Economic success is the basis for sustainability

Only a stable and healthy company can reach its full potential and drive innovative, ecological, and social projects in the long term – even in challenging times. EVVA is such a stable company with over 100 years of success. Revenue increases were achieved in previous years due to growing demand for EVVA's mechatronic access solutions (image left: EVVA combination key that can open both mechanical and electronic locking components).

In 2025, the EVVA Group's revenue did not increase compared to 2024 – due to the recession and difficult overall economic situation – and stood at 95 million Euro.
 

Securing our location

The family-owned company EVVA is an employer for around 750 employees across Europe and also a guarantee of stability for all our other stakeholders. Long-term partnerships are more important to us than short-term profits. Reliability also shows in our commitment to our location: the headquarters are located in the heart of a large city – a rarity these days. A rarity now. Many industrial companies relocate to greenfield sites on the outskirts or to rural areas 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 travel costs) and also via the road network for suppliers. That is why the strategic decision to expand the site in 2021 was an easy one. The new extension in Vienna (photo on the right) is further proof of EVVA’s loyalty to its location.

EVVA Managing Directors and owners Nicole and Stefan Ehrlich-Adám were awarded the Silver Medal of Honour by the Chamber of Commerce for their outstanding contribution to the Vienna location (photo at the top).

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

The basis for success is forward-looking corporate management. Out unifying corporate culture is EVVA’s strong backbone: our vision, values, mission statement and code of conduct provide a framework for our daily decisions, our behaviour and how we work together within the organisation. Taking responsibility for our own actions is essential - from an economic, ecological and social perspective. We believe this has a major influence on how our stakeholders perceive us at shared touchpoints. Our relationships with stakeholders are therefore based on our values.

Every employee who joins the company receives a handy little EVVA culture box containing our vision, values, mission statement and code of conduct. It is an important part of our onboarding process. EVVA's information channels regularly share best practice examples from everyday work to bring the EVVA culture to life.

Our Code of Conduct and policies anchor our responsible actions. This ensures that our 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/int-en/aboutus/company/#tab4. EVVA does not tolerate any form of discrimination or harassment, whether based on 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 and disrespect from arising in the first place. 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 their information and must be signed by them. Documenting this is the responsibility of the HR department of the respective location or the branch management. New employees receive the CoC in their employee folder during onboarding. The CoC is also made available to all existing EVVA Group employees via the EVVA digital learning platform “Masterplan”. Employees without Masterplan access receive CoC training from their managers
  
  > The “CoC for Business Partners” is sent to EVVA Group's business partners for their information via newsletters. EVVA Procurement also sends 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
   
• EVVA Human Rights Policy
  Our company is committed to acting responsibly and upholding 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 the sustainable use of resources to CO₂ reduction and our own photovoltaics
   
• Whistleblower tool “EVVA Compliance Line” for employees. 
  In compliance with EU whistleblowing laws, EVVA has set up a digital reporting system for employees in Austria and Germany. Employees can anonymously report unethical behaviour or flag risks before they lead to negative consequences. The whistleblower system enables confidential handling of reports on various topics (data protection, antitrust law, environment, occupational safety, etc.) and GDPR-compliant archiving of cases. For more information, see Comply with laws, prevent corruption
   

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