Ladies and Gentlemen
In 2018, SCHUMANN joined the UN Global
Compact as a signatory and is thus committed to supporting the ten
principles of the Global Compact in the areas of human rights, labor
standards, environmental protection and anti-corruption. With our annual
Communication on Progress Reports, we reaffirm our continued intention
to promote these principles in our sphere of influence and to advocate
for an equitable and sustainable economy.
In 2022, SCHUMANN
celebrated its 25th anniversary. In the past two and a half decades, we
as a company have stood and still stand for one thing above all:
economic success – of our customers, but of course, also our own.
Sucess, however, only really matters to us if it is long-term and the
only way to achieve long-term success is by acting responsibly in every
while always looking ahead and surging forward. We are therefore taking
our succsesful first quarter of a century of company history as an
opportunity to take even more responsibility for future generations: As
of 2022, SCHUMANN is climate neutral by means of compensation.
the past, our emissions have already been avoided and reduced whenever
possible using various measures. Almost all IT devices are equipped with
an Energy Star, for example, and we have
switched to green electricity and gas tariffs. SCHUMANN compensates for
all emissions that cannot be further reduced or avoided with an
external, certified partner. We are proud to say: Our software is now
being produced at climate-neutral locations in Göttingen from 2022.
trust of customers and partners in the products as well as in the staff
of SCHUMANN is essential to us and our business. Daily compliance with
all relevant guidelines and continuous training of employees in these
areas are the basis and prerequisite for success. As SCHUMANN-software
contributes considerably to the entrepreneurial compliance of customers
and partners alike, economic responsibility plays a central role in our
daily work. This means that respectful intercourse in competition and
with business partners is a priority for SCHUMANN. Not only adherence to
the framework conditions specified by standards and laws is a matter of
course for us, but also the active, transparent and careful
documentation of these conditions as well as the prevention of
Currently, SCHUMANN uses several external platforms
such as EcoVadis, IntegrityNext or the Global Compact to communicate
Corporate Social Responsibility efforts. In order to streamline this
communication, SCHUMANN will also publish an own Corporate Social
Responsibility Report based on the Global Reporting Inititative (GRI)
annually from now to guarantee the highest amount of transparency.
Dr. Martina Städtler-Schumann
For SCHUMANN, the protection of human rights is a natural part of the
corporate culture. A working environment free of any form of
discrimination is guaranteed. We are committed to respecting the
principles of internationally recognized standards of the UN Global
Compact and the United Nations (UN) Universal Declaration of Human
As a medium-sized software company, we have no points of
contact with many risky areas of work when it comes to human rights. Our
corporate culture and the framework conditions of the employment
contract go far beyond the requirements specified by the Global Compact.
SCHUMANN is characterized by a very high level of employee and customer
satisfaction. Not only to maintain this satisfaction, but to constantly
expand it, is our top corporate goal.
When procuring technical
infrastructure for our employees, we only work with well-known
manufacturers who are also proactive in the area of corporate social
responsibility. SCHUMANN employs people of different backgrounds,
religions, genders and nationalities. This internationality is perceived
as linguistically and culturally enriching thanks to the personal
openness of the employees and the corporate climate. In international
projects, employees with their different backgrounds are deliberately
used in order to better understand the customers and their requirements.
Non-discrimination applies in every respect to dealing with all
customers and partners alike.
In the event of harassment,
personnel law measures will be taken if necessary. If employees
experience harassment, they have the opportunity to report it
anonymously. You can also complain directly to the respective department
heads or the management in such cases. The department heads have the
obligation to inform the management. This is responsible for stopping
the harassment and, if necessary, taking legal action.
health management is particularly important to us, which is why the
workplaces at SCHUMANN are equipped with office furniture and computer
accessories based on the latest ergonomic findings. Most employees have
sit/stand desks, ergonomic chairs, individual lighting concepts, special
computer mice and keyboards as well as screens and headsets. In
addition to a free choice of fruit and drinks, we also offer our
employees a varied range of free company sports: running club, spinning,
yoga, badminton or beach volleyball.
In order to support the
compatibility of career and family and to enable an individual design of
the work situation, reduced and flexible working hours and home office
days are possible at SCHUMANN. In order to strengthen the cooperation
and team spirit of the employees, a company party is held twice a year
in addition to the individual department parties.
We are not aware
of any violations of human rights by our employees, suppliers or
customers. We will continue to promote and uphold the protection of
human rights within our company and our business relationships.
