Our reporting and the GRI index | Integrated Company Report GIZ

GRI 1: Foundation 2021

GRI 2: General Disclosures 2021

GRI			UNGC	SDG	DNK
2-1	Organisational details
2-1-a	Legal name	Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH
2-1-b	Nature of ownership and legal form	Shareholder Legal information
2-1-c	Location of headquarters	Friedrich-Ebert-Allee 32 + 36 53113 Bonn Dag-Hammarskjöld-Weg 1–5 65760 Eschborn Germany
2-1-d	Location of operations	GIZ has two registered offices in Germany, one in Bonn and one in Eschborn. The company also operates at nine other locations in Germany and in over 120 countries around the globe. Worldwide
2-2	Entities included in the organisation’s sustainability reporting	Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH
2-3	Reporting period, frequency and contact point	01.01.2022–31.12.2022; the Integrated Company Report is published annually; for the reporting year 2022, it was published in the second half of 2023.		12	5
2-4	Restatements of information	Compared to the 2021 reporting period, there were no changes to the material topics in the 2022 Integrated Company Report. The last change in material topics occurred in the 2019 Integrated Company Report compared to 2018 due to a focus on impact potential.		12	7
2-5	External assurance	Compared to the 2021 reporting period, there were no changes to the material topics in the 2022 Integrated Company Report. The last change in material topics occurred in the 2019 Integrated Company Report compared to 2018 due to a focus on impact potential. The Integrated Company Report is externally audited every two to three years. The most recent audit was conducted for the 2021 Integrated Company Report.		12	7
2-6	Activities, value chain and other business relationships	How we work	1, 2, 3, 4, 5, 8	8, 16, 17	4, 9, 14
2-7	Employees	Staff in figures	6	8	14
2-8	Workers who are not employees	Staff in figures	6	8	14
2-9	Governance structure and composition	The Supervisory Board has put the following committees in place: Audit Committee, Standing Committee, Urgent Matters Committee. Composition of the Supervisory Board: Executive/non-executive members, their positions/responsibilities and skills: Supervisory Board (giz.de) Stakeholders: The representatives of the Shareholder currently comprise four members of the Budget Committee of the German Federal Parliament, five representatives of the German Government (Federal Ministry for Economic Cooperation and Development, Federal Ministry of Finance, Federal Foreign Office, Federal Ministry for Economic Affairs and Climate Action, Federal Ministry for the Environment, Nature Conservation, Nuclear Safety and Consumer Protection) as well as one representative of the Deutsche Stiftung für internationale Entwicklung (DSE) from the Bavarian State Chancellery. Independence: The rules of procedure of the Supervisory Board stipulate that members are required to act in the best interests of the company. Their decisions may not be swayed by personal interests or by any efforts to exploit business opportunities to which the company is entitled for their own benefit. Conflicts of interest, particularly such that might arise as a result of advising or sitting on an official body of clients, suppliers, lenders or any other business partners, must be disclosed to the Supervisory Board. Term of office: Generally, the members of the Supervisory Board are appointed for the period ending with the conclusion of the Shareholder’s meeting that decides on the granting of formal approval of activities for the fourth financial year after the beginning of the term of office. The financial year in which the term of office begins is not included. The Supervisory Board has achieved gender parity. No information on social groups is recorded with respect to the Supervisory Board.	7, 8, 9	1–17	3, 5
2-10	Nomination and selection of the highest governance body	The GIZ Supervisory Board consists of 10 Shareholder representatives and 10 workforce representatives (thus a total of 20 members). The members of the Supervisory Board representing the Shareholder are appointed and dismissed by the Shareholder. The workforce representatives are elected by GIZ staff in line with the provisions of the German Co-determination Act (Mitbestimmungsgesetz). The most recent election was held in August 2022. The 10 workforce representatives consist of three trade union representatives, one executive manager and six employees.		16	5
2-11	Chair of the highest governance body	Message from the Chair of the Supervisory Board		16	5
2-12	Role of the highest governance body in overseeing the management of impacts	Values, strategies and objectives are set by the Management Board, the Management Committee, the Strategy Committee and the Sustainability Board. Strategic leadership is not the role of the Supervisory Board.		16	5
2-13	Delegation of responsibility for managing impacts	The foundation for the decentralised implementation of our Sustainability Programme is a well-functioning governance structure to steer the process. This structure consists of the Sustainability Office, the Sustainability Board and the Director Corporate Sustainability. Together, they continue to hone GIZ’s sustainability management. The staff of the Sustainability Office also advise and support the organisational units and the field structure on sustainability matters and ensure that knowledge is shared within GIZ. The overarching responsibility for sustainability is vested in the Chair of the Management Board, who also chairs the Sustainability Board comprising the directors and directors general of various units and departments. This underscores the paramount importance that GIZ attaches to sustainability management.	1, 2, 6, 7, 8, 9	7, 12, 13, 15, 16	1, 2, 3, 6, 7, 12, 13, 14, 17
