Sustainability Social affairs

Social

There are about 9,300 reasons why we partner with schools, universities, and talent and personnel development programs. That is the number of workers at PERI, and their equal opportunities for development are at the heart of our HR work. Diversity is vital for us, both in terms of people and opinions, which is why we deliberately bring different skills together in our teams. Groups with common goals and individual backgrounds are one of a company’s greatest strengths. This is because diverse perspectives lead to better decisions and long-term outcomes. 

People at PERI

Our roughly 9,300 employees are the cornerstone of PERI and make a vital contribution to our success every day. The PERI Group gives them targeted support with varied training programs and an appreciative, diverse working environment for our joint success. 

Workers in figures

  • 9394
    people work at PERI worldwide. There are 7,379 male and 2,015 female workers.
  • 60
    subsidiaries, PERI employees work at 140 locations worldwide.
  • 13
    is the Lost Time Injury Rate per million hours worked.

Our Design Plans for the Social Dimension of Sustainability 

At the same time as developing its environmental targets, since 2025 the PERI Group has aligned its system of social objectives and performance indicators with the requirements of ESRS S1 Own workforce. This EU standard forms the reference framework for translating our understanding of dignified human work, good business conduct and attractiveness as an employer into verifiable targets, measures, and performance indicators. 

ESRS S1 is the PERI Group’s key compass for the organization and ongoing development of its people management. The standard helps to integrate existing elements such as the Academy and talent programs, diversity initiatives, occupational health and safety management and the whistleblower system into a consistent system, to identify data gaps, and to manage implementation in regions with different legal and cultural environments. 

ESRS S1 also highlights the connections between social concerns and other sustainability matters, such as when new construction methods call for additional qualifications or result in changes in working conditions on building sites and at production facilities. Socially sustainable corporate development needs structured foundations, just like climate change mitigation. 
PERI Taiwan

PERI Group Policies

A code of conduct with rules on human rights, labor standards, non-discrimination, integrity, anti-corruption and compliance for all employees worldwide. 

SUPPLIER CODE OF CONDUCT & SUSTAINABLE SOURCING POLICY 
Rules for suppliers on human rights and labor rights, occupational safety, environmental and climate protection, governance and transparency – embedded in the Sustainable Sourcing Policy and backed up by ESG assessments (EcoVadis). 

GROUP DIRECTIVE OCCUPATIONAL HEALTH AND SAFETY 
Group occupational health and safety policy based on ISO 45001, supplemented by local works agreements and framework agreements. 

WORKING TIME, FLEXIBLE WORKING & WORK-LIFE BALANCE  
Works agreements and collective bargaining agreements on working time, time recording, overtime pay, and mobile/flexible working. 

FEEDBACK & DEVELOPMENT PROCESS / CAREER MANAGEMENT 
Standardized, mandatory feedback and development process, supported by SAP SuccessFactors and the PERI Academy, with clear processes for further training, the talent program, and internal mobility. 

WHISTLEBLOWING POLICY  
Group whistleblower system with anonymous reporting channels (online, phone, post) for breaches of compliance, human rights and occupational safety standards, including a defined investigation and sanctions process. 

DONATION AND SPONSORSHIP PRINCIPLES (CORPORATE CITIZENSHIP) 
Framework for social commitment, e.g. building schools in developing countries and local social projects in line with compliance and sustainability targets.