Shaping the future
Interim Sustainability Report 2024
Imprint
2
PUBLISHER: EHL Immobilien GmbH Prinz-Eugen-Strasse 8-10 1040 Vienna T +43 1 512 76 90 E office@ehl.at EDITORIAL TEAM: Georg Burgstaller Michael Ehlmaier FRICS Astrid Grantner-Fuchs MRICS Markus Mendel MRICS Franz Pöltl FRICS Magdalena Roll Karina Schunker MRICS Wolfgang Wagner MRICS Stefan Wernhart MRICS
PHOTOGRAPHY: EHL Immobilien GmbH, Adobe Stock
LEGAL INFORMATION: The articles, data, graphs and pictures contained in this report are protected by copyright. Translation, reprinting and reproduction require the express consent of the media owner; quotes and the use of content only with reference to the source. The media owner accepts no guarantee or liability whatsoever for the correctness, topicality or completeness of the informa- tion contained herein. Typesetting and other errors reserved.
04 Introduction 06 About this report 08 Outlook and goals 10 Statistics A closer look
3
Introduction
4
Michael Ehlmaier FRICS Managing Partner Court certified and accredited expert EHL Immobilien GmbH
Dear Readers,
Sustainability is a key issue for the future of our industry - and hugely important to us as the EHL Immobilien Group. Even though, as a property service provider, we neither develop nor own properties, we want to take responsibility where we can exert influence through our actions: in our corporate management, in our use of re- sources and in our social interaction with our employees, customers and partners. The property industry plays a key role with regard to the major ecological and social challenges of our time. As one of the biggest CO 2 emitters in the world, the sector is particularly in the spotlight - at the same time, it harbours enormous potential for positive change. Energy efficiency, resource-con- serving construction, sustainable site development and the design of liveable urban spaces are among the key levers with which we as an industry can make an active contribution. This interim sustainability report provides you with a concise insight into the relevant key figures of the EHL Immobilien Group for the financial year 2024. The content of the data collected is based on the internationally recognised standards of the Global Reporting Initiative (GRI 2021). Our aim is to firmly anchor sustainable thinking and action in our day-to-day business - not as a compulsory exercise, but out of conviction. Thank you for your interest and attention.
For us, thinking and acting sustainably is not a compulsory exercise, but a conviction we live by.
Yours,
Michael Ehlmaier
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About this report
6
Our reporting
EHL always provides its customers and other interested parties with proactive, transparent and comprehensive information. Our voluntary ESG interim report also follows this principle. It provides a clear overview of the key sustainability indicators and makes our progress comprehensible.
The content of this interim report is based on the standards of the internationally recognised Global Reporting Initiative (GRI 2021) without presenting a complete GRI-compliant report. All sustainability-relevant informa- tion and key figures relate to EHL Immobilien GmbH and its subsidi- aries in the 2024 financial year (1 January 2024 - 31 December 2024).
The interim report provides a transparent overview of develop- ments relevant to sustainability and includes all relevant key figures for the reporting year. Strategic sustainability topics, qualitative disclosures and further information - such as on stakehold- er dialogues or SDG contributions - are documented in detail in the last sustainability report (financial year 2023). The next full sustaina- bility report will be published on a regular basis in 2026.
