Preamble

In addition to environmental sustainability, social sustainability is the second central component of responsible corporate behavior. As a research institute, (r)evolution sees itself as responsible not only to our customers and partners, but also to our employees, society, and future generations. With this policy, we commit ourselves to fair working conditions, equal opportunities, respectful cooperation, and social participation. We strive to create a working environment that promotes diversity, excludes discrimination, and supports individual development. Furthermore, we see social sustainability as an integral part of our corporate strategy, our research practices, and our daily activities.

Our actions are guided by the Sustainable Development Goals (SDGs) defined by the United Nations. With regard to social sustainability, we feel particularly committed to the following five SDGs:

 

These development goals represent our stance: We promote fair and safe working conditions, equal opportunities, and diversity. We are committed to respectful cooperation, the individual development of our employees, and a healthy work-life balance. In addition, we strengthen social participation and take responsibility for a socially sustainable future.

 

A. Policy Objectives

This policy and its appendices serve as guidelines for our joint corporate actions. It sets standards for today, defines concrete, verifiable, and ambitious sustainability goals for 2028, and describes the measures we intend to take to achieve these goals. In this sense, social sustainability is not only the goal, but above all the path we want to follow consistently. That is why we have set ourselves milestones for the end of 2025, 2026, and 2027 to focus our measures, measure our progress, and document it publicly.

We are committed to implementing, budgeting, and prioritizing social sustainability as a strategic goal in all our business activities. In doing so, we want to play a pioneering role in our industry by proving that excellent products and services, economic success, and ecological and social responsibility can go hand in hand. We invite our stakeholders, i.e., our employees, customers, partners, and society, to accompany us on this journey.

 

B.  Scope and application

The scope of this policy applies to (r)evolution GmbH and (r)evolution research intelligence GmbH for both locations in Bonn and Dortmund. The scope also includes freelance employees and companies that work permanently or temporarily on site in our office buildings. These individuals must confirm in writing that they are committed to the rules and standards of this policy. All persons within the scope of application are hereinafter referred to as employees.

 

C.  Responsibilities

The company management is responsible for achieving our sustainability goals and implementing measures. It ensures that sufficient resources are made available and assumes overall responsibility for the sustainability management system.

The company management and all employees within the scope of application are equally responsible for complying with current or future rules of conduct and standards.

In addition, a sustainability officer will be appointed. This position is currently held by Kristin Voigt. The appointed person will report directly to the management board. They will be responsible for the following tasks, which are to be carried out in close consultation and cooperation with the management board, the works council, and the occupational health and safety officer:

• Establishing and further developing our sustainability management system.
• Initial assessment of our social actions.
• Defining our social sustainability goals.
• Establishing and further developing our action plan.
• Ensuring the implementation of the agreed measures.
• Annual review of the success of the measures, documentation of the achievement of objectives in a report, and publication of the report on our website.
• Internal and external communication on the topic of social sustainability.
• Regular training and awareness-raising for employees.
• Advising company management on all issues relating to social sustainability.

 

D. Term of the policy

This policy is valid for the period from June 1, 2025, to December 31, 2028. After that, a follow-up policy will be adopted that sets our sustainability goals for the next four years until 2032.

Methodology

1. Status quo Determination of the regulations, voluntary commitments, and measures of (r)evolution that are in place at the time the policy comes into effect and that directly or indirectly contribute to social sustainability.

2. 2. Assessment of our social sustainability.

• • a. Listing our most important parameters in the area of social sustainability.
  • b. Development of a system of key performance indicators to quantify these parameters at the time the policy comes into force (t₀).

3. Definition of concrete and verifiable sustainability targets for 2028 (t₄) and the interim years (t₁ bis t₃).

4. Planning measures to achieve our goals over the timeline until 2028. Determining the expected budget requirements and communication planning with involved third parties.

5. Nature and scope of annual review, documentation, and communication.

Determination of the status quo

At the time the policy comes into effect, the following regulations, commitments, and measures apply to social sustainability.

