chapter five
People & Society
How we care for our
people and society.
Initiatives for society and local communities
Faber Group and its subsidiaries actively support various social and environmental initiatives. Our partnership with Landlife has resulted in approximately 25,000 trees planted on behalf of Faber Group, supplemented by additional plantings from subsidiary initiatives. Our local entities enhance community connections through sponsorships of local sports teams and contributions to various charitable causes.
Our online internal talkshow Faber Talks was introduced in 2024 as an additional way to inform and engage our employees
Supplier Safety & Health
As Faber Group subsidiaries frequently subcontract activities to suppliers such as haulers and depots, we extend our safety and health focus to these partners. Our Supplier Code of Conduct establishes clear health and safety guidelines. The IPP division incorporates supplier safety and health requirements in Service Level Agreements, while our PRS division conducts annual onsite safety audits at depot facilities.
PRS has also launched the 'Care 4 Depots' roadshow, promoting improved working conditions through automation of pallet lifting to replace manual handling (see here).
Health and safety
Faber Group prioritises creating an inspiring, healthy, and safe work environment. We track several key metrics including absenteeism, health-related resignations, accidents, and are developing comprehensive wellbeing measurements. We've achieved relatively stable absenteeism rates throughout our organisation: 3.4 % in 2024 (4.8 % including parental leave), compared to 3.1 % (5.5 % including parental leave) in 2023 and 3.8 % (7.5 % including parental leave) in 2022. Our goal is to maintain an absenteeism rate below 3 % (excluding parental leave) by 2030. During 2024, we recorded 7 non-fatal accidents. Significant investments have been made in creating inspiring workspaces and implementing diverse initiatives addressing mental and physical health. Building this positive environment is a collaborative effort closely aligned with our core values and behaviours.
Employee engagement
In our dynamic and growing pooling business, we recognise that success correlates directly with employee engagement. This is especially crucial in today's competitive labour market. Our organisation maintained a strong Employee Net Promoter Score (eNPS) of 25 in 2024, following the impressive 27 recorded in 2022. We remain committed to reaching our target of 33 by 2030.
As in previous years, we follow up on engagement survey results with physical engagement days across all entities and countries. These events facilitate meaningful dialogues with employees about practices what we should start, stop, and continue doing.
In 2024, we elevated our commitment to employee engagement by incorporating eNPS into our top management KPIs. This strategic shift has led us to partner with Peakon to implement a continuous feedback solution, which will launch in 2025.
In February 2024, we opened our office in Warsaw Poland, where colleagues of IPP, PAKi and SATIM work together under one roof
A 360-degree feedback process based on our leadership dimensions has identified key development areas for management and high-potential employees. In response, we launched two specialized programs in 2024: an Emerging Leader Programme for future Senior Managers and Directors, and a Future Executive Programme for our next generation of top leadership. Currently, 50 participants are engaged in these initiatives, which will continue through 2025.
Training and development
During 2024 we have significantly increased our investment in training and development by 21 % compared to 2023 and overachieved our budget utilisation target with 114 %. The average training spend per employee increased to €1,019 in 2024 from €808 in 2023 and €655 in 2022.
Targeted development approaches have been created to accommodate our business needs while considering the specifics of each role. Examples include the skills matrix within IPP and the training catalogues in PAKi and vPOOL as well as trainings in digital mindset and AI. Additionally, we have partnered with Kennedy Fitch to design our leadership dimensions applicable to leaders across our group.
Career management
Creating opportunities for employees to further develop themselves is a core priority at Faber Group. We enable this through our People cycle, including through the appraisal process where we specifically discuss ambitions and People reviews where we identify high-potential employees as well as successors for key positions.
We have filled 32 % of our vacancies internally and aim to increase this figure. Our annual promotion rate stands at 4 %, and we are striving to reach 6 %. Notable progress has been made in IPP Iberia, IPP DACH and PRS regions, while Faber LABS has created career development opportunities for existing employees in addition to attracting new talent. Our retention rate at Faber Group level has increased to 87.1 % (84.5 % in 2022 and 83.9 % in 2023) progressing toward our target of at least 88 % by 2030.
To strengthen this commitment, we launched Your Voice, an innovative online anonymous reporting tool. This platform empowers employees, partners, and customers to raise questions or concerns directly with leadership - anonymously if preferred. The system aligns with Faber Group's values while providing meaningful support.
Throughout 2024, Your Voice has become an integral communication channel, facilitating constructive conversations that have in several instances improved working practices. In our broader societal role, Faber Group conducts business with integrity, carefully considering the interests of all stakeholders. We maintain comprehensive policies and programmes that uphold these standards.
Our workforce demonstrates gender balance with 50 % male and 50 % female representation, maintaining a stable average age of 41. Faber LABS represents our youngest talent pool with an average age of 34, while Faber Group Services brings valuable experience with an average age of 47.
Women now represent 53 % of our management team, a substantial increase from 31 % last year. Across management levels, we observe higher female representation in coordinator and team leader positions, while men continue to predominate in senior manager, director, and C-suite roles. Notably, female representation at the director and C-level has grown from 16.5 % to 18 % during 2024.
We cultivate a safe and inspiring work environment that fosters growth and development throughout employees' careers. Our commitment extends to a diverse and inclusive culture where colleagues can authentically express themselves, feel respected, and share their opinion.