7
Outlook and goals
8
Outlook and goals
Field Area of activity
Goals
Reduction of paper consumption by 50 %
Resource conservation
Reduction of electricity consumption by 20 %
E
Reduction of waste / waste recycling
Reduction of conventional fuel consumption for mobility by 30 %
Mobility
Support for employees‘ mental health
Employees‘ health
Support for employees‘ physical health
Human resources development
Support for the development of employees‘ professional skills
S
Employees‘ satisfaction
Maintain high level of employee satisfaction
Transparent salary structures
Diversity & equal opportunity
Balanced distribution of genders in management positions
350 hours of paid time-off for employees’ work on social and environmental initiatives
Society & social issues
Safeguard customer satisfaction/ service quality
Safeguard employees‘ professional qualifications
Implement and apply KYC process
Compliance & ethics
G
Strategy & development
Sustainable management
Anti-corruption
Prevention of money laundering
Time frame
Measures
Introduction of digital signatures
Training to increase employees’ awareness Identify and implement alternatives to the use of paper and implement digital document flow/signatures Energy saving measures
2027
Regular reporting of electricity consumption Training to increase employees’ awareness (heating/cooling/lighting) Preparation of a waste concept
2027
2024
Waste separation in the office with separate containers (residual waste, packaging, paper, glass) and regular communication on correct waste separation Purchase of electrical and hybrid vehicles for city travel Training for employees on energy-saving driving Use of video conferences instead of business travel Support for employees’ environmentally friendly mobility (bicycles, scooters, public transportation) Consulting services for stress management and workplace ergonomics for employees Development of an anonymous consulting and activity offering for individual stress and burnout prevention Reduction of noise in the open-plan office Support for exercise for employees Support for ergonomic workplaces for employees (desk, mouse, chair, keyboard) Regular health checks and health promotion measures Identify training needs for relevant persons
2028
2025
Direct training offering for all employees Financial and alternative support for continuing education
2026
Implementation of flexible working time models and home office options Support for internal communications (workshops for department heads) Burn-out prevention measures Regular evaluation of base salaries between men and women as well as benefits in connection with market-oriented adjustments
2024
2025
Support for women in management positions Support parental leave model for mothers and fathers Support re-integration after parental leave
2025
Support & organise projects and voluntary participation by employees
2025
Job-specific training for all employees with customer contacts after one year
2025
Regular training on KYC for all employees
Review of customer base to ensure current and complete data Structuring and implementation of a KYC process Create awareness for sustainability in the company Anchor sustainability in the corporate culture and values All future decisions must meet EHL’s sustainability standards Implementation of sustainability measures in the onboarding process Mandatory regular training for all employees Preparation of anti-corruption guidelines (e.g. dealing with gifts, etc.)
2024
2025
2024
9
Statistics
10
Indicators
Number of employees by gender and age (annual average) (GRI 405-1 Diversity of governance bodies and employees)
2024
< 30 years
30 to 50 years
> 50 years
Women Men Total
8 6
(57 %) (43 %)
28 17
(62 %) (38 %)
5 6
(45 %) (55 %)
41 29
(59 %) (41 %)
14 (100 %)
45 (100 %)
11 (100 %)
70 (100 %)
2023
< 30 years
30 to 50 years
> 50 years
Women Men Total
12 12
(50 %) (50 %)
30 17
(64 %) (36 %)
4 5
(44 %) (56 %)
46 34
(58 %) (42 %)
24 (100 %)
47 (100 %)
9 (100 %)
80 (100 %)
Scope of employment by category 1 and gender at the end of the reporting period (GRI 2-7 Information on employees)
Full-time
2024
Women
Men
2023
Women
Men
Thereof employees Thereof managers Thereof managing directors
20 (61 %) 13 (39 %)
23 (58 %) 17 (42 %)
33 10
40
4 (40 %) 2 (29 %)
6 (60 %) 5 (71 %)
4 (44 %) 2 (29 %)
5 (56 %) 5 (71 %)
9 7
7
Part-time
2024
Women
Men
2023
Women
Men
Thereof employees Thereof managers Thereof managing directors
12 (71 %) 3(100 %) 0 (0 %)
5 (29 %) 0 (0 %) 0 (0 %)
14 (67 %) 3(100 %) 0 (0 %)
7 (33 %) 0 (0 %) 0 (0 %)
17
21
3 0
3 0
1 In accordance with the GRI guidelines, we have defined three categories of employees for EHL: Employees, managers (heads, division heads, team leaders) and managing directors. 2 Parental leave includes statutory and voluntary parental leave as well as paternity leave.
