Hornbach-Baumarkt-AG Group

64 GROUP MANAGEMENT REPORT Corporate Responsibility
the possibility for employees to select a vehicle from a lower
class than that to which they would be entitled.
Energy-saving measures at stores
The company also actively takes account of environmental
protection factors when building and operating its stores.
The new lighting technology introduced in 2009 has benefited
not only all new stores - further existing stores were
upgraded in the year under report, so that 117 stores now
have the new technology (2011/2012: 84). At its core, this
sustainable lighting technology involves introducing electronic
control gear for the operation of halogen metal vapor
lamps. Central lighting control now allows the lighting to be
dimmed and means that only that volume of light actually
required in a given area is used. What's more, the lighting
system is tailored to make optimal use of daylight. The installation
of large light domes and long light bands in the
roofs of new stores also assists in using natural light. The
new lighting technology not only increases the operating
lifetime of the lighting equipment by around 50%, but also
helps reduce annual energy costs. Not only that, it has also
noticeably improved lighting quality in the shelves.
A further contribution towards saving energy is due to the
Building Control Technology (BCT) that we included in our new
building standards in 2008. This system manages the operating
times of energy-consuming systems in line with requirements,
thus optimizing energy consumption volumes. The
system has so far been installed in 16 new DIY stores and
rolled out to 89 existing stores. A total of 105 of our stores are
thus equipped with the latest technological standard
(2011/2012: 88). 17 further existing stores are due to be
upgraded in the 2013/2014 financial year. Efficiency is also
the top priority in terms of heating energy. Here, consistent
waste heat recovery in the ventilation system ensures a lower
volume of consumption. This technology is used when building
new stores, as is enhanced heat insulation based on a new
façade system. This has benefited the new stores opened in
the year under report.
Based on weekly consumption statistics, each HORNBACH
store is able to gain a precise picture of its own energy efficiency.
By drawing on various energy-saving technologies, we
managed to further reduce the annual CO 2 emissions of our
group-wide store network in the year under report.
Responsibility for our employees
68 nations under one roof
In our behavior towards our employees, we accord absolute
priority to ensuring equality of opportunity and rejecting any
kind of discrimination. Ethnic origin, gender, age, physical
restrictions and religious affiliation play no role in the assessment
of applicants. The only qualities that count are
specialist competence, a willingness to learn, and team spirit.
By signing the "Diversity Charter" in 2008, the company
clearly underlined its commitment to a working environment
that is free of prejudice. People from a total of 68 countries
across four continents work together in the nine countries in
which HORNBACH operates.
The company's success is closely linked to the competence
and motivation of its employees. Their willingness to roll up
their sleeves, and thus to improve the Group's earnings, is
honored by our bonus model. The possibility of acquiring
employee shares represents another way of enabling employees
to participate in the company's success.
Key focus on employee satisfaction
HORNBACH performed an employee survey in the 2012/2013
financial year to evaluate the working climate at the company
and employee satisfaction levels. The findings and resultant
changes at the company are being taken as an opportunity to
consistently respond to employees’ wishes and ideas. The
positive overall balance is reflected in the pleasingly high
score received in the “Identification with the company” index.
Even in a positive working environment, the possibility of
conflicts arising between employees or with their superiors
cannot be excluded. To provide a neutral point of contact, one
which may also be initially approached without involving the
opponent in the conflict, the company has created the position