• Published on: 2024-12-04T12:17:05+01:00

Everything for our vision

Diversity & Inclusion Report 2023

Diversity & equal opportunities

This report presents the measures, results and progress of our company in the area of diversity and inclusion. The reporting period refers to the year 2023, from January 1st to December 31st. This report will be published annually in future. Our aim is to create an inclusive and diverse working environment that offers equal opportunities to all employees. Our HR strategy presented here is the responsibility of Bastian Laschowski, who heads up our human resources department.

Type of report: Diversity & Inclusion Report
Company: Luana AG
Reporting period: 1 January – 31 December 2023
Employees during the reporting period: 36
Reporting cycle: Annual reporting

Promotion of gender equality

Equal opportunities for everyone

Women make up a third (33.33%) of our workforce and almost half of the total population. We are therefore actively committed to promoting their career advancement through equal opportunities, mentoring, fair pay and the elimination of prejudices. Although our goals are based on a binary understanding of gender, we also recognize non-binary gender identities. At Luana, we pursue an intersectional approach in our strategies and measures. This means, among other things, that we include all people who identify as women in initiatives to promote the proportion of women in the energy sector.

We have set ourselves the goal of increasing the proportion of women from the current 33.33% to at least 40%—ideally 50%—by 2024.

  • Introduction of a mentoring program for women
  • Training for managers and employees in the area of human resources

Proportion of women

at Luana AG

Icon einer Frau mit langen Haaren und einem Herz darüber

33.33%

Strategic goal
Increase to 40-50%

Proportion of women

by professional group

Administration: 67%
Operational management: 40%
Controlling: 50%
Marketing: 100%
Sales: 50%
Project Management: 50%
Image above: “Demographic company data of Luana AG for the period  1 January – 31 December 2023” © Luana AG, 2024

Gender

in 2023

Strategic goal
Increase the proportion of women to 40-50%

Generation

in 2023

Internationality

in 2023

Image above: “Demographic company data of Luana AG for the period  1 January – 31 December 2023” © Luana AG, 2024

Proportion of women

in management positions

Icon, das eine Frau mit Hochsteckfrisur an einem Pult zeigt

50%

Proportion of women

in the top 3 management levels

Board of Directors: 0%
Vice President: 0%
Head: 75%
Image above: “Demographic company data of Luana AG for the period  1 January – 31 December 2023” © Luana AG, 2024

Fair working conditions

Same job, same salary

Everyone deserves fair pay. Luana is committed to paying fair wages and therefore a central component of our inclusion strategy is the consistent implementation of fair pay. All our employees receive remuneration based on objective criteria such as qualifications, experience and performance. We are actively committed to closing gender pay gaps and conduct regular, transparent salary analyses to ensure that all colleagues are paid fairly regardless of gender, gender identity, origin or other diversity characteristics. In addition, we offer training for managers to raise awareness of unconscious bias and promote fair, non-discriminatory decisions in salary and promotion processes.

Our aim is to continue to pay all colleagues fairly regardless of gender, gender identity, origin or other diversity characteristics.

  • Introduction of further training for managers
    • Contents:
      • Creating awareness of unconscious bias
      • Promotion of fair, non-discriminatory decisions in salary and promotion processes

Payment also at:

On-call service
Voluntary work (up to 2 days p.a.)
Parental leave
Business trips
Public holidays
Leave of absence
Court appointments
Illness
Illness of the child
Overtime work
Personal incapacity
Trial work
Strike
Vacation

Services & benefits for social security

Company pension scheme

Luana offers all employees an offer that we have launched as part of our cooperation with Nuremberg Insurance (in German: Nürnberger Versicherung). Any employee who would like to find out more about the benefits of a company pension through salary conversion is welcome to contact our friendly partner, Mr. Tobias Gravert, at any time to calculate rates and obtain individual offers. As an employer, we support our employees with an additional 15% contribution.