2-14	Role of the highest government body in sustainability reporting	Under the provisions of the German Government’s Public Corporate Governance Code (PCGK), GIZ is required to issue a non-financial declaration and submit it to the Supervisory Board for scrutiny. In 2022, this took the form of the Declaration of Conformity with the German Sustainability Code. Reports are published once a year.		12	5
2-15	Conflicts of interest	The rules of procedure of the Supervisory Board stipulate that members are required to act in the best interests of the company. Their decisions may not be swayed by personal interests or by any efforts to exploit business opportunities to which the company is entitled for their own benefit. Conflicts of interest, particularly such that might arise as a result of advising or sitting on an official body of clients, suppliers, lenders or any other business partners, must be disclosed to the Supervisory Board. Should a Supervisory Board member declare a conflict of interests, a discussion of how to address this issue should be held without delay and a decision taken on how to proceed. In the spirit of the German Government’s Public Corporate Governance Code (PCGK), GIZ ensures that members can meet their responsibilities as part of the Supervisory Board. Accordingly, members are not supposed to hold more than three posts simultaneously in supervisory bodies.		16	5
2-16	Communication of critical concerns	Where critical concerns arise within the sphere of responsibility of the Supervisory Board, these concerns are addressed in the form of regular or special reports or through business transactions subject to approval.	10	16	5, 20
2-17	Collective knowledge of the highest governance body	Under the provisions of the German Government’s Public Corporate Governance Code (PCGK), GIZ is required to issue a non-financial declaration and submit it to the Supervisory Board for scrutiny. In 2022, this took the form of the Declaration of Conformity with the German Sustainability Code, including the non-financial declaration. Reports are published once a year.		16, 17	9, 14
2-18	Evaluation of the performance of the highest governance body	The performance of the Supervisory Board is not evaluated by any third party.		16	5
2-19	Remuneration policies	Information on remuneration policies as they apply to the highest governance body can be found in the Public Corporate Governance Report 2022 (Section IV: Remuneration of Managing Directors and members of the GIZ Supervisory Board in 2022) and in GIZ’s 2022 annual statement of accounts (Remuneration).		8	8, 14, 15
2-20	Process to determine remuneration	Information on remuneration policies as they apply to the highest governance body can be found in the Public Corporate Governance Report 2022 (Section IV: Remuneration of Managing Directors and members of the GIZ Supervisory Board in 2022) and in GIZ’s 2022 annual statement of accounts (Remuneration).			8
2-21	Annual total compensation ratio	The annual total compensation ratio of the highest-paid individual working for the organisation in each individual country with an important establishment to the median annual total compensation for all employees in that country has not been published for 2022. This is not reported in detail due to confidentiality requirements and because of potential adverse impacts on the individual security of field staff.			8
2-22	Statement on sustainable development strategy	Foreword
2-23	Policy commitments	The Sustainability Guidelines are the key document, with the Environmental Mission Statement subordinate to the guidelines. Our sustainability objectives and the relevant activities are set out in the Sustainability Programme. We have also undertaken to work with the Science Based Targets initiative (SBTi). Other international agreements and mechanisms provide the framework for our Sustainability Programme 2021–2025. They include the United Nations 2030 Agenda for Sustainable Development, the Paris Agreement on climate change, and Germany’s Sustainable Development Strategy. The programme complies with the United Nations Guiding Principles on Business and Human Rights, while the expectations of our staff, commissioning parties and partners worldwide shape the programme.	1, 6, 10	5, 8, 10, 16	6, 14, 17, 19
2-24	Embedding policy commitments	The GIZ Sustainability Programme 2021–2025 lists the units responsible for implementation.	1, 6, 10	5, 8, 10, 16	6, 14, 17, 19
2-25	Processes to remediate negative impacts	Information about our whistleblower system: Fighting corruption Information about the human rights grievance mechanism: Our due diligence Information about the human rights grievance mechanism: Safeguards+Gender management system (giz.de)	1, 2, 10	5, 8, 10, 16	6, 14, 17, 20
2-26	Mechanisms for seeking advice and raising concerns	Information about our whistleblower system: Fighting corruption Information about risk management and risk notification Information about the human rights grievance mechanism: Human rights in the supply chain	1, 2, 10	5, 8, 10, 16	6, 14, 17, 20
2-27	Compliance with laws and regulations	See Annual GIZ Compliance Report	10	16	20
