Human Rights

At thyssenkrupp we developed our mission statement together and set out in it how we treat customers, colleagues, investors and society as a whole. This is reflected in our commitment and we are proud of it.

The thyssenkrupp Code of Conduct sets out the key principles and basic rules for our actions and our behavior toward business partners and the public. It provides employees, managers and the Executive Board alike with a framework for orientation.

In 2015 thyssenkrupp AG, the Group Works Council, the IG Metall trade union and the IndustriALL Global Union concluded an International Framework Agreement (IFA) on global minimum labor standards at thyssenkrupp. In addition to recognizing the core labor standards of the International Labor Organization (ILO) and the Universal Declaration of Human Rights, the IFA includes principles on good occupational health and safety, opportunities for professional and personal development, the right to adequate remuneration, the prohibition of child and forced labor, and the prohibition of discrimination of any kind.

In addition, thyssenkrupp has set up an international committee with the participation of the Group Works Council, European Works Council and trade unions, which is tasked with intervening in cases of violations or disputes that cannot be resolved locally. As agreed, incoming reports are processed in consultation between the International Committee and thyssenkrupp.

At thyssenkrupp we have developed a Supplier Code of Conduct which clearly formulates our expectations of suppliers. The Supplier Code of Conduct is based on the principles of the United Nations Global Compact and the United Nations Universal Declaration of Human Rights. Our aim is to work only with suppliers who adhere to the principles set out in the code and comply with national laws in this context.

Environmental and energy management at thyssenkrupp and operational environmental protection in the businesses are continuously improved to minimize environmental impacts in an ecologically, economically and socially appropriate way, conserve energy and resources, and protect the diversity of natural resources. The basis for thyssenkrupp's global environmental and energy management is the Group Policy on Environmental and Energy Management. This applies to all thyssenkrupp companies and levels in addition to country-specific regulations, sector regulations or company-specific requirements.

This guideline contains regulations on the following points:

• Organization, tasks and responsibilities,

• Environmental and energy management systems,

• Environmental and energy data,

• Environmental and energy-related performance, targets and programs,

• Risk and crisis management,

• Internal and external communication.

The thyssenkrupp Occupational Safety & Health (OSH) standards are implemented in various Group policies and regulations. Above all in the mission statement, in the Occupational Safety & Health Policy and in detail in the Group policy "Occupational Safety & Health" in conjunction with the Occupational Safety & Health Management Manual, which meets the requirements of the international standard ISO 45001.

The topics covered include not only physical aspects of occupational safety and health, but also mental health. The aim of our occupational safety and health standards is to

• create a uniform understanding of occupational safety and health management throughout thyssenkrupp,

• define responsibilities, duties and minimum standards in occupational safety and health management (in addition to existing statutory regulations),

• create a suitable organizational structure for occupational safety and health management to prevent accidents and work-related illnesses, as well as to strengthen awareness, motivation and skills for individual health promotion and to include employees with limited abilities at thyssenkrupp as far as possible.

The extraction of certain minerals sometimes contributes to significant human rights violations and the financing of violent conflicts in the regions of origin. Due to the higher risk, the EU Conflict Minerals Regulation and the US Conflict Minerals Regulation (Dodd-Frank Act) set minimum due diligence and reporting requirements for the sourcing of these minerals. These regulations focus on specific regions, such as the Democratic Republic of Congo (DRC) and neighboring countries, where the risk is particularly high.

Conflict minerals include tantalum, tin, tungsten (and the ores from which they are extracted) and gold, regardless of where they are mined, processed or sold.

thyssenkrupp is not subject to SEC oversight and therefore has no legal obligation to comply with the conflict minerals requirements of Section 1502 of the Dodd-Frank Act. At the same time, we recognize that the regulations require our direct and indirect customers to conduct appropriate due diligence within their global supply chains.

thyssenkrupp aims to eliminate slavery and human trafficking both in its supply chain and in its own operations. Our efforts in this regard are described in the "thyssenkrupp Modern Slavery Statement 2023/2024", which was drawn up in accordance with the requirements of the United Kingdom Modern Slavery Act (2015), the Australian Modern Slavery Act (2018) and Canada’s Fighting Against Forced Labour and Child Labour in Supply Chains Act (2024).

We at thyssenkrupp have developed a Group-wide concept and a corresponding organizational structure to create a sustainable culture for compliance with human rights and environmental due diligence obligations. In addition to the individual standards and regulations listed above, our concept is also outlined in our Principles of compliance with human rights and environmental due diligence requirements.

The German Supply Chain Due Diligence Act, or LkSG for short, has been in force since January 1, 2023. Under this law, companies with more than 1,000 employees in Germany are legally obliged to analyze and monitor compliance with human rights, working conditions and environmental standards along their supply chains and to take remedial action in the event of grievances.

Read thyssenkrupp AG's current report on the fulfillment of its due diligence obligations under the LkSG and the previous year's report down below.

The thyssenkrupp Group companies that fall within the scope of application according to the current interpretation of the law publish their LkSG reporting independently on their websites.

thyssenkrupp attaches particular importance to compliance with the United Nations International Bill of Human Rights, taking into account the laws and legal standards applicable in the various countries and locations, the fundamental employee rights of the respective applicable national legislation, and recognition of the ILO core labor standards.