Gender and age distribution by category (annual average) (GRI 405-1 Diversity of governance bodies and employees)
2024
< 30 years 8 (16 %) 5 (10 %) 13 (26 %) 0 (0 %) 1 (8 %) 1 (8 %) 0 (0 %) 0 (0 %) 0 (0 %) < 30 years 11 (18 %) 12 (20 %) 23 (38 %) 0 (0 %) 0 (0 %) 0 (0 %) 1 (14 %) 0 (0 %) 1 (14 %)
30 to 50 years
> 50 years
Employees
Women
21 (42 %) 11 (22 %) 32 (64 %) 6 (46 %) 4 (30 %) 10 (76 %) 1 (14 %) 2 (29 %) 3 (43 %)
3 (6 %) 2 (4 %) 5 (10 %) 1 (8 %) 1 (8 %) 2 (16 %) 1 (14 %) 3 (43 %) 4 (57 %)
32 18
(64 %) (36 %)
Men Total
50 (100 %)
Managers
Women
7 6
(54 %) (46 %)
Men Total
13 (100 %)
Managing directors
Women
2 5
(29 %) (71 %)
Men Total
7 (100 %)
2023
30 to 50 years
> 50 years
Employees
Women
24 (40 %) 10 (16 %) 34 (56 %) 6 (50 %) 5 (42 %) 11 (92 %) 0 (0 %) 2 (29 %) 2 (29 %)
2 (3 %) 2 (3 %) 4 (6 %) 1 (8 %) 0 (0 %) 1 (8 %) 1 (14 %) 3 (43 %) 4 (57 %)
37 24
(61 %) (39 %)
Men Total
61 (100 %)
Managers
Women
7 5
(58 %) (42 %)
Men Total
12 (100 %)
Managing directors
Women
2 5
(29 %) (71 %)
Men Total
7 (100 %)
Parental leave (GRI 401-3 Parental leave) Persons electing to use parental leave 2
2024 2023
Total
8 8 0 7 1 0
7 7 0 6 1 0
Thereof women Thereof men Thereof employees Thereof managers
Other leave models
Thereof managing directors Return to work after parental leave
2024 2023
2
2
Educational sabbaticals Unpaid vacation
Return rate Retention rate
2 0
3 1
100 % 100 % 100 % 100 %
11
Statistics
12
New hires and salaried employee turnover (GRI 401-1 New employee hires and employee turnover)
2024
2023
New hires
Exits
New hires
Exits
Employees Managers
7 0 0
14
5 2 0
16
1 0
2 0
Managing directors
New hires by category, gender and age 2024
2023 30-50
In years
<30
30-50
>50
<30
>50
Employees
Women
2 1 3 0 0 0 0 0 0
3 1 4 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0
3 2 5 0 0 0 0 0 0
0 0 0 2 0 2 0 0 0
0 0 0 0 0 0 0 0 0
Men Total
Managers
Women
Men Total
Managing directors
Women
Men Total
Employee turnover by category, gender and age 2024
2023 30-50
In years
<30
30-50
>50
<30
>50
Employees
Women
5 3 8 0 1 1 0 0 0
5 1 6 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0
6 2 8 0 0 0 0 0 0
4 3 7 1 0 1 0 0 0
1 0 1 0 1 1 0 0 0
Men Total
Managers
Women
Men Total
Managing directors
Women
Men Total
Retention rate – salaried employees 2024
2023
In years
<1
1-5
5-10
>10
<1
1-5
5-10
>10
Employees Managers
6 0 0
23
13
8 5 5
5 1 0
35
13
8 4 5
4 0
4 2
2 0
5 2
Managing directors
Health data by category 2024
Employees
Managers
Managing directors
Sick leave (annual average) Work-related accidents
6,2
5,1
0,4
1
1
0
2023
Employees
Managers
Managing directors
Sick leave (annual average) Work-related accidents
4,1
5,6
1,6
3
0
0
Preventive health care (GRI 403-5 + 403-6)
Total number of hours
2024 3
2023
Preventive/health checks Health-promoting measures (sport offering, ergonomic advising)
0 h
7 h
0 h
7,75 h
Transparent salary structures (gender-pay-gap) Basic salary ratio:
2024
2023
men/women Employees Managers
Gender-Pay-Gap 4
Gender-Pay-Gap 4
- 2.49 %
+ 8.04 % + 0.38 % - 3.04 %
+ 12.49 % + 6.42 %
Managing directors
3 The health measures implemented in 2023 were made possible under an existing external pre- vention contract, which was no longer available in 2024. After evaluating new providers, health promotion measures are planned again for 2025. 4 Ratio based on average hourly salary of women to men (+ % means that the average hourly salary of women is higher, - % means that the average hourly salary of women is lower). The salary of the owner is not taken into account due to his function as a self-employed managing director.
