The corporate culture of REWE Group is characterised by a trusting and respectful relationship among customers, employees and business partners. This commitment is spelled out in the company’s fundamental values. In addition, the Guidelines for Sustainable Business Practices apply to all employees and business partners. These guidelines include a clearly formulated ban on discrimination: “We do not tolerate discrimination in employment and in the workplace for reasons of gender, race, religion, ethnic heritage, age, nationality, marital status, sexual orientation, disability, social background or political orientation.” This principle applies to the hiring of new employees, current employees and business partners.
Each strategic business unit has a contact partner to whom employees can turn in cases of discrimination. These advisers are found in compliance departments, the Works Council and the di.to network (you will find more information on the topic of di.to (different together) in GRI 405 Diversity and Equal Opportunity). In addition, employees can consult with managers and the HR Department. Any report of discrimination will be thoroughly investigated. Each case will be treated confidentially. When a case is investigated, personal meetings with the affected employee or employees are held and the Works Council is consulted.
In Austria, REWE Group pursues a holistic approach with regard to disability: The vision “We think without barriers and give employees, customers and partners the same opportunities” means, on the one hand, increasing the number of employees with handicaps in the company itself; employees with hearing disabilities have been successfully integrated into the stores and people with autism have also found employment in the central units. On the other hand, it means that accessibility is implemented in the stores and on the websites. Numerous awareness-raising measures and an internal DisAbility network accompany this process.
REWE Group conducts a thorough investigation of discrimination allegations. Should the allegations turn out to be true, disciplinary and possibly personnel measures are taken. No discrimination cases that were pursued legally were reported in Germany during the reporting period. In Austria in 2017, there were five cases that led to employees being transferred or leaving the company by mutual agreement. There were also four anonymous inquiries that were not pursued at the employee’s request. With a campaign called “Sexual Harassment and Discrimination – NO Thanks!”, REWE Group in Austria showed employees how they can fight such behaviour. Specially trained employees can provide support to affected individuals at any time by doing such things as having a confidential conversation with them or actively taking steps.