Corporate Responsibility at G+D



The world faces an ever-increasing number of complex and interrelated challenges, including pressing environmental issues due to ongoing climate change; radical technological advances driven by digitalization, which is impacting all areas of life; and uncertainty caused by an unstable global political and economic order. These all require a coming together of the international community to develop joint solutions and commit to responsible conduct. As a global leader in security-based technologies and services, we are acutely aware of our corporate responsibility. We are committed to ensuring that technological change is implemented in a responsible manner and are taking proactive, long-term measures to tackle the urgent challenges of our time – for the benefit of our approximately 11,400 employees, our customers and suppliers, the environment, and the community at large.

The following table lists our main focus areas and outlines the measures we are taking in each one. You can find more information about our activities surrounding responsible corporate governance in our progress report for the United Nations Global Compact.

Corporate Responsibility (CR) strategy

MaterialityFocus on CR action areas employees, climate and environmental protection, and a sustainable supply chain, based on internal survey and alignment with customer requirements (2017). Develop a corresponding CR strategy as a guiding framework for the entire GroupDesign strategic CR framework, 2018: add detail and define specific targets. Goal in 2019: finalize and implement sustainability objectives in the individual action areas


UN Global Compact progress reportEighth report as per UN Global Compact requirements, covering progress in 2018Ongoing
MS¹: Participation in EcoVadis CSR assessment platformAnnual evaluation of G+D Mobile Security's activities and supporting documentation relating to the environment, working conditions, human rights, fair business practices, and a sustainable supply chainMS in top 20% of suppliers evaluated, annual rating

Action Area: Employees

Learning & development
Talent management at both the global and business unit levelInternal programs for systematic identification and development of high-potential employees (talent programs). Design and implement three programs in line with the requirements of the individual business units and target groups (CT2, MS, and Groupwide talent programs)2018: conduct standardized analysis of potential across all business units, identify/define developmental measures for all participants. Start of the three new talent programs, continuation in 2019.
Executive developmentCommunication of management principles based on G+D values; leadership training for an increasingly digitized workplaceOngoing, gradual expansion of program in 2019
CT: global campaign “Lead.Together” to establish a modern leadership culture and uniform management philosophy (workshops, development meetings, talks by management, etc.)Ongoing
CT GmbH, Munich: implementation of a new feedback-based performance culture that respects and values the individualOngoing
Gender/equal opportunities for womenFemale quota for G+D GmbH: 10% of managers in top tier below Management Board; 20% in second management tierTarget achieved in 2018 for top management tier at 14%, 20% in second management tier
Gender-sensitive approach to assessing potential in talent management and recruitingOngoing
Age/demographic changeMeasures aimed at recruiting and retaining young talent, specialist staff, and managers, such as talent programs/reviewsOngoing
Initiatives to recruit and retain young talent, including Girls’ Day 2018, Deutschlandstipendium scholarship programOngoing
Dual master’s study programOngoing
Cultural diversitySignatory of Diversity Charter (German business initiative to promote diversity in companies and institutions), integration of Charter content into trainingOngoing
Hackathon internal digital initiative with international mixed teamsEstablished 2017; held once or twice a year; May 2018 in Stockholm with 50 participants from 11 countries
G+D America:
Measures in accordance with US law on equal employment opportunities (EEO) for women, minorities, veterans, and individuals with disabilities
Action plan as strategic tool for identification, development of measures, and implementation of measures relating to equal employment opportunities/ anti-discrimination. Implemented policies and recruitment programs that focus on equal opportunities for women, minorities, veterans, and individuals with disabilities.Ongoing
Health/work-life balance
Health management and promotionCertification of all major sites to OHSAS 18001; provision of medical check-ups (screening) and health measures at various subsidiaries, e.g. Spain, India, USA. G+D location Munich: expansion of workplace medical services and occupational health scheme; pilot project on risk assessment of psychological stress. Ergonomics advisers, training program around health and preventionSince 2018, independently certified management systems in business units and the Corporate Center. Q1/2019 MS certification in accordance with new standard. Implementation of measures from pilot project on risk assessment of psychological stress, including adapting the work environment. Risk assessment with external partner since Q1/2019
Encouraging a healthy work/ life/caregiving balance“berufundfamilie” certification in accordance with follow-up procedure (highest audit level), with inclusion of the Leipzig printing site in the 10/2016 audit; confirmation that the operational measures adopted or updated are embedded in HR policy and are being rolled out in LeipzigMeasures ongoing until 10/2109, including review and adaptation of shift system at Leipzig printing site, 2018 expansion of option to work from flexible locations, approx. 20% of jobs at G+D GmbH are part-time; Integration of the priority topic of health into the action program for re-auditing 10/2019
Activities of subsidiariesFlexible working hours and telecommuting option, e.g. USA (CT) and SpainOngoing
Good working conditions
Occupational health and safetyCertified health and safety management system in accordance with OHSAS 18001 at all relevant production sites worldwide (total: 20)MS: 15 certified production facilities, i.e. approx. 80% of employees work at certified locations Q1/2 2019 audit; 2020: switch to new ISO 45001 standard CT: 5 certified production facilities, i.e. 55% of employees work at certified locations
Employee information and awarenessLocation Munich: Sustainability Action Days with a focus on healthy eating, health, and conserving resources/mobility; e-learning on occupational health and safety/fire safety; Louisenthal: Health Day2019: organization of Sustainability Action Days planned
Workplace 2020Location Munich: modernization of office/working environment. Further increase workplace flexibility, expand team structures, and embed this approach more strongly in corporate culture. Taking account of psychological stress when planning office space. Consider other ways of boosting employer attractiveness as part of Workplace 2020.Ongoing since 2016; review of solutions for improving mobility, such as introduction of JobRad and a car-sharing app, implementation in 2019. Extending flexible working
Employee retentionCT Munich: realignment of onboarding process towards long-term retention of new employees. MS Munich: planning and introduction of a new pre- and onboarding process for systematic integration and long-term retention of new employeesImplemented
Activities of subsidiariesAdditional measures that go beyond certification, e.g. G+D India: financial assistance for elderly parents of employees (co-insurance)Ongoing