 

A.  UN Goal 8: Decent work and economic growth

• [Works council] → Since 2015, (r)evolution has had a three-member works council. Since its foundation, opportunities for employees to participate in and have a say in decision-making have been further strengthened and channeled into structured processes. The works council sees itself as the voice of the employees. In addition, the works council is also the point of contact for all issues relating to equality, diversity, and integration/inclusion.
• [Benefits] (r)evolution offers its employees a wide range of benefits to make their work and commute as pleasant as possible. These include attractive office equipment, subsidized job tickets, a job bike program, free water, coffee, and a weekly fruit basket.
• [Market-standard remuneration] When remunerating employees, care is taken to ensure that market-standard remuneration is paid. The results of the annual salary survey conducted by Marktforschung.de serve as a basis for this.
• [Annual employee survey] Since 2008, (r)evolution employees have had the opportunity to express their satisfaction with their work, working conditions, and training opportunities in an employee survey, in addition to providing a detailed assessment of the management. The results are used by the management to identify areas where action is needed and to develop appropriate measures.
• [Home office] Following the comprehensive rollout of video conferencing technology in 2020 and the prior provision of notebooks or mobile PCs to all employees, flexible home office arrangements were introduced and remote workstations established (regulated in the company agreement on mobile working). The time saved on commuting gives our employees more free time for their private lives, which helps them achieve a better work-life balance. We also enable people in rural areas to access work.
• [Flexitime account] All (r)evolution employees have a flexitime account. Apart from core working hours from 11 a.m. to 2 p.m., working hours are flexible. There is also an overtime account with time off in lieu, the aim being to avoid overtime from the outset or, if necessary, to reduce it as quickly as possible. The relevant regulations are laid down in the works agreement on working hours and flexitime accounts.
• [Feedback culture] In addition to the general corporate culture, which expressly encourages feedback from all employees in all directions, (r)evolution has created further opportunities for feedback. The annual performance review gives employees the opportunity to receive feedback from their direct supervisor and to provide their own feedback. Regular feedback meetings have also been established as part of intercollegiate exchanges, which promote communication between teams in particular and thus lead to better cooperation. Finally, a freely accessible mindfulness list defines the shared expectations for office life and provides space for feedback if things are not going so well.
• [Well-being budget] Employees have a well-being budget of over EUR 2,000 at their disposal each year. Administered by the works council, this budget can be used to purchase items to improve the office, the common areas, or to make work easier, without any red tape or approval from management.
• [Team events] Every year, (r)evolution organizes several team events to strengthen the bond between colleagues and encourage informal exchanges outside of regular project work.
• [Market research studies for NGOs] For many years, (r)evolution has supported various non-governmental organizations by conducting market research studies for them at cost price. In the past, organizations such as Help, Fairtrade, Aktion Mensch, and DKMS have been supported.
• [Training and internships] → see also Goal 4
• [Further training] → see also Goal 4
• [Equal pay for equal work] → see also Goal 5
• [Equal treatment in the application process] → see also Goal 5

 

