Duty of care as an employer
We respect the human rights of our employees and have enshrined this in our company by means of various instruments. Beyond this commitment, we aim to prevent the violation of human rights at MTU.
MTU respects the internationally proclaimed human rights set out in the United Nations’ Universal Declaration of Human Rights and enforces and protects these rights within its sphere of influence. Our Code of Conduct stresses that respect for human rights is an essential part of MTU’s corporate social responsibility. We also respect and support the fundamental principles of the International Labour Organization (Core labor standards of the International Labour Organization [ILO]) and are a signatory to the UN Global Compact, Principle 6 of which aims to uphold human rights.
We are conscious of our responsibility as a company with global operations, and aim to carry out our due diligence with regard to human rights. In particular, we pursue the goal of preventing human rights violations that could affect employees (zero-tolerance principle).
We view the respecting of human rights principles as a Group-wide issue that goes beyond social labor standards and basic labor rights for employees to include sustainable supplier management and trade compliance standards for responsible international trade.
Code of Conduct addresses human rights
MTU sees it as its duty to respect the individuality and dignity of each and every person, maintain equality of opportunity in the workplace and prevent discrimination. The protection of human rights, the right to appropriate remuneration, as well as recognition of regulations governing employee and union representation under labor and works constitution law, are implemented Group-wide through the Code of Conduct. As an employer, we create fair working conditions based on legally binding employment contracts with appropriate remuneration. This includes the right to unionize and to adopt collective agreements. Our zero-tolerance approach to violations is also a fundamental component of our Code of Conduct.
Compliance with the Code of Conduct and ethical principles is enshrined in the MTU Principles. In addition, we comply with statutory requirements; in Germany, for example, MTU must honor the General Act on Equal Treatment (AGG). Also in Germany, we have worked with employee representatives to enact internal guidelines on fair and cooperative conduct that are designed to prevent bullying, sexual harassment and discrimination. They also stipulate a systematic process for handling complaints.
When they join the company, new employees are informed about the regulations laid down in the Code of Conduct and—in Germany—in the General Act on Equal Treatment (AGG), and they undertake to comply with these requirements. In addition, we provide regular training on the Code of Conduct at all company’s sites and for all hierarchical levels. In 2021, we redesigned the training on the Code of Conduct and in the reporting year, we continued the e-learning program, in which 3,131 employees took part last year. → More about MTU’s Code of Conduct and associated training under Compliance
Reporting channels for stakeholders
Reporting procedures have been established to ensure that we can systematically follow up on all complaints or reports of human rights infringements. Employees and external stakeholders can make reports to the Compliance Officer as a confidential contact point in the Group, or anonymously via the web-based iTrust reporting system, available in multiple languages. This applies to all human rights concerns. → See Compliance for information about handling reports
In addition, points of contact for employees have been set up at each site, about which we provide information on-site. For example, in compliance with legal regulations such as the AGG in Germany, trained personnel at each site are identified as the contact points for complaints regarding discrimination. At MTU Maintenance Canada, employees can file a formal complaint with human resources management in cases of discrimination. They also have the right to go beyond the company and make a formal complaint to the BC Human Rights Tribunal. At MTU Aero Engines Polska, this function is carried out by a person elected by the employees. What’s more, employees can also report grievances to managers, the works council or the head of human resources. The Executive Board is informed about infringements depending on the severity of their impact. In cases of substantiated complaints, we take appropriate action to find a solution. → More information about the collaboration between management and the works council in the chapter Collaboration and leadership
incidents or substantiated complaints regarding discrimination were recorded in 2022. We see this as a sign of good collaboration at MTU.
No site had an identified case of discrimination or received a substantiated complaint in 2022 as defined by the respective anti-discrimination legislation in effect there.
Human rights risk management revised
We strive to avoid negative impacts of our business activities on human rights as far as possible. We continuously review our business activities for human rights risks in order to define and implement preventive measures at an early stage. We classify human rights risks under various elements of the risk inventory of our corporate risk management process. Regarding its methodology, approach and assessment, our human rights risk analysis is based on MTU’s corporate risk analysis.
MTU’s own business activities are conducted mainly in Germany, the EU and North America. We assume a low probability of occurrence for significant violations of human rights in our own business area, as these regions have regulations set by the respective legislators and a commitment to human rights that is rooted in society. In addition, the aviation sector has its own specific regulations and regulatory oversight.
Accordingly, we have identified no MTU business location that we must consider at significant risk of child, forced or compulsory labor, or at which the freedom of association and right to collective bargaining could be compromised.
If we identify a violation of obligations relating to human rights, we will immediately take appropriate measures to end this violation, prevent it in the future or minimize its extent.
Policy Statement on the Protection of Human Rights adopted
Germany’s Act on Corporate Due Diligence Obligations in Supply Chains (LkSG), which took effect there in 2023, calls for responsible management to protect human rights both internally and externally for the supply chain. In the reporting year, MTU prepared the implementation of the legal requirements.
At the beginning of 2023, the MTU Executive Board signed a Policy Statement on the Protection of Human Rights that applies to the entire MTU Group. This policy statement sets out MTU’s understanding of human rights and responsibilities and underpins the company’s zero-tolerance approach to violations.
Executive Board appoints Human Rights Officer
In response to this legislation, the Executive Board will also appoint a Human Rights Officer as a central function, who will start work in 2023. The Human Rights Officer monitors risk management for the protection of human rights and regularly reports to the Executive Board. In addition, the definition of human rights has been expanded to include aspects of environmental protection and climate action, as these can have an impact on human rights.