Contact: Mr. Tobias Gravert
gravert@vbz-hanse.de

Image above: “Contact details for company pension schemes for employees” © Luana AG, 2024

Anti-discrimination

Appreciation & community instead of prejudice

Respect for human rights is at the heart of our sustainability strategy. As a core principle of our Code of Conduct, this applies to us and all players in our supply chain. For Luana, Diversity, Equity & Inclusion (DEI) is a central component of our corporate strategy and is firmly anchored in our culture of appreciation and community. Our goal is to create an environment of belonging in which equal opportunities are actively promoted in order to fully utilize the potential of our diverse workforce. We are convinced that diversity and an appreciative corporate culture are key success factors in a globally networked world. Different perspectives, cultures and ways of thinking enable us to meet the needs of an increasingly diverse customer base and our stakeholders with innovative and creative solutions. Through a variety of programs and training, we raise awareness of diversity and promote an inclusive work environment free from discrimination based on ethnic or social origin, skin color, gender, nationality, language, religion, physical or mental disability, gender identity, sexual orientation, health status, age, marital status, pregnancy and parenthood, union membership or political beliefs, as long as they are based on democratic principles.

Our “Culture & Values” competence team, known as the “CultureClub team”, is the permanent point of contact for all employees who have questions or problems relating to or disregarding our corporate values: sustainability, community, appreciation and integrity. Our employees can contact the team at culture@luana-group.com using this link (contact form) or by calling +49 402576747-48. All discussions are treated with the utmost confidentiality.

Internationality

in 2023

Strategic goal
Increase the international share to 30-40 %

Internationality

in 2023

Image above: “Demographic company data of Luana AG for the period  1 January – 31 December 2023” © Luana AG, 2024

Freedom of association & collective bargaining

Fundamental human rights

Freedom of association is a fundamental human right that guarantees the right of every person to associate freely with others and form associations. At Luana AG, our inclusion reports play a central role, as they ensure that diversity is anchored not only in the composition of our workforce, but also in our corporate culture. These reports help us to identify systemic inequalities at an early stage and develop targeted measures to ensure full and equal participation of all employees. Our aim is to create a working environment that is open to all and in which every person can thrive regardless of origin, gender or other personal characteristics.

In the reporting period (1 January – 31 December 2023), we were not aware of any incidents of business activities that could have endangered civil liberties or collective rights. As a matter of principle, we do not engage in any business activities with contractual partners that could jeopardize civil liberties or collective rights. We monitor this as part of our internal control systems with negative and positive lists.

Our “Culture & Values” competence team, known as the “CultureClub team”, is permanently available to all employees via our trusted advisor for questions and problems relating to or in the event of disregard for rights or our corporate values: sustainability, community, appreciation and integrity. An introduction to the topic is given to all new employees on their first day at work. Our employees can reach the team at culture@luana-group.com this link (link leads to the contact form) and on the telephone number: +49 402576747-48. All discussions are treated with the utmost confidentiality.

Our CultureClub

Our person of trust

Work-Life-Balance

Part-time & remote models, home office & Co.

In order to give our employees the flexibility they need to stay healthy in the long term and combine family and professional life in a relaxed manner, we offer both part-time models and “100% remote positions”. In addition, employees who have a full-time contract can apply for home office days at any time, even at very short notice. The option of parental leave for everyone is also a matter of course for us. We are an animal-loving company and also offer our employees the opportunity to bring their dog into the office every day. 100 percent of our employees have a permanent employment contract. We do not work with temporary staff. When working with subcontractors, we require them to respect human rights and pay the minimum wage at least.

Number of dogs

in our offices

Icon, das einen Hund darstellt

2

Flexible working models

in 2023

Flexible attendance models

in 2023

100-percent remote positions: 11%
Users of flextime models: 85%
Employees who have worked from home: 100%
Image above: “Demographic company data of Luana AG for the period  1 January – 31 December 2023” © Luana AG, 2024

Well-being at the workplace

Health promotion

In times of numerous crises, rethinking wellbeing is becoming increasingly important – including in the workplace. Wellbeing is increasingly viewed holistically, with physical, mental and social aspects seen as closely interlinked. At Luana, we share this understanding. A key aspect at a time when our working environments are changing is the realization that the physical workplace has a significant impact on wellbeing. In order to promote creativity and strengthen resilience, we design our workplaces so that they optimally meet the needs of our employees.

Promotion of physical health:
All of our workstations are equipped with:

  • Sufficient daylight
  • Green indoor plants
  • Height-adjustable desks
  • Ergonomic chairs
  • Several large screens to relieve eye strain

Promotion of mental health & stress management:
In order to strengthen the mental health of our employees, we pay very close attention to ensuring that break times are adhered to (with the help of our HR tool “Personio”). Our system does not allow time recording without recording a break after at least 6 working hours. We have set up our Luana SocialRoom so that our team can also switch off outside the usual break times or when it rains. This room has a pool table, a table football table, a Playstation and a TV and can even be used privately by our employees at weekends.

