Our social responsibility

Construction companies impact people along their entire value chain – especially their own workforce, workers in the value chain and the (local) communities where construction projects are realised. The increasing complexity of global value chains calls for heightened corporate responsibility. Ensuring that STRABAG’s impact is positive over the long term requires safe and fair working conditions and construction projects that add value for communities as much as it means taking environmental sustainability into consideration during all phases of construction.

As a construction technology group, STRABAG takes responsibility for its own workforce, for non-employee workers in the value chain and for affected communities. We are committed to upholding the fundamental principles of the International Labour Organization (ILO) and the International Bill of Human Rights, which consists, among other things, of the Universal Declaration of Human Rights. We are also committed to the OECD Guidelines for Multinational Enterprises and the United Nations Guiding Principles on Business and Human Rights. STRABAG is a signatory to the United Nations Women’s Empowerment Principles. As a member of the United Nations Global Compact, we report annually on our progress with respect to implementing the Ten Principles of the Global Compact in the areas of human rights, labour, environment and anti-corruption. These internationally recognised standards and principles also form part of our Group Directives.

STRABAG has set itself an overarching goal in terms of social responsibility in 2025. We want to hold or participate in a regular – at least once a year – stakeholder dialogue to gain a better understanding of our stakeholders’ interests and needs. This will enable us to act with foresight while driving along the transformation of the construction industry in a spirit of partnership.

All policies and guidelines reported in the section “Social” fall under the responsibility of the Management Board. The instruments used to implement our social responsibility apply throughout the Group, including the three main stakeholder categories: own workforce, workers in the value chain and affected communities. The targets and actions taken for each of the respective stakeholder groups are set out in separate chapters.

Policy on Employment Conditions and Human Rights

Our Policy on Employment Conditions and Human Rights applies to all three key stakeholder groups. The policy is published as an annex to the STRABAG SE Management Manual and is available to all employees. The policy also makes reference to the whistleblower platform for reporting violations of the defined principles. STRABAG’s management is sworn to compliance with these principles by taking the appropriate actions within their respective area of responsibility. The policy is managed by the Head of Corporate Responsibility Office, who is responsible for the Social Responsibility group.

In our Policy on Employment Conditions and Human Rights, we are committed to the prohibition of:

  • discrimination and harassment in the workplace, meaning all forms of discrimination, including, but not limited to, discrimination based on skin colour, nationality, ethnic origin, social background, gender, sexual orientation, religion, disability or age
  • modern slavery and forced labour, human trafficking and torture
  • child labour
  • unlawful evictions and land seizure

We also respect and support:

  • the rights of local communities, minorities and indigenous peoples
  • children’s rights
  • the maintenance and continuous improvement of our occupational safety and health standards
  • fair and transparent recruitment and hiring practices
  • fair working conditions (including fair pay and working hours)
  • freedom of assembly and collective bargaining
  • data privacy
  • the development of society through our contribution to the local economy
  • the communication of our values in the value chain

To underscore our commitment to upholding human rights and the Core Conventions of the International Labour Organization, the Policy on Employment Conditions and Human Rights was further revised to address in greater detail topics such as the treatment of indigenous peoples and the use of security forces. Other forms of discrimination, for example based on political opinion, were also included. Our commitment to the OECD Guidelines for Multinational Enterprises and the UN Guiding Principles on Business and Human Rights were included in the revision as well. The policy was also expanded to include a commitment to the Universal Declaration of Human Rights by placing it in the context of the International Bill of Human Rights.

Social Compliance Management System

The Social Compliance Management System maps our due diligence processes for human rights and environmental risks. Its aim is to identify human rights and environmental risks in our own business and in the supply chain. Appropriate actions are then taken to prevent and minimise these risks and avoid violations, including training and sustainability audits as well as the policies and Group Directives described.

We are working to roll out the Social Compliance Management System throughout the Group by 2025 and to continuously improve the system through an annual ad-hoc effectiveness review. The central elements of the Social Compliance Management System are annual risk analyses, carried out as needed, the derivation of suitable preventive and corrective actions (remedies), the complaints procedure, as well as documentation and reporting. To further develop the Social Compliance Management System, the risk analysis methodology was revised and the sustainability audits were further developed in the 2024 financial year.

Despite all risk assessments and preventive actions, non-compliance can never be entirely ruled out. Should a violation occur, remedy will be provided. Each case is assessed individually. Compliance violations can be reported through the STRABAG whistleblower platform, the ombudspersons or directly to the Human Rights Officer. A special action plan was designed to initiate the appropriate remedy in a structured manner. The remedy action plan serves as a guide when a violation is discovered or an imminent violation is identified, for example in one’s own business area or at a supplier. The action plan provides for an immediate response. This includes, following notification of a violation, the subsequent individual analysis and assessment of the case. The requirements to be met at each step are clearly defined, for example with regard to the involvement and handling of rights holders or their representatives, the timeline, cooperation in the supply chain and compliance with specific due diligence standards. The actions to be taken are then developed and implemented, followed by a final review of its effectiveness and the documentation process.

The reporting on the Social Compliance Management System, along with implementation of the due diligence obligations, is carried out annually and as needed to the management, which includes the STRABAG SE Management Board and the management of the respective operating divisions. The information is shared with the Supervisory Board upon request and as warranted. The Social Compliance Management System is implemented in the operating entities through close cooperation with the interface managers at the relevant departments and the corresponding representatives at the national level.

Human Rights Officer

A corporate Human Rights Officer was appointed in 2023 to lead the Social Responsibility team, which deals specifically with the topics of human rights, labour standards and social responsibility. The team looks at the needs of our own workforce, workers in the supply chain and the impact of our value chain and business activities on society. The Human Rights Officer is responsible for monitoring the Social Compliance Management System and reviewing its effectiveness. She also advises management, which is responsible for ensuring compliance with human rights due diligence. The Human Rights Officer acts independently.

Reporting

Until 2024, we published an annual statement underlining the relevance of human rights risks in our business activities and supply chain in accordance with the UK and Australian Modern Slavery Acts. Starting with the 2024 financial year, we are publishing an annual modern slavery statement in accordance with UK and Canadian legislation. In line with the German Obligation to Exercise Due Diligence in the Supply Chain Act (short: Supply Chain Act), we also publish a policy statement and an annual report for our Group companies affected by this law in Germany.