B. UN Goal 3: Good health and well-being

• [Occupational safety/health] At (r)evolution, there is an occupational safety and health officer who deals with a wide range of issues in this area. The responsible person organizes occupational safety instructions and safety training (fire protection, first aid), draws up crisis, emergency, and evacuation plans, takes care of fire extinguisher inspections, prepares risk assessments for vulnerable groups (e.g., pregnant women), and conducts a mental health risk assessment every two years.
• [Health-promoting office equipment] If desired, (r)evolution employees receive height-adjustable desks and gel pads for the keyboard and/or mouse to ensure ergonomic working conditions. Furthermore, all offices have been equipped with soundproof walls to keep background noise as low as possible when working together. Employees who require glasses for working at a computer screen benefit from a higher cost coverage than required by law. The terms and conditions are set out in the company agreement on glasses for computer work.
• [Healthy nutrition] (r)evolution provides water and fruit free of charge to its employees.
• [Break facilities] During breaks, (r)evolution employees have access to the company’s own garden with a terrace and a fully equipped kitchen where meals can be prepared.
• [Yoga] Since 2018, (r)evolution has been offering a free weekly yoga class with professional instruction in its own offices.
• [JobRad leasing] Instead of company cars, (r)evolution offers employees the option of leasing one or more JobRad bikes for private use. This is not only more environmentally friendly, but also has a positive effect on employee health. (r)evolution subsidizes the JobRad lease by covering the insurance policy during the three-year lease period.
• [MdRzA] Since 2022, (r)evolution has been participating annually in the Germany-wide “Cycle to Work” campaign organized by ADFC and AOK, thereby reducing its environmental impact and promoting physical activity among its employees in their everyday lives as part of its occupational health management program.
• [Health services and seminars/lectures] At regular intervals, (r)evolution offers its employees external health services and seminars on various health topics (e.g., stress/resilience seminars, eye training, vision tests, ergonomic workplace analysis, lectures on ways to achieve serenity or menopause).
• [Coaching services for mental stress] Following the legally required risk assessment for mental stress, (r)evolution offers employees at risk the opportunity to take advantage of external coaching services anonymously. The works council acts as a neutral mediator in this regard.
• [Home office] → see also Goal 8
• [Flexitime account] → see also Goal 8
• [Well-being budget] → see also Goal 8
• [Team events] → see also Goal 8
• [Annual donation to social projects] Since 2009, (r)evolution has not sent Christmas gifts to its business customers, but instead donates to charitable organizations (in 2024, the amount will be EUR 3,000). Since then, we have supported organizations such as Doctors Without Borders, Deutsches Kinderhilfswerk, Reporters Without Borders, Polylux, Correctiv, and Fridays for Future on an ad hoc basis.
• [Market research studies for NGOs] → see also Goal 8

 

C.  UN Goal 4: Quality education

• • [Training and internships] (r)evolution strengthens vocational training by offering training as a specialist in market and social research and as an IT specialist for application development. Furthermore, (r)evolution regularly offers students internships for compulsory internships. In addition to imparting sound specialist knowledge, we also attach great importance to fair remuneration for our trainees and interns.
  • [Continuing education] At (r)evolution, employees have access to a wide range of internal and external continuing education opportunities through the Evo Academy. Individual continuing education measures can also be agreed upon during the annual performance review. In addition, every (r)evolution employee is allocated four hours per month for personal and professional development.
  • [Works council] → see also Goal 8
  • [Market research studies for NGOs] → see also Goal 3

 

D.  UN Goals 5 and 10: Gender equality and reduced inequalities

• [Equal pay for equal work]: The (r)evolution works council has been conducting random checks of salaries based on age, gender, and ethnic origin. The last review in 2023 found no evidence of discrimination in pay based on the factors mentioned.
• [Equal treatment in the application process] In order to ensure equal treatment of all applicants in the application process, a process has been established whereby the works council can review the selection process through comprehensive documentation and check whether equal treatment is guaranteed by accessing all applications.
• [Home office] → see also Goal 3
• [Flexitime account] → see also Goal 3
• [Further training] → see also Goal 4
• [Market research studies for NGOs] → see also Goal 3
• [Annual donation to social projects] → see also Goal 3

V Reporting on our social sustainability efforts

Based on the UN goals defined above and the measures taken to date, we have compiled a collection of qualitative and quantitative aspects that reflect our social sustainability efforts. For the following assessment, we focused our key performance indicator system on the measurable aspects that have the greatest impact on socially responsible behavior. At the same time, these are closely linked to the defined goals (see Chapter VI).

The reference period for our social sustainability key performance indicator system is 2024.