We reject all forms of child labor, forced labor and discrimination out of conviction and see them as damaging to business.
are aware of the great importance of our employees. Therefore, since
the company was founded, great importance has been attached to a high
level of occupational safety and good working conditions. The leadership
style is characterized by openness and factual orientation. Flat
hierarchies are practiced as well as respectful cooperation at eye
level. All employees are familiar with the SCHUMANN mission statement
and work according to this line. Our mission statement:
satisfaction of our customers is our top priority. Our customers are the
focus of our actions. We accept their goals and achieve them together
We were, are and will remain independent and objective.
We are solely committed to our customers. We are independent
consultants and intend to remain so. That brings our customers and us
We work reliably and openly. We think long-term. Honesty
pays off. We work reliably and communicate openly. We are the long-term,
reliable partner of our customers. We identify with our services and
products - high quality is our incentive. We master what we do. That
drives us. We stay ahead! We are constantly developing our products. We
challenge and encourage our employees. That is exhausting. But works!
check that our suppliers do not tolerate child labor. For trainees who
are not yet of legal age, special regulations and supervisory duties
apply, which are regulated in the respective training programs and
contracts with the trainees.
SCHUMANN follows the principle that
every employee should do the job in which their personal strengths can
best develop and which correspond to the personal inclination of the
employee. The project teams are formed according to their professional
suitability and performance is regularly reflected in “lessons learned”
and project reviews. In international projects, employees with their
different backgrounds are used consciously in order to better understand
the customers and their requirements.
Internal training and
knowledge transfer are very important at SCHUMANN. To ensure this, there
is a company-wide exchange of experience on specialist topics as well
as a targeted know-how transfer of specialist knowledge to individuals.
Monthly internal notifications provide information about employees,
projects and events, and the annual review provides all employees with
detailed information from management.
We attach particular
importance to compliance with the high German occupational safety
standards. SCHUMANN has therefore appointed an internal safety officer
and deputy and also commissioned an external safety officer and a
company doctor, with whom the occupational safety committee meeting
takes place twice a year. In addition, all employees are instructed in
occupational safety as part of basic training and the knowledge they
acquire there is regularly refreshed every two years.
suggestion system is implemented in the form of a mailbox. Everyone is
encouraged to contribute ideas and suggestions on the following topics,
among others: Processes, communication, specialist topics, software
development, technologies, employee events, advertising material or
The promotion of a healthy lifestyle among our
employees is reflected not only in our free range of sports courses but
also in our active participation in public regional sports events. For
several years we have been represented at the old town run and the
volleyball tournament in the city of Göttingen.
the software from SCHUMANN makes a significant contribution to
corporate compliance for customers and partners alike, economic
responsibility plays a central role in day-to-day work.
dealings with the competition and with business partners is therefore
the top priority for SCHUMANN. Equally self-evident is not only
compliance with the framework conditions specified by standards and
laws, but also their active, transparent and careful documentation and
the prevention of corruption.
At SCHUMANN, the mere toleration or
acceptance of corrupt practices is seen as damaging to business. All
employees are therefore strictly prohibited from attempting to
positively influence the decisions of potential or existing customers or
partners through benefits such as gifts, invitations or favors. This
also applies in the reverse case, in which the request or acceptance of
such benefits is prohibited.
The acceptance or granting of
benefits is only permitted within the framework of the legal, ethical
and customary forms. In case of doubt, management should always be
consulted. In the event of misconduct, employees can report this - even
anonymously. In all procurement procedures, a principle of four to six
eyes is used. In principle, two people countersign invoices. For larger
purchases (e.g. laptops, servers), the inventory number is also stored
on each invoice to ensure traceability.
All employees at SCHUMANN
are obliged to strictly comply with all legal requirements for combating
money laundering and the financing of terrorism. This also includes the
requirements for business relationships with people and business
partners who are on blacklists. SCHU-MANN has a strict requirement that
it is not misused for the purpose of concealing cash flows or other
illegal and punishable transactions.
Respectful interaction in
competition and with business partners is our top priority. Equally
self-evident is not only compliance with the framework conditions
specified by standards and laws, but also their active, transparent and
careful documentation as well as the prevention of corruption. We also
attach great importance to the protection of personal and
company-internal data. SCHUMANN's data protection manual, which is
mandatory for all employees, provides the framework for handling such
data. The same applies to the use of company-related social media by
All employees are security checked every 12 months by
checking sanctions and terror lists. The same applies to the recruitment
process. To date, we have not been able to identify any violations of
criminal law relating to corruption in our company.
SCHUMANN is a listed participant of the United Nations Global Compact.
actively communicates its policy commitments to our employees, partners
and all other stakeholder mainly through this report, but also through
our external platforms EcoVadis, IntegrityNext and through our
Communication on Progress Reports for the UN Global Compact.