Together For Our People
At Schréder, we are committed to fostering a diverse, inclusive and equitable culture and to creating stable and reliable relationships with suppliers based on shared values. Our principles are enforced in our Code of Conduct, which was revised and enriched in 2022.
Our Together For Our People strategy focuses on 2 main axes - Diversity, Equity and Inclusion and Sustainable Procurement and Human Rights - with the goal of contributing positively to the UN SDGs 4, 5, 8 and 16.
Diversity, Equity & Inclusion
At Schréder, we are committed to fostering a diverse, inclusive and equitable culture. We aim for the highest standards of fairness and equal opportunities for all employees at all stages of their career.
Diversity, Equity, and Inclusion (DEI) are fundamental principles at Schréder, shaping our identity and driving our achievements. In 2023, Schréder strongly committed to better understanding and celebrating Diversity, Equity and Inclusion (DEI). Through a series of targeted communications and an entire month dedicated to raising awareness and celebrating DEI, we have made it a central focus within our company. Our targeted actions are outlined in our DEI Manifesto.
In line with the UN’s goals, we decided to focus our effort first on gender diversity and equality as this is still an on-going concern in society as a whole. 28% of Schréder employees are women. At the end of 2023, the proportion of women in management positions increased to 15%, compared to 13% at the end of 2022.
While this is an improvement, we need to remain focused to reach our 2030 ambition. As we believe the best way to increase the proportion of women in management is to create a more diverse pool of employees, we are committed to ensuring that at least 40% of all new or replacement hires are women by 2025, up from 32% at the end of 2023.
2025 Target | 2030 Ambition |
 |  |
| women recruited for new positions | women in management positions |
Sustainable Procurement and Human Rights
Our responsibility as a global manufacturer is to ensure respect for environmental and human rights principles across our supply chain. We owe this transparency and accountability to our employees and our customers.
Our goal is to protect Human Rights directly and indirectly by ensuring that Schréder’s entities and their supply chain are safe and that workers are treated with respect and dignity. In 2020, we adopted the Responsible Business Alliance (RBA) Code of Conduct as our Human Rights standard and required all our Group suppliers to confirm their adherence and compliance with this standard. At the end of 2022, suppliers representing 97% of our total supply chain value had confirmed adherence to the RBA Code or similar standards. In 2022, we also developed a Sustainability Risk Assessment methodology, which describes the due diligence process that we use to assess the sustainability standards of our suppliers. In 2023, we deployed this risk assessment process across 61% of our Group supply base, by value, and trained 100% of our sourcing managers in the new process. By 2030, we aim to assess all Group suppliers against human rights and environmental standards. |
2023 Result | 2030 Ambitions | |
 |  | |
| of our Group supply base assessed on sustainable procurement risks | of our suppliers assessed on sustainable procurement risks | breach of human rights standards in our value chain |
Training & Education
To support the growth and development of our employees, Schréder offers a range of internal and external training opportunities. These programmes are designed to meet the specific needs and objectives of individuals, groups and departments, whether it be for languages, IT skills or fork-lift truck driving.
In 2023, we launched new People & Culture policies to reinforce our commitment to employee growth, inclusion, and organisational excellence. We prioritised leadership development, exemplified by LEAD journeys. An impressive 76% of our leaders participated in leadership development journeys to facilitate the growth and development of their team members.
Just over 8,500 hours of training were delivered to employees covering a wide range of topics. The Goodhabitz online learning platform, launched in 2022, accounted for 4,193 hours, reflecting our employees’ interest in self-development. The average training time per employee increased to 4.9 hours in 2023.