2-28	Membership in associations	Memberships and voluntary commitments GIZ is a member of numerous organisations, some of which it chairs while in others it holds a seat or an office in their official bodies. Here are some examples: B.A.U.M. e.V. We have been a member of B.A.U.M. (German only) (The German Association of Environmental Management) since 2011 and are therefore bound by B.A.U.M.’s Code of Conduct for Sustainable Business. B.A.U.M aims to raise awareness among companies, local authorities and other organisations of the importance of the need for precautionary systems of environmental protection and its vision of sustainable business management. B.A.U.M. also helps its members to implement measures that are environmentally effective, economically viable and socially fair. Biodiversity in Good Company GIZ has been a member of the Biodiversity in Good Company initiative since it was first established in 2008. The initiative brings together companies from numerous sectors to drive action on the protection and sustainable use of global biodiversity resources in line with the UN Convention on Biological Diversity. It aims to halt the dramatic loss of ecosystems, species and genetic diversity. Charta der Vielfalt (German Diversity Charter) In October 2019, GIZ signed the German Diversity Charter. It is a corporate initiative to promote diversity in companies and institutions. The aim is to drive forward recognition and respect for diversity within the world of work in Germany and to actively draw on diversity. By signing the Charter, GIZ has expressed its conviction that people with different talents, abilities and life experience can enrich and advance our common work. GIZ continues to uphold the voluntary commitment to foster diversity and respect in the working world. Science Based Targets initiative Nearly 2,500 companies around the world have signed up for the Science Based Targets initiative (SBTi). The UN Global Compact, the World Resources Institute (WRI), the World Wide Fund For Nature (WWF) and the Carbon Disclosure Project (CDP) are behind the initiative. Companies signing up are required to systematically record and disclose their climate data. SBTi experts verify whether or not the reduction targets proposed by the companies are compatible with the target of 1.5 to 2 degrees Celsius set out in the Paris Agreement. Participating organisations also undertake to report transparently and publicly once a year on the progress they have made towards achieving their targets based on standard criteria. GIZ is the first development cooperation company to join the global Science Based Targets initiative, thereby committing itself to pursuing ambitious mitigation targets. Development and Climate Alliance Foundation Since late 2018, the Development and Climate Alliance has aimed to link development cooperation and international climate action through the voluntary offsetting of greenhouse gas emissions. It also mobilises additional funding for important development and climate action projects in developing countries and emerging economies. Supporters aim to achieve climate neutrality by avoiding or reducing greenhouse gas emissions and offsetting any remaining emissions with high-quality projects. GIZ supports the Development and Climate Alliance. It successfully established the initiative’s secretariat, which it transferred to the dedicated Development and Climate Alliance Foundation in mid-2021. Sustainability Leadership Forum (SLF) The Sustainability Leadership Forum (German only) was set up by the German Association of Environmental Management (B.A.U.M.) and the Centre for Sustainability Management (CSM) at Leuphana University in Lüneburg, Germany. In 2020, NORDAKADEMIE Hochschule der Wirtschaft took over the role of cooperation partner from Leuphana University. The Forum is designed to facilitate discussion and collaboration between companies that have already established excellent sustainability management systems and wish to broaden their corporate sustainability strategy. As a Forum participant, GIZ appreciates the opportunities to share experience, transfer knowledge and work jointly to resolve problems. UN Global Compact GIZ signed up for the UN Global Compact in 2004 and, in doing so, undertook to follow its ten principles relating to labour and welfare, human rights, the environment and the fight against corruption. We report annually on the action we have taken in each of these areas. GIZ has been running the secretariat of the UN Global Compact Network Germany on behalf of BMZ since 2001. Women’s Empowerment Principles The focus of the Women’s Empowerment Principles (WEPs) is on strengthening women in companies. The seven principles offer companies guidelines for promoting gender equality in the workplace and within society. They are based on the realisation that businesses have responsibility and an important role to play in achieving gender equality. GIZ has supported the principles since 2015, making it one of the first eight German companies to champion gender equality in this way. Today, over 1,000 companies around the world have committed to the WEPs.		16
2-29	Approach to stakeholder engagement	GIZ holds a regular stakeholder dialogue, which also involves conducting a materiality analysis and drawing up a materiality matrix. Find out more at Sustainability management: engaging in dialogue Systematic sustainability Detailed presentation in the 2021 Integrated Company Report: Engaging in dialogue		16, 17	9, 14
2-30	Collective bargaining agreements	Staff in figures		8	14, 15