13
Statistics
14
Training and education by gender and category (GRI 404-1 Average hours of training per year per employee)
2024 1,797
h/FTE
2023 1,393
h/FTE
Training and education hours (total)
28
18 26 13
Thereof women Thereof men Nach Kategorie Employees Managers Managing directors
6
215
863 530
56
1,582
37
8
1,699
493 815
4 8
86 12
42 56
85
Number of free annual tickets for the Vienna public transport system Tickets for employees 2024 2023 Annual tickets for Vienna public transport 16 23 Climate tickets 5 4
Employee satisfaction 5 Satisfaction based on “Great Place to Work“ EHL Immobilien GmbH EHL Investment Consulting GmbH EHL Immobilien Bewertung GmbH EHL Wohnen GmbH EHL Gewerbeimmobilien GmbH
2023 89 % 93 % 91 % 89 % 93 %
2021 91 % 97 % 91 % 89 % 83 %
Energy consumption for mobility Fuel consumption
2024
2023
In litre Per FTE
20,846 28,316
329
374
Electricity consumption of e-vehicles
2024 3,796
2023
In kWh Per FTE
736
60
10
Training about money laundering 6 2024
2023
Training courses
In %
Training courses
In %
EHL Gewerbeimmobilien GmbH EHL Investment GmbH EHL Wohnen GmbH
13
100 % 100 %
13
100 % 100 % 100 %
8
9
17
85 %
26
Ergonomic workplace equipment
Material efficiency - Paper consumption 8 (GRI 301-1)
2024 100 %
2023 100 %
Height-adjustable tables Thereof electric Ergonomic chairs Ergonomic mouse Ergonomic keyboard
Paper consumption
2024 1,332
2023 3,398
In kg In sheets In kg per FTE
3
3
290,789 719,478
100 %
100 %
21.00
44.83
14 % 13 %
8 %
10 %
Electricity consumption 9 Electricity consumption 2024
Inclusion and diversity, number of languages spoken and nationalities
2023
Elect. consumption in kWh Elect. consumption/FTE
77,489
74,698
1,222
986
Persons belonging to a vulnerable group 7 Thereof employees Thereof managers
2024
2023
1 0 0
0 0 0
Heat consumption 9
Thereof managing directors
2024 2023 Heat consumption in kWh 77,771 129,780
Nationalities Languages
4 9
4
10
Water consumption 9 (GRI 303-5)
2024 0.842
2023 0.906
Water consumption in ML Water consumption in areas with water stress in ML
0
0
5 The percentages indicate the share of persons who responded positively to the respective question in the “Great Place to Work“ questionnaire. The “average value of the GPTW model“ shows the mean approval rating across all questions in the “Great Place To Work” model. The values shown are from the 2023 survey and therefore represent the most recent status. 6 New employees in the above-mentioned companies with customer contacts must complete a test on money laundering. This training is mandatory for the entire workforce (employees, managers and managing directors) and is located in Vienna 1040 – a classification by region and employment category is therefo- re not provided. 7 Disabled employees eligible for preferential treatment. 8 Incl. market reports and printed materials (writing pads, stationary, envelopes). 9 Total building consumption allocated according to leased office space at the locations in Vienna and Graz.
Office space
Locations - 2024
Space in sqm
Vienna (LEED-Gold certified) Graz (ÖGNI-Gold certified)
1,279
29
Locations - 2023
Space in sqm
Vienna (LEED-Gold certified) Graz (ÖGNI-Gold certified)
1,279
29
15
16
Every big change begins with a small deed.
Dalai Lama
17
ehl.at
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