At thyssenkrupp all forms of child labor are prohibited and must be avoided. Children must not be hindered in their development. Their dignity must be respected and their safety and health must not be impaired but protected by appropriate measures.

thyssenkrupp is committed to a working environment that is consistently free from discrimination of any kind. Employees must not be disadvantaged, favored or harassed on the basis of characteristics such as gender, skin color, religion, nationality, political or other convictions, ethnic origin, disability, age, sexual orientation and identity or other characteristics.

Diversity management is therefore an integral part of our HR policy. We have enshrined this, among other things, in our Mission Statement, the Principles for Managers, by signing the "Diversity Charter" and with our commitment to the United Nations Universal Declaration of Human Rights and the Free & Equal Initiative of the Human Rights Office (as one of the first 100 companies). In addition, we are member of the German think tank "Prout Employer" and of the German Demographics Network ddn.

thyssenkrupp is committed to ensuring that no form of forced or compulsory labor, (modern) slavery or human trafficking is permitted in our companies, nor do any companies of thyssenkrupp participate in it. All activities must be carried out on a voluntary basis. Employees must be free to part from their employer at their own discretion, subject to the statutory notice periods. Forced labor refers to all forms of bonded labor. thyssenkrupp prohibits all monitoring measures such as the withholding of identification documents, passports, training certificates, work permits or deposits as a condition of employment.

Our corresponding activities are described in the "thyssenkrupp Modern Slavery Statement 2020/2021", which was drawn up in accordance with the requirements of the United Kingdom Modern Slavery Act (2015) and the Australian Modern Slavery Act (2018).

thyssenkrupp complies with the applicable national legislation on working hours. If no national legislation exists, the international standards of the ILO apply. Furthermore, employees are expected to receive compensation that is at least in line with the respective applicable national laws and the legally valid and guaranteed minimum income and social benefits.

thyssenkrupp respects the right to freedom of expression and the protection of personal rights and privacy of its employees. The protection of personal data, in particular of employees, customers and suppliers, is of particular importance to thyssenkrupp. We respect the right of our employees, customers and suppliers to informational self-determination.

thyssenkrupp respects, in accordance with national legislation, the rights of employees to form an employee representative body, to engage in collective bargaining and the right to strike. Joining or forming such an employee representation may not be used as a reason for discrimination or retaliation. Trade unions must be allowed to operate freely and in accordance with the law of the place of destination.

thyssenkrupp requires compliance with applicable national energy and environmental laws, regulations and standards. Furthermore, thyssenkrupp undertakes to establish and apply an environmental and energy management system at energy and environmentally relevant sites. In addition, resources such as energy, water and raw materials are expected to be used efficiently and responsibly. In addition, thyssenkrupp is taking measures in line with the Paris climate agreement to reduce direct and indirect CO₂ emissions, and is working on continuous improvements to drive forward among other things the use of renewable energies and alternative energy sources.

Acting responsibly is a key factor in our business activities and procurement processes. We award contracts not only on the basis of legal, economic, technical and process-related criteria but also on the basis of social, ecological and ethical standards. Sustainability therefore plays an important role for thyssenkrupp when deciding in favor of or against a supplier. We expect the rights of third parties to be respected and any impairments to be kept as low as possible in line with these international standards.

If we as thyssenkrupp use security personnel to protect our operations and facilities, they must comply with our internal requirements, in particular with regard to human rights. They are bound by the thyssenkrupp Code of Conduct and, in the case of external service providers, by the Supplier Code of Conduct.

We view human rights as an interdisciplinary task. Technical experts from various Group Functions are responsible for different individual aspects of human rights.

This integrated approach is also reflected in the responsibilities of our Executive Board members. While our CEO has departmental responsibility for sustainability, our CFO is responsible for our risk management and our HR Director for Human Resources and Legal & Compliance.

The subject matter experts from the various Group Functions meet regularly to discuss human rights activities and identify cross-functional needs for further improving our approach to human rights. Our subject matter experts include representatives from the Technology, Innovation & Sustainability, Legal & Compliance, Controlling, Accounting & Risk, Human Relations Management, Occupational Safety & Health, Procurement & Supply Management, and Communications departments. In addition, there is a regular exchange between these departments and the experts from our businesses to ensure that best practice examples are identified and communicated within thyssenkrupp.

An integral part of our strategic supplier management is the annual selection of suppliers for whom we conduct sustainability audits. In the audits, we check with suppliers on site whether they comply with the principles and whether our requirements are thus met on a permanent basis. In the course of the sustainability audits, a special focus is placed on respect for human rights, for example with regard to working conditions. We select the suppliers to be audited on the basis of country- or industry-specific risk criteria specified throughout the company. If necessary, the audits also result in the adoption of improvement measures, the implementation of which we subsequently review. In this way, we support the further development of our suppliers and at the same time reduce our risks and potentially negative impacts along the supply chain.

Detailed information on our sustainability agenda, including our human rights activities, is integrated into our sustainability reporting in the Annual Report, SCA-Report of the German Federal Office for Economic Affairs and Export Control (BAFA) and on our website. Our current Modern Slavery Statement can be found further up this page.

An online whistleblowing system enables employees or even people from outside the company to anonymously report indications of possible compliance violations at any time. Information about possible violations of the IFA can also be reported anonymously here.