Area	Key figure	Measure	Result 2024
Decent work	Assessment of overall satisfaction based on employee survey	School grading system 1-6	Ø 2,2
Decent work	Works council	Available/not available	Available
Decent work	Percentage of completed Supplier Code of Conduct	%	0% (as this does not exist yet in 2024)
Health and well-being	Risk assessment of psychological stress	Risk index in %	Not carried out in 2024. Risk index H1 2025 = 13%
High-quality education	Trainees/interns in the company	Number	Apprentices: 1, interns: 0
High-quality education	Further training for employees	Average number of continuing education hours per full-time position per year	44,4 hours
Gender equality and reduced inequalities	Age structure of the workforce	VDistribution across age groups	16-29 years 9 30-39 years 12 40-49 years 10 50-59 years 7 60+ years 2
Gender equality and reduced inequalities	Average age of workforce	Average	Ø 39,5 years
Gender equality and reduced inequalities	Gender ratio in the workforce	%	Women: 50% Men: 50%
Gender equality and reduced inequalities	Proportion of women in management positions	%	22%

Our social sustainability goals

Our social sustainability goals are set for 2028 and either relate to targets defined annually or to targets to be achieved by 2028. As our goals are very diverse in nature, we strive to improve some of them, while for others we aim to maintain the status quo, as a high level has already been achieved.

 

UN Goal 8: Decent work and economic growth (partly also UN Goals 5 and 10):

• The overall satisfaction rating in our annual employee survey is a clear indicator of the current working conditions as a whole. This is measured using a school grading system. The goal is to achieve an average grade of at least 2,4 in this dimension every year.
• To safeguard employment rights, the work of the works council will continue to be expressly desired and promoted by the management in the future. It is therefore our goal to maintain a works council at (r)evolution in the coming years, which will actively help shape company life.
• With this policy, we are also adopting a Code of Conduct for our suppliers. Our goal is for all suppliers on our whitelist to sign the Code of Conduct as soon as possible (but no later than 2027).

 

UN Goal 3: Good health and well-being

• Every two years, (r)evolution carries out the legally required risk assessment for psychological stress. The goal is to achieve a risk index in the range of 0-20% for the reporting years 2025 and 2027.

 

UN Goal 4: Quality education

• The goal for 2028 is to continue strengthening vocational training. To this end, we aim to employ at least one trainee or provide an internship position each year.
• • As a service provider, we are heavily dependent on well-trained employees in a rapidly changing work environment. Therefore, the goal is to enable every employee at (r)evolution to receive an average of at least 35 hours of continuing education per year and full-time position by 2028.

 

UN Goals 5 and 10: Gender equality and reduced inequalities

• Our goal is to achieve a balanced gender ratio both in our workforce and in our management positions. The gender ratio in our workforce should ideally be 50/50 (tolerance range of +-10 percentage points). We aim to have 30% of our management positions held by women by 2028.
• We also aim to prevent discrimination against individual groups in the application process and in terms of pay by means of annual reviews by the works council. To this end, the works council reviews the applications received and the salaries paid, at least in terms of age, gender, and ethnic origin.

[1] Our supplier whitelist is based on the requirements of ISO certification 27001. All companies on the list have been audited for data protection and information security. With the entry into force of our Supplier Code of Conduct, acceptance of this requirement becomes a prerequisite for companies on our whitelist.

VII Our measures in the area of social sustainability

In addition to the measures described in Chapter IV (which have already been implemented), we continuously collect suitable ideas that will help us move closer to our sustainability goals. At the beginning of each year, this collection is used to draw up the action plan that we adopt for the coming 12 months. These measures must contribute to the goals that have been set and enable realistic achievement of the goals within the defined target range by the end of the year.

With the entry into force of this social sustainability policy, an individual contractual Supplier Code of Conduct and a Compliance Policy for Employees are also being established, which are annexed to this policy. These two documents define the values that (r)evolution has agreed upon internally and jointly with its service providers.

[2] The Social Sustainability Measures file supplements this policy and is intended as a collection of ideas that will be continuously expanded.

Review, documentation, communication

Our sustainability targets are reviewed annually by the sustainability officer. By the end of February 2026, 2027, 2028, and 2029, a review will be conducted to determine whether the targets defined in this sustainability policy for the previous years have been achieved. The results of the review will be documented in a sustainability report and published on the company website in March of each year.