Vebego Germany’s Strategic Commitment to Sustainable Development Goals

Introduction

Facilities services provider Vebego Germany has formalized its commitment to corporate social responsibility by signing the Diversity Charter and joining the “Success Factor Family” corporate network. These actions represent a strategic effort to embed principles aligned with the United Nations Sustainable Development Goals (SDGs) into its operational framework, particularly focusing on diversity, equality, and employee well-being for its 8,000-person workforce.

Initiatives Supporting SDG 8 and SDG 10

Promoting Decent Work and Reducing Inequalities (SDG 8 & SDG 10)

Vebego is actively pursuing policies that contribute to SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities). Key measures include:

• Targeted programs to integrate individuals distant from the labour market into the workforce, promoting inclusive and sustainable economic growth.
• A formal commitment to fostering a culture of diversity and equal opportunity, ensuring productive employment and decent work for all.

Sylke Sergel, Chief People & Culture Officer, stated, “Our measures are aimed at supporting the realities of our employees’ lives while taking into account the demands of our industry. This includes not only allowing difference but using it in a targeted manner.” This approach underscores the company’s strategy to leverage diversity as a driver for business resilience and innovation, in line with SDG 8.

Advancing Gender Equality and Employee Well-being

Contribution to Gender Equality (SDG 5)

The company has implemented specific initiatives to advance SDG 5 (Gender Equality) by empowering women in the workplace. These include:

• A strategic focus on promoting gender equality in leadership roles.
• The implementation of family-friendly policies, such as making part-time roles available for managers, to eliminate barriers to career progression.

Enhancing Good Health and Well-being (SDG 3)

In alignment with SDG 3 (Good Health and Well-being), Vebego has introduced measures to improve work-life balance and support employee health:

• Flexible work arrangements, including mobile working without the need for prior approval.
• Direct access to health services, including vital resources such as mental health coaching.

Monitoring, Engagement, and Long-Term Strategy

Performance Measurement and Stakeholder Engagement

To ensure accountability and continuous improvement, Vebego employs a structured approach to monitoring and engagement:

1. Utilization of a range of HR tools to track progress on diversity and inclusion metrics.
2. Conducting regular employee feedback surveys to assess the impact of its policies.
3. Active participation in public events such as Pride Month and the Corporate Diversity Summit to communicate its commitment to the SDGs internally and externally.

Strategic Outlook

These initiatives are integral to an ongoing strategy to embed Diversity, Equity, and Inclusion (DEI) within the company’s core operations. This strategic alignment with the SDGs is designed not only to meet the needs of employees but also to support the long-term sustainability and resilience of the business.

SDGs Addressed in the Article

SDG 5: Gender Equality

• The article highlights Vebego Germany’s commitment to “promoting gender equality in leadership roles,” which directly aligns with the goal of achieving gender equality and empowering all women and girls.

SDG 8: Decent Work and Economic Growth

• The company’s focus on “integrating individuals distant from the labour market” supports the goal of full and productive employment.
• Initiatives like “mobile working,” “part-time roles for managers,” and access to “health services such as mental health coaching” contribute to creating decent work and a supportive working environment.

SDG 17: Partnerships for the Goals

• The article explicitly states that Vebego Germany has reinforced its commitment by “signing the Diversity Charter and joining the ‘Success Factor Family’ network.” This demonstrates the use of multi-stakeholder partnerships to achieve sustainable development objectives.

Specific SDG Targets Identified

SDG 5: Gender Equality

1. Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.
   
   This target is directly addressed through the company’s stated focus on “promoting gender equality in leadership roles.”

SDG 8: Decent Work and Economic Growth

1. Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
   
   This is relevant due to the company’s efforts in “integrating individuals distant from the labour market” and fostering an inclusive workplace for its 8,000 employees.
2. Target 8.8: Protect labour rights and promote safe and secure working environments for all workers.
   
   The provision of “access to health services such as mental health coaching” and measures to improve “work-life balance” directly contribute to creating a safe and secure working environment.

SDG 17: Partnerships for the Goals

1. Target 17.17: Encourage and promote effective public, public-private and civil society partnerships, building on the experience and resourcing strategies of partnerships.
   
   Vebego’s action of “signing the Diversity Charter and joining the ‘Success Factor Family’ network” is a clear example of forming partnerships to advance its diversity and inclusion goals.

Indicators for Measuring Progress

SDG 5: Gender Equality

• Implied Indicator: The proportion of women in management positions. The article’s focus on “promoting gender equality in leadership roles” implies that the company tracks the representation of women in these positions to measure progress.

SDG 8: Decent Work and Economic Growth

• Mentioned Indicator: Employee feedback. The article states that Vebego “conducts regular employee feedback surveys” to monitor progress on its initiatives, which serves as a direct indicator of employee well-being and satisfaction with working conditions.
• Mentioned Indicator: HR metrics. The article mentions that “Vebego uses a range of HR tools” to monitor progress, which would include metrics on the integration of individuals from distant labor markets and the uptake of flexible work arrangements.

SDG 17: Partnerships for the Goals

• Mentioned Indicator: Membership in multi-stakeholder partnerships. The article explicitly mentions the company has “signed the Diversity Charter” and joined the “‘Success Factor Family’ network,” which are concrete indicators of its engagement in partnerships.

Summary of SDGs, Targets, and Indicators

Source: europeancleaningjournal.com