Action Area: Environment

Management system for planning and implementing sustainability measuresCentral standards combined with decentralized responsibility: practical implementation of activities, objectives, and measures is the responsibility of the individual business units as of 2018. Centrally defined sustainability indicators in line with GRI standard (energy, CO2 emissions, water, effluents, waste, workplace accidents, work days lost, etc.); information gathered across Group using SoFi software tool.Centralized management of standards; implementation became the responsibility of the individual business units in 2018
Environmental management: certification to ISO 14001Certified environmental management system for each business unit covering all relevant production sites2018 certification in accordance with the revised ISO 14001:2015 standard in MS, CT, and Corporate Center
Energy management: certification to ISO 50001Certified energy management system for paper mills in Louisenthal and Königstein and at the Leipzig printing siteStrategic energy target for Louisenthal 2017–2021: reduce energy requirements and CO2 consumption by 17% compared with base year 2010. 2018: 19% achieved.
Group-wide climate objective
(scope 1 and scope 2)
Adoption of a Group-wide relative CO2 reduction target of 25% by 2022. Base year: 2016, KPI: tCO2 relative to sales. Qualitative targets for Veridos and secunet: management of energy consumption data and import of all climate dataTarget for 2022: two-degree compatibility by means of various measures at selected sites, including pro rata purchase of green electricity
Corporate carbon footprint
Generate CCF 2018 for relevant production locations (for entire Group, with ability to break down by business unit). Greenhouse gas emissions reported in line with Greenhouse Gas Protocol. Product carbon footprint (MS): productrelated CO2 footprint for cards manufactured at three different European sitesAnnually, 2018 definition of new CO2 reduction goal as a framework for business units, partial collection of scope 3 (3.1, 3.3., 6), 2019: collect data for Veridos and secunet
Conserving resources in production and site operation (selected examples)Louisenthal (Germany) paper mill (production of banknote paper + foils): ongoing development of heat recycling network, using waste heat from the production process for climate control of buildings, own hydroelectric system, own CHP power generation via steam condensing turbine; G+D MS China: conversion to LED lighting at production sites; Spain: expansion of waste disposal, 100% green electricity; USA (CT): save water by replacing sanitary facilities, save energy by using motion sensors and regulating air conditioning systems, recycle cardboard waste via recycling company; G+D India (CT): use of digital documentation, e.g. for contracts and service reports for customers, installation of solar energy collectors on office buildingsOngoing
EU Energy Efficiency DirectiveImplementation at all European locations and performance of energy audits at sites without ISO 50001 certificationCompleted at Veridos 12/17; completed at G+D GmbH Q1/2018
Environmentally friendly productsDevelopment/supply of environmentally friendly products, e.g. card bodies made of renewable PLA (polylactic acid); SIM cards in various form factors that use less material or embedded SIM without card body; banknote paper made using organically grown cotton comber noil on customer requestOngoing
Dialog with stakeholders on environment and climate protection initiativesMS: participant in Mastercard’s Greener Payments Partnership to reduce first-use plastic and promote sustainable materials in payment card manufacturing (launch: October 2018). Participation in various climate protection schemes, such as Carbon Disclosure Project (CDP), and other initiatives, e.g. member of the German Global Compact Network’s Peer Learning Group in conjunction with WWF/CDP; climate reporting partner of Deutsche Telekom; continued membership of Munich climate pactOngoing
Other activitiesMunich: keeping beehives to support biodiversity
Mexico: employee reforestation project near Mexico City

