ERGO Sustainability Programme - GRI Balance 2014

Our targets and measures

Our targets and measures

We will only achieve ongoing success if we succeed in harmonising economic, environmental and social factors. We focus on four strategic areas of action – Business, Employees, Environment and Society - in order to meet this aspiration. We pursue these targets with concrete measures.

The following table shows core targets in the area of sustainability and highlights the initiatives and projects we use to implement them.





Integration of sustainability in the core business


  • Individual business: Systematic integration of ESG aspects (environmental, social and governance criteria) in the underwriting guidelines, by means of an ESG audit list for underwriters on systematic assessment of new Business
  • Product development in tariff business: systematic review and assessment of each new product on the basis of ESG criteria, inherent part of the product development process
  • Preparation of additional position papers on sensitive issues for the business (2014: Guideline on Fracking, Mining, Drilling in the Arctic)
Expansion of customer orientation Ongoing
  • Standard application of uniform advisory approach in sales in Germany (“ERGO Kompass”) including technical support
  • Since April 2014, new central responsibility for “Customer and Sales Services” on Board of Management to bundle customer-centric functions
  • New division “Customer Orientation” within the responsibility of the Chairman of the Board of Management which is responsible for all measures related to improvement of customer satisfaction (since September 2014)
  • Continuous customer surveys at all customer contact points in Germany and systematic feedback process; expansion of digital customer services, e.g. the electronic customer file which allows them to submit medical invoices and view the processing status (among other benefits)
  • Strategic market research among sustainably oriented insurance customers and products, including evaluation of external study results

Responsible investment management

  • General Investment Guidelines of Munich Re and UN Principles for Responsible Investment (PRI) as orientation framework (since 2006)
Ensuring compliance with Guidelines Ongoing
  • Information, advice and monitoring by in-house Compliance Department reporting directly to the Chairman of the Board of Management (since 2012)
  • Mandatory compliance training sessions carried out for all executive employees (2014) and mandatory compliance training for all non-executive employees (until December 2015)
  • Certification of the suitability of measures for implementation of the German Insurance Associations’ Code of Conduct for selling insurance products by external auditors (June 2014), comprehensive certification planned for 2015


Increasing employee satisfaction


  • Implementation of a full employee survey (participation rate: 57 %, 2012: 52 %) with an Employee Satisfaction index of 4.4 (scale 0 to 6) (2014), supplementary random survey in the following year (2015)
  • ERGO International Youth Exchange: international youth exchange programme launched for cultural exchange between German and international ERGO families (2015)
  • Evaluation of the “Career Phase 45 Plus” programme in order to determine the needs and the potential of employees over the age of 45 and to derive appropriate recommendations for action (2015)

Promotion of diversity:
25 % of women in management positions throughout Germany

  • Proportion of women in management positions increased to 23.1 % (2014), (2013: 21.8 %)
  • Mentoring programme for female junior managers in Germany takes place for the fourth time (2014), fifth round starts in October 2015

Improving work-life balance

  • German Career and Family Audit “berufundfamilie” successfully implemented again at the administrative locations in Germany (2014), launch of repeat audit for the fifth certificate in 2015
  • Flexitime models continue to help employees get the work-life balance right (e.g. conversion of one-off payments into free time, part-time work for a fixed period, release from work for care of relatives up to a period of 12 months)
  • Programme “Part-time Management” continued (reduction in working time for managers)
  • Initiation of a fathers’ network in order to break down classic role models and give fathers the opportunity to network and exchange views and ideas about family issues (2014)
  • Generation workshop: programme for younger and older colleagues in order to learn from each other and communicate about expectations. Target: Improvement in daily cooperation at ERGO (since 2012 and continuing in 2014/2015)

Raising the awareness of employees for responsibility and sustainability


  • Sustainability Committee meets every six months to promote development of sustainability at ERGO and exchange between specialist departments
  • Bit-deletion days: Annual request for employees to delete old data that is no longer required in order to save energy, every gigabyte saved is converted into a donation
  • Annual Diversity Day: Employee events and campaigns relating to their own experience of restrictions, for development of tolerance and reduction of prejudices

Promotion of employees by basic and advanced training


  • Development programme “ERGO Leadership Triathlon” continued to strengthen the leadership skills of executive employees
  • Talent identification process for identifying and promoting future managers continued
  • Annual Best Programme for the promotion of former trainees continued

Group-wide carbon neutrality and reduction of energy and resource consumption

  • Expansion of standard recording for environmental indicators at international locations: 10 countries are integrated within environmental reporting (2014)
  • The PCs of more than 10,800 users have been replaced by energy-saving network computers throughout Germany (2014); this meant that the target of replacing 10,000 PCs by 2015 had already been exceeded in 2014
  • Conversion to LED lighting for much-frequented areas at the administrative locations (2014)
  • CO2 certificates purchased amounting to 52,000 tons (1 January to 31 December 2014)

Promotion of environmentally friendly mobility


  • Conversion of company-car fleet to fuel-efficient vehicle classes (2014)
  • Around 400 ecodriving training sessions (2014)
  • Introduction of a shuttle service at ERGO headquarter for Düsseldorf Airport as a substitute for individual taxi journeys (3x daily on 5 working days)

Expansion of environmental management systems

  • Coverage level of the group-wide environmental management system: 89 % of all employees, the target of 75 % by 2015 had therefore already been exceeded in 2014
  • Coverage level of the environmental management system certified in conformity with ISO 14001: 44.3 % of all employees (2013: 42.2%)


Promotion of employee community involvement in the company Volunteer Programme

  • Three-month pilot programme for the company Volunteer Programme for units within the responsibility of the Chairman of the Board of Management (September – November 2014)
  • Launch of the Volunteer Programme at the locations Düsseldorf, Hamburg, Cologne, Munich, Nuremberg, Mannheim and Berlin with campaign day; around 500 employees can get involved in community engagement through some 40 projects available from 2015
Promotion of education Ongoing
  • Education projects sponsored with a total of 932,976 euros in Germany (1 January to 31 December 2014)

Support for social projects

  • Support for social projects with a total of 322,050 euros in Germany (1 January to 31 December 2014)