GRI 3: Material Topics

GRI			UNGC	SDG	DNK
3-1	Process to determine material topics	GIZ holds a regular stakeholder dialogue, which also involves determining material topics and drawing up a materiality matrix. Detailed presentation in the 2021 Integrated Company Report: Engaging in dialogue	1–10	12	2
3-2		We report on our material topics here: Climate protection Protection of natural resources Sustainable procurement Protection and promotion of human rights Sustainable mobility Biodiversity Diversity and gender Compliance and anti-corruption Digitalisation Work-life balance and employee health Health and work-life balance Safe working around the world Sustainable events Cooperation and partnership management Staff development Responsible use of funds Learning organisation Social engagement Further information: The materiality matrix	1–10	12	2

Material topic 1: Climate protection

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Foundation Basic principles: GIZ is firmly committed to the Paris Agreement’s 1.5-degree target. The climate crisis is one of the greatest challenges of our time, and climate action is a key concern. The issue is one of the priorities of our materiality analysis. GIZ is helping its partners in countries of assignment to implement climate change mitigation and adaptation measures. At the same time, we are setting ourselves goals to reduce our own carbon footprint, in line with the most rigorous science-based, transparent standards and benchmarks. For GIZ’s climate management, prevention takes priority over reduction, while offsetting of unavoidable emissions is a last resort. GIZ bases its climate management on the findings of climate research. In 2021, we were the first development cooperation company to join the global Science Based Targets initiative (SBTi). GIZ is thereby pursuing ambitious emission reduction goals that are broken down into different scopes, or emission sources, in line with international standards. As far as possible, GIZ also records greenhouse gas (GHG) emissions that occur in the upstream and downstream value chain – Scope 3 – as well as the direct and indirect emissions in Scopes 1 and 2. GIZ can control and influence these indirect emissions only to a very limited extent. Offsetting: The emissions that GIZ cannot avoid are offset by retiring high-quality climate certificates from projects where GHG emissions were successfully reduced. We have offset emissions in Germany since 2013 and emissions abroad since 2020. GIZ offsets all direct Scope 1 GHG emissions. It also offsets a number of easily measurable indirect GHG emissions in Scopes 2 and 3 such as those generated by energies, air travel or commuting. For 2022, these are emissions from commuting in Germany and from business trips in Germany and abroad, events in Germany, and fuel- and energy-related emissions in Germany and abroad. Other emission sources are outside GIZ’s control and can be mapped only in part using rough estimates. They are not offset. To offset emissions, GIZ acquires certificates from climate change mitigation projects which meet not only environmental but also social sustainability criteria. They comply with the Gold Standard requirements, one of the most rigorous international quality standards, and are verified by the United Nations Clean Development Mechanism (CDM). You will find more information on how GIZ’s CO₂ emissions are recorded and offset in the Integrated Company Report 2021 and Climate and Environmental Data 2022 „Klima- und Umweltdaten 2022“. Objectives: Climate change mitigation is at the heart of GIZ’s Sustainability Programme 2021–2025 and reducing GHG emissions at GIZ locations worldwide is our top priority. By 2025, GIZ will reduce its emissions to such an extent that it actively contributes to implementing the Paris Agreement. GIZ has pledged to reduce its direct and indirect emissions – Scopes 1 and 2 – by 30 per cent by 2025 compared to 2019. 2019 was selected as the base year for the targets because from 2020 onwards the COVID-19 pandemic caused distortions. GIZ has committed to reducing absolute Scope 3 GHG emissions from purchased goods and services, fuel and energy-related activities, business travel and staff commuting by 10 per cent between 2019 and 2025. Again, 2019 was used as the base year for measuring progress. The data are updated annually and, if new information is available, findings from previous years are corrected. Taking 2019 as a benchmark, GIZ intends to cut its GHG emissions resulting from air travel inside and outside Germany by 25 per cent by 2025. The Sustainability Programme 2021–2025 now shifts the focus more to the potential outside Germany. Photovoltaic (PV) systems are to be installed at many locations, for instance. This will reduce CO₂ emissions, save energy costs and may reduce fuel consumption by generators during power cuts. More information on the environmental management system can be found at 3-3 Management approach protection of natural resources Measures The next step will be to expand the scope of GIZ’s annual Climate and Environmental Report to include our sub-contractors. Since 2022, we have endeavoured to include the GHG emissions resulting from air travel undertaken by our service providers and a description of our reduction efforts in our detailed monitoring system. Scopes 1 and 2: In 2022, GIZ switched from natural gas to biomethane in Germany and expanded the use of electric vehicles. Energy-efficient refurbishments have also been initiated and PV systems and heat pumps have been installed. An energy-saving campaign was also carried out at GIZ locations in Germany. Measures conducted abroad in 2022 included installing five new PV systems on a total of 34 office roofs around the globe, procuring additional electric vehicles and organising awareness-raising events for employees on topics such as sustainable mobility and energy and resource consumption. Wherever possible, low-energy, climate-friendly air conditioning systems (‘green cooling’) were procured, though these are only available to a limited extent on markets abroad. Scