Economic success is the basis for sustainability

The reason why is easy to explain: If a company faces external and/or internal crises, it loses economic ground - and thus its effectiveness and endurance for long-term innovative, ecological and social projects.

Sales in the EVVA Group increased in the reporting period. From 85 million Euro 2022 to 98 million Euro 2024, partly due to the increased demand for electronic EVVA access solutions. (Image on the left: combi key from EVVA, which is able to open both mechanical and electronic locking components.)
 

Save location

The family-owned company EVVA is an employer for around 750 employees across Europe and also a guarantee of stability for all other stakeholders. Long-term partnerships are more important than short-term profits. Reliability also stands out when it comes to site security: The headquarters is located in the middle of a large city. A rarity now. Many industrial companies are relocating to greenfield sites on the outskirts or to rural areas in order to save costs. EVVA has been loyal to its location for 70 years, which is excellently connected via public transport for employees (EVVA covers 50% of its travel costs) and also via the road network for suppliers. Therefore, the strategic decision to expand the site in 2021 was a clear one. The new extension in Vienna (photo on the right) is further proof of EVVA’s loyalty to its location.

EVVA Managing Director and owner Nicole and Stefan Ehrlich-Adám were awarded the Silver Medal of Honour by the Chamber of Commerce for their special merits around the Vienna location (photo at the top).

Concepts for sustainable corporate governance and
culture (ESRS G1-1)

The basis for success is foresighted corporate management. The unifying corporate culture is EVVA’s strong backbone: The vision, values, mission statement and code of conduct provide a framework for our daily decisions, our behaviour and our interaction within the organisation. It is important to take responsibility for one’s own actions - from an economic, ecological and social perspective. We believe that it has a big impact on how our stakeholders perceive us at the common touchpoints. Our relationships with stakeholders are therefore based on our values.

Every employee who joins the company will receive a handy little EVVA culture box containing the vision, values, mission statement and code of conduct. It is an important part of our onboarding process. The EVVA information channels regularly present best practice examples from day-to-day work in order to illustrate the EVVA culture even better.

Our Code of Conduct and policies anchor our responsible actions. This is to ensure that the value chain knows and complies with our ethical and legal standards. They are regularly updated and can be found on the EVVA website, e.g. at https://www.EVVA.com/at-de/ueber-uns/unternehmen/#tab2. EVVA does not tolerate any discrimination or harassment, e.g. on the basis of nationality, culture, religion, skin colour, gender, sexual or political orientation, age or disability.
 

• Code of Conduct for employees and
  Code of Conduct for business partners
  EVVA’s CoC contains rules designed to prevent risks such as corruption, unfair business practices or disrespect. It applies to both internal and external collaboration and is available in two versions, one for employees and one for business partners.  
  
  > The “CoC for employees” is given to all employees of the EVVA Group for information and must be signed by them. The HR department of the respective location or branch office management is responsible for documenting this. New employees receive the CoC in the employee folder during onboarding. The CoC is also transmitted to all existing EVVA Group employees via the EVVA digital learning platform “Masterplan”. Workers without Masterplan access receive CoC training from managers
  
  > The “CoC for Business Partners” is sent to the business partners of the EVVA Group for information via newsletters. EVVA Purchasing also transmits this CoC to selected suppliers in accordance with an internal risk classification; they are asked to return the signed CoC
   
• Gifts/Invitations Policy
  A policy on the correct handling of gifts and invitations has been rolled out at all locations
   
• EVVA Human Rights Policy
  Our company is committed to acting responsibly and to human rights
   
• EVVA Diversity Policy
  EVVA has a zero tolerance policy towards any form of discrimination or harassment
   
• EVVA environmental policy
  It offers stakeholders a compact overview of our environmental strategy - from sustainable use of resources to CO₂ reduction and our own photovoltaics
   
• Whistleblower tool “EVVA Compliance Line” for employees. 
  EVVA has set up a digital reporting system for employees in Austria and Germany in compliance with EU whistleblowing laws, often referred to as whistleblowers. You can anonymously report unethical behaviour or uncover risks before possible negative consequences occur. The whistleblower system enables confidential processing of reports on various topics (data protection, antitrust, environment, occupational safety, etc.) and GDPR-compliant archiving of cases. For more information, see Complying with laws, preventing corruption
   

Our materiality analysis has identified corruption/bribery as a potential negative impact that could occur in our own business operations. This topic is dealt with at ESRS in the G1 “Corporate Governance” standard and is described in more detail in the EVVA Sustainability Report under Complying with Laws, Preventing Corruption.