Sustainability Progress Report | 2024
chapter five
People & Society
How we care for our
people and society.
Faber Group and its subsidiaries actively support various social and environmental initiatives. Our partnership with Landlife has resulted in approximately 25,000 trees planted on behalf of Faber Group, supplemented by additional plantings from subsidiary initiatives. Our local entities enhance community connections through sponsorships of local sports teams and contributions to various charitable causes.
Initiatives for society and local communities
Our online internal talkshow Faber Talks was introduced in 2024 as an additional way to inform and engage our employees
As Faber Group subsidiaries frequently subcontract activities to suppliers such as haulers and depots, we extend our safety and health focus to these partners. Our Supplier Code of Conduct establishes clear health and safety guidelines. The IPP division incorporates supplier safety and health requirements in Service Level Agreements, while our PRS division conducts annual onsite safety audits at depot facilities.
PRS has also launched the 'Care 4 Depots' roadshow, promoting improved working conditions through automation of pallet lifting to replace manual handling (see here).
Supplier Safety & Health
Faber Group prioritises creating an inspiring, healthy, and safe work environment. We track several key metrics including absenteeism, health-related resignations, accidents, and are developing comprehensive wellbeing measurements. We've achieved relatively stable absenteeism rates throughout our organisation: 3.4 % in 2024 (4.8 % including parental leave), compared to 3.1 % (5.5 % including parental leave) in 2023 and 3.8 % (7.5 % including parental leave) in 2022. Our goal is to maintain an absenteeism rate below 3 % (excluding parental leave) by 2030. During 2024, we recorded 7 non-fatal accidents. Significant investments have been made in creating inspiring workspaces and implementing diverse initiatives addressing mental and physical health. Building this positive environment is a collaborative effort closely aligned with our core values and behaviours.
Health and safety
In our dynamic and growing pooling business, we recognise that success correlates directly with employee engagement. This is especially crucial in today's competitive labour market. Our organisation maintained a strong Employee Net Promoter Score (eNPS) of 25 in 2024, following the impressive 27 recorded in 2022. We remain committed to reaching our target of 33 by 2030.
As in previous years, we follow up on engagement survey results with physical engagement days across all entities and countries. These events facilitate meaningful dialogues with employees about practices what we should start, stop, and continue doing.
In 2024, we elevated our commitment to employee engagement by incorporating eNPS into our top management KPIs. This strategic shift has led us to partner with Peakon to implement a continuous feedback solution, which will launch in 2025.
Employee engagement
We cultivate a safe and inspiring work environment that fosters growth and development throughout employees' careers. Our commitment extends to a diverse and inclusive culture where colleagues can authentically express themselves, feel respected, and share their opinion.
Sustainability Progress Report | 2024
Creating opportunities for employees to further develop themselves is a core priority at Faber Group. We enable this through our People cycle, including through the appraisal process where we specifically discuss ambitions and People reviews where we identify high-potential employees as well as successors for key positions.
We have filled 32 % of our vacancies internally and aim to increase this figure. Our annual promotion rate stands at 4 %, and we are striving to reach 6 %. Notable progress has been made in IPP Iberia, IPP DACH and PRS regions, while Faber LABS has created career development opportunities for existing employees in addition to attracting new talent. Our retention rate at Faber Group level has increased to 87.1 % (84.5 % in 2022 and 83.9 % in 2023) progressing toward our target of at least 88 % by 2030.
In February 2024, we opened our office in Warsaw Poland, where colleagues of IPP, PAKi and SATIM work together under one roof
A 360-degree feedback process based on our leadership dimensions has identified key development areas for management and high-potential employees. In response, we launched two specialized programs in 2024: an Emerging Leader Programme for future Senior Managers and Directors, and a Future Executive Programme for our next generation of top leadership. Currently, 50 participants are engaged in these initiatives, which will continue through 2025.
During 2024 we have significantly increased our investment in training and development by 21 % compared to 2023 and overachieved our budget utilisation target with 114 %. The average training spend per employee increased to €1,019 in 2024 from €808 in 2023 and €655 in 2022.
Targeted development approaches have been created to accommodate our business needs while considering the specifics of each role. Examples include the skills matrix within IPP and the training catalogues in PAKi and vPOOL as well as trainings in digital mindset and AI. Additionally, we have partnered with Kennedy Fitch to design our leadership dimensions applicable to leaders across our group.
Training and development
Career management
To strengthen this commitment, we launched Your Voice, an innovative online anonymous reporting tool. This platform empowers employees, partners, and customers to raise questions or concerns directly with leadership - anonymously if preferred. The system aligns with Faber Group's values while providing meaningful support.
Throughout 2024, Your Voice has become an integral communication channel, facilitating constructive conversations that have in several instances improved working practices. In our broader societal role, Faber Group conducts business with integrity, carefully considering the interests of all stakeholders. We maintain comprehensive policies and programmes that uphold these standards.
Our workforce demonstrates gender balance with 50 % male and 50 % female representation, maintaining a stable average age of 41. Faber LABS represents our youngest talent pool with an average age of 34, while Faber Group Services brings valuable experience with an average age of 47.
Women now represent 53 % of our management team, a substantial increase from 31 % last year. Across management levels, we observe higher female representation in coordinator and team leader positions, while men continue to predominate in senior manager, director, and C-suite roles. Notably, female representation at the director and C-level has grown from 16.5 % to 18 % during 2024.