Disclosure Requirement related to ESRS 2 SBM-2 – Interests and views of stakeholders
VIG takes into account the interests of its employees, which, depending on the local circumstances, are primarily determined directly through surveys, focus groups and workshops. Feedback regarding working conditions, safety and well-being is duly taken into account in the development of new actions and further development of existing ones to ensure that impacts are properly managed. In addition, employees and, where available, their representatives are regularly informed about important company decisions. In internal operations, individual potentially vulnerable groups or minorities are not generally defined; instead, the perspectives of the various stakeholders are taken into account holistically and integrated in cooperation with NGOs. These exchanges enable VIG to stay up to date on emerging challenges and existing initiatives, and thus develop programmes and policies that promote diversity, equality and inclusion within the workforce. A fundamentally respectful approach creates a supportive, inclusive environment that is consistent with ethical practices and respect for human rights. For more information on the inclusion of employees’ interests, see ESRS S1-2 “Processes for engaging with own workforce and workers’ representatives about impacts” and chapter ESRS 2 SBM-2 “Interests and views of stakeholders”.
Disclosure Requirement related to ESRS 2 SBM-3 – Material impacts, risks and opportunities and their interaction with strategy and business model
VIG’s own workforce includes both people who are in an employment relationship (“employees”) and non-employees. Employees consist of staff in both sales and administration roles. Non-employees are individuals who do not have a direct employment relationship with VIG but provide work either as self-employed people or through third-party undertakings. For more information on non-employees, see chapter ESRS S1-7 “Characteristics of non-employees in the undertaking’s own workforce”.
Employees were identified as an important sphere of impact within the scope of the Group-wide VIG sustainability programme. As part of its strategic positioning as an attractive employer, VIG promotes employee centricity, diversity and equal opportunities (see ESRS 2 MDR‑P “Policies adopted to manage material sustainability matters”). Flexible work models, training and development programmes, family-friendly, health- and diversity-promoting initiatives, and fair remuneration that largely exceed legal and/or collective agreement requirements are provided for VIG’s employees. In addition, VIG proactively promotes digital skills development and productivity gains among its employees. Implementing a diversity strategy in internal operations creates positive effects that both strengthen VIG’s reputation and attractiveness as an employer and promote loyalty, team spirit and inclusiveness. This is achieved by ensuring equal opportunities for all, regardless of personal background, in line with the requirements of VIG’s employees. No geographical areas were identified as carrying risk for VIG’s business activities. No child or forced labour whatsoever is carried out within the scope of VIG’s business activities. Furthermore, no negative impacts on employees were identified in connection with VIG’s transition plan for climate change mitigation (transition plan). The policies and strategies that help to improve the impacts identified as material are explained in more detail below.