications, lower recruitment costs, greater retention of key personnel, reduced staff turnover, and a higher degree of commitment from their employees. Successful employer branding therefore reduces personnel costs in the long run. It also increases business results and the company's competitiveness as an employer. For this reason, LEDVANCE sees targeted employer branding as an important means of sustainable corporate management.

Responsibility as an employer

Adhering to international labor standards and fair working conditions is indispensable for the success of LEDVANCE as a global employer.
LEDVANCE takes responsibility as an employer, respects the human rights of all employees, and is explicitly against child labor, and unethical and unsocial business practices. LEDVANCE does not discriminate by ethnic origin, gender, religion, social background, disability, political views, or sexual orientation.
We respect the local applicable statutory requirements regarding payment in all countries in which LEDVANCE conducts business. Our employees have the right to freedom of organization and assembly throughout the world. In countries where employee representatives have been established it is very important for us to work together with them as closely and constructively as possible. We strive to offer our employees a safe and secure workplace with fair conditions. Provided that job losses are unavoidable due to technological changes and associated restructuring, LEDVANCE strives to make them as socially acceptable as possible.

LEDVANCE Diversity Program

Talented employees should be successful at LEDVANCE, no matter who they are or where they are from. Our diversity program ensures that employees with the same experience and qualifications have the same career chances, irrespective of their personal background, gender or nationality. In order to promote diversity, making it the norm and a core element in our corporate culture, we have set in motion a number of programs and initiatives. Vacancies are filled and employees are selected following diversity aspects at all times.
Diversity is also important for the sustainable growth of our company. Only in heterogeneous groups can convincing innovative ideas be developed, fresh approaches created, and viable new solutions found. Our employees with different backgrounds and origins are representative of LEDVANCE's diverse customer groups. They enrich our pool of ideas and boost our innovations. Diversity is a decisive factor for being successful as a global company.
We want to make use of the diversity of our employees to learn from each other and promote innovations in all areas of the company. Diversity should enhance creativity, productivity and value everywhere – in new sales channels, optimized internal processes, and technological developments.

We stand for a performance-minded corporate culture and aim for a long-term HR policy, the objectives and principles of which are derived from our Employee Value Proposition (EVP). The working environment at LEDVANCE is defined by initiative, entrepreneurial freedom, fairness, flexibility, respect, and cooperation based on mutual trust.
Our employees work in an environment that offers both challenging tasks and a variety of training and e-learning programs. Performance expectations, fulfillment of tasks, individual development plans and their progress are identified in regular employee reviews. This includes regular checks on how effective training measures are. By promoting each employee's individual goals, abilities and skills, we increase the performance of individual employees and that of the whole company.

Programs
To be at the forefront of the highly competitive and dynamic environment, we offer our employees a number of programs and training events for personal development and further training at all hierarchic levels. Company-wide talent management, i.e. measures and tools for professional and personal development of our employees, is an essential part of our HR policy. Here we place particular emphasis on recognizing and promoting our employees' personal strengths and talents. By promoting each employee's individual goals, abilities and skills, we increase the performance of individual employees and that of the whole company.
Our programs for the development of managers are an essential part of strengthening the LEDVANCE management culture. Entrepreneurial thinking and action, the willingness to take responsibility, and motivating and promoting employees are important key qualifications. Building a consistent understanding of leadership and individual leadership skills are core objectives of our varied training formats.
Management culture & performance management
LEDVANCE's management culture is based on the three core elements of corporate identity: our brand, our strategy, and our corporate culture. A common basis are the principles of positioning ourselves as an employer: striving for excellence, breaking new ground, winning together.
We promote performance with a clear incentive system. Our transparent bonus system is based on clearly measurable targets and the assessment by managers. The performance management process (PMP) is the main instrument that LEDVANCE uses to systematically identify, accompany and promote potential and talent in its employees. LEDVANCE's PMP includes setting individual performance objectives and assessing the performance and abilities of employees, which is done by managers. It also gives the company an overview over its pool of talent. This provides the basis for promoting internal talent using appropriate training measures.