Health-promoting workplaces & SocialRoom

Green plants & light-flooded rooms

Offener Loungebereich der Luana AG mit Pflanze im Vordergrund.
Eingangsbereich der Luana AG mit blühender, weißer Pflanze im Vordergrund.
Büros der Luana AG mit Blick auf den Konferenzraum im Hintergrund.
Eingangsbereich der Luana AG mit Glastür und vielen Pflanzen im Vordergrund.
Loungebereich der Luana AG mit Barhockern und Tisch und vielen grünen Bäumen im Hintergrund.
Image above: “Luana AG office space” © Luana AG, 2024

Health & safety management program

Luana EnergyBalance

We take responsibility for the health and safety of our employees every day. We do a lot to protect our staff from accidents and work-related illnesses. We focus on preventative measures to ensure that health problems do not occur in the first place. Our approach is to prevent accidents and promote safety. We want to promote the health of our employees and maintain their performance in the long term. An all-round safe workplace is crucial for this. That is why we are constantly working to strengthen our health and safety culture and are also planning to introduce our new program: Luana EnergyBalance.

Number of accidents at work in the Luana

in 2023

Icon eines Rollstuhls

0

Health rate

in 2023

Strategic goal
Reduction of the sickness index < 1 %

Planned for

2024

The introduction of:

Luana EnergyBalance
Our new health & safety program

Image above: “Health-related company data of Luana AG for the period 1 January – 31 December 2023” © Luana AG, 2024

Our fire protection, security and data protection officer

Portrait von Henning Musche
Well-organized occupational health and safety is becoming an increasingly important competitive factor. Productivity and quality depend on the health and motivation of the people who work in the company. In the area of conflict between customer requirements and legal obligations, operational processes can only run smoothly if occupational health and safety is taken into account in a practical manner. For us, systematic occupational health and safety and effective occupational health and safety management systems (AMS) mean planning safety and health protection in a targeted manner, organizing it systematically and implementing it consistently as a management task. To this end, we regularly review the effectiveness of occupational health and safety management in order to continuously improve our health and safety measures. This enables us to optimize smooth operational processes. This increases performance (e.g. by minimizing downtime and preventing accidents) and motivates our employees. We take these preventive measures very seriously and have them checked regularly (e.g. by the employers‘ liability insurance associations). For new projects, we coordinate all occupational health and safety measures with the employers‘ liability insurance associations and oblige and monitor our partner companies to implement these measures.

In the area of occupational health and safety, we continuously train our employees and train them in new safety systems. We also have our first aiders trained and educated on a regular basis. Our health and safety officer for the areas of fire protection, safety and data protection is our esteemed colleague Henning Musche. We use the Personio tool as a data collection system for our health data.

We have set ourselves the goal of reducing the health rate from the current 1.6 percent to a maximum of 1.5 percent—ideally to below 1 percent.

  • Creation of a formal health policy
  • Defining a team for the program (structure and responsibilities)
  • Definition of measures to achieve the objectives
  • Training of managers and employees in the area of “Human Resources”
  • Introduction of “Luana EnergyBalance” incl. information campaign for all employees

Trainings

Luana Academy

Sustainable training & development measures with our “Luana Academy” program
Our commitment to sustainability and social responsibility extends to all levels of our company, including the continuous development of our employees. With our “Luana Academy” program, we offer both regular training and individual development opportunities.

PRINCE2® training courses
All our project managers are PRINCE2® certified. PRINCE2® (short for PRojects IN Controlled Environments) is a widely used and recognized project management method that is particularly suitable for managing complex projects (such as photovoltaic projects). In this reporting period, the annual PRINCE2® training course took place from 12.04. to 14.04.2023 and four more colleagues successfully completed the course with certification.

Small & large drone license
The A1 / A3 drone driver’s license is proof of sufficient competence to operate drones with a relatively low hazard potential. This license is also known as EU Certificate of Competence A1 / A3. It is also known as a remote pilot certificate or small drone driver’s license. In contrast to the A1 / A3 drone driver’s license, there is also the large drone driver’s license, which is known as the EU remote pilot certificate. This can only be obtained from certified examination service providers. We train our employees and support them in taking their small and large drone driver’s license exams. In this reporting period, three colleagues successfully passed the examination for the small drone license and two colleagues successfully passed the examination for both the small and the large drone license. Their certificates are valid for 5 years.

Further training: AI for managers
Two of our employees have also completed and successfully passed the “AI for managers” course.

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