The three pillars of sustainability – environmental issues, social aspects and governance – form the foundation of our strategy and our vision. As a company, we believe that taking responsibility for our employees and the environment is the crucial foundation for our long-term economic success.

Environmental Issues

We consider the responsible and careful use of our resources and sustainable business practices to be our social obligation to current and future generations.

Greenhouse Gas Emissions

Greenhouse gas emissions are one major factor in global warming. We have therefore set ourselves an ambitious goal with regard to reducing the CO2 emissions caused by our company’s activities: The Manz Group will reduce CO2 emissions by 21% relative to revenue by 2026 compared to the base year 2020.

This reduction corresponds to the requirements of the so-called "Science Based Targets" (SBT) and is in line with the 2015 Paris Climate Agreement. In addition, the greenhouse gas emissions caused by our company's activities (Scope 1 and 2 as well as reported Scope 3 emissions) are recorded annually. The unavoidable emissions are offset by purchasing climate protection certificates, with which we exclusively support certified projects according to internationally recognized standards such as the Verified Carbon Standard, for example for forest protection in Brazil.

Water Consumption

Climate change is exacerbating the global water shortage. Millions of people are already suffering from water shortages.

Through numerous measures we are working to steadily reduce water consumption at our sites. With success: Our group-wide water consumption in relation to revenue fell to a new record low last year.

Energy Efficiency

We have achieved our goal to increase the share of renewable energies in total energy consumption by the end of 2021 to over 50 %. Also in the future we want to continuously expand the share of renewable energy in total energy consumption.

The fact that resource-saving production and administration is not an abstract idea for us, but an essential part of our corporate philosophy, is also demonstrated by the installation of solar modules on the roofs and facades of our buildings.

Social Issues

Regarding employee matters, we comply with all applicable laws on employee rights in Germany and the respective countries of our subsidiaries. In addition, we have formed committees in all Group companies, such as the voluntary employee representative body in Germany, which campaigns for employee issues.

Employee Training

The Manz Academy coordinates a bundle of suitable training and continuing education measures in a wide variety of qualification categories, such as technical product training, methods and soft skills training or management development programs.

Since we want to deploy our employees in the right place at the right time with the right qualifications, we are already working on setting up the Manz academy globally.

Occupational Safety and Health

Occupational safety is a top priority at Manz. It is important to us to be active and preventive in this area beyond the laws and regulations. We have an occupational safety management system in accordance with ISO 45001.

We consider all aspects of occupational safety: from primary accident prevention to stress-related factors in the organization. We make sure that processes and information channels are continuously optimized, that techniques such as e-learning are used, and that employee training is closely monitored and supervised by experts in the field.

In addition to office hours at the company, the company physician is available to all employees daily in the practice for acute issues.

Equal Opportunities and Diversity

Diversity and equal opportunities are central factors of our self-image. People with different backgrounds and talents should be able to develop their potential in the best possible way at our company.

The elected employee representatives are responsible for promoting gender equality, the integration of severely disabled persons and other persons in need of special protection, the employment of older employees, the integration of foreign employees and the compatibility of family and employment.

Social Commitment

At our respective locations, we are also involved in activities beyond the scope of our professional activities. In this context, Manz AG supports local sports and cultural clubs and organizations in which our employees volunteer as part of the "Employees Volunteering" initiative.

In addition, Manz AG lives up to its responsibility by supporting social institutions on an annual basis.


Our economic activities are designed for the long term and are in harmony with the environment. Economic sustainability goes hand in hand with ecological and social issues.


Through our group-wide compliance system, which is regularly evaluated, we ensure that legal violations are avoided, and our Code of Conduct is adhered to. In addition, a central compliance contact is available to all employees.


Fair competition as well as ethical and lawful business activities are essential for our long-term success.

Every employee and all business partners of Manz AG are obligated to comply with our Code of Conduct. It describes our values and principles of conduct and covers topics such as the careful use of resources, the protection of company and trade secrets or international labor and social standards.

Stakeholder Involvement

Manz maintains an ongoing dialog with important stakeholder groups, such as employees, customers, suppliers, investors, analysts and banks.

We involve our employees in the further development of our company with employee surveys on current topics. In addition, our employees can contribute suggestions as part of the Innovation Forum.

Our Sustainability Goals at a Glance

Environmental Issues

Energy efficiency Waste Efficiency
Continuous reduction of energy use per revenues compared to previous year Continuous reduction of waste per revenues compared to previous year
CO2 Footprint Energy use by source Fresh water use efficiency
Reduction of the CO2 equivalent relative to revenues by 21% until 2026

Reduction by 10% compared to previous year (relative to the amount of cars)

Continuous increase in the share of renewable energies

Continuous reduction of water use per revenues compared to previous year

Employee Issues and Training

Training Position of non-regular employees Female employees Team leaders female
Average of at least 2 working days training per employee Employment relationships
Precarious employment relationships should be avoided; before hiring temporary or contract workers, a permanent position will be considered
Limitation of internship period
Annual contracts
Annual contracts are to be converted into a permanent employment relationship after renewal
Women’s quota of 25% (medium-term) Female team leaders quota of 25% (medium-term)


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