Action area: Sustainable supply chain

Sustainability goals in procurementAnalysis and set-up of a systematic process for selecting suppliers within the Group. Definition of sustainability goals and corresponding measures for procurement.2018: definition of a Group-wide approach to auditing suppliers according to sustainability criteria in line with the increasing demands on G+D and its supply chain, 2019: detailed definition of goals and implementation of measures
Corporate procurement handbookEmbedding of social and environmental criteria in supplier selection process.Since Q1/2018: general sustainability standards, 2018: development of a process to address sustainability in the supply chain, 2019: inclusion of detailed, Group-wide specifications in procurement manual, operational implementation in subsequent months.
MS: Supplier Code of ConductCode of Conduct for suppliersImplemented Q2/2018
Supplier self-disclosure
(CT and MS)
Extension of supplier self-disclosure (supplier questionnaire) to include environmental and social aspectsSince Q1/2018
Sustainability issues included in supplier audits
(CT and MS)
MS: audit of 20-30% of active A and B suppliers. CT: audit of approx. 5-10% of active A and B suppliers. Expansion of audit plan and corresponding checklist to include sustainability issues.Since 2018, annual
CR audit process and standardDevelopment of a systematic audit process for suppliers in accordance with social and environmental criteria, based on an industry standard (initially at MS)2018: risk assessment of A, B, and sub-suppliers at MS in accordance with social and environmental aspects, clustering, sustainability evidence requested (e.g. certificates), 2019: selection of a CR audit standard, step-by-step development of an audit process
MS: Bill of material (BOM) check for suppliersContinuous expansion of product environmental management system BOMcheck (online database) to record and check contents of materials supplied, including conflict minerals in accordance with Dodd-Frank Act.Ongoing
Statement on the UK Modern Slavery ActStatement on how G+D addresses human trafficking and forced labor in the supply chain in accordance with the requirements of the UK Modern Slavery ActUpdate 2018 onwards, development of a systematic audit process in accordance with CR criteria (see above)


Group-wide Code of ConductCode of Conduct for all employees and business partners; incorporates UN Global Compact, ILO core employment standards, UN Declaration of Human Rights, OHSAS 18001; compliance monitored by Corporate AuditingUpdate 2019 in line with stricter legislation and customer requirements
Compliance management system
Group-wide CMS to prevent corruption and violations of competition law, with the individual business units taking responsibility. Quarterly Compliance Committee meetings in the business units for mutual exchange of information, coordination. Enhanced compliance monitoring at local level. Introduction of a spot-check concept to verify compliance with processes at business unit level. CMS adapted locally to new legal requirements (e.g. France, Brazil).Ongoing
Auditing of compliance management systemAuditing of CMS by external third partyCT 2017, MS 2018, Veridos 2018
Group-wide risk analysisSystematic risk analysis of potential compliance breaches in relation to corruption and competition law (compliance assessment). Regular identification and assessment of compliance risks.2018: introduction of a new tool for risk analysis and assessment, ongoing further development of analysis system. MS: compliance checks of top suppliers, of business with officials/ authorities, and of association activities. 2019: carry out Group-wide risk assessment. Establish suitable measures for minimizing risk
Employee awareness/ preventive measuresTraining sessions via e-learning on the basics of compliance/Code of Conduct, anti-corruption, and antitrust law Special face-to-face training for managers and staff in risk-relevant areas (MS: 4, CT: 10 training sessions) Re-rollout of anti-corruption training in Munich with 100% completion rate2019: introduction of new Group-wide e-learning training sessions on the basics of compliance, anti-corruption, competition law (antitrust law) to further raise awareness and inform employees in relevant roles (e.g. sales)
WhistleblowingInternet-based reporting system for internal and external persons for anonymous reporting of potential compliance violations and unlawful conductImplemented since 10/2017, 2018: introduction at Veridos
Banknote Ethics Initiative
G+D is a co-founder of the initiative. Following a successful 2017 audit, confirmation of membership of G+D CT after letter of confirmation in November 2018Ongoing
Review and monitoring of business partnersEnsure proper and reliable cooperation with business partners by means of risk-based checks, monitored using appropriate monitoring systemsOngoing

Corporate Citizenship

Giesecke+Devrient FoundationBrings together G+D’s Corporate Citizenship activities; particular focuses include Museum of the Printing Arts in Leipzig, an international development program for young people from different countries worldwide in partnership with the Goethe Institute, alumni programOngoing
Corporate volunteering programG+D volunteering program involving social projects (selected by G+D Foundation), such as construction work and meeting events, as well as participation in a project designed to teach schoolchildren how to manage money responsiblyOngoing
Activities in subsidiaries (selection)Mexico: financial assistance for earthquake victims and employee support for reconstruction work; India: blood donation campaign, donation of items for people in need; UK: local charitable activities in conjunction with customers; USA: donations and various social activities in local area (Community Support Committee); G+D Indonesia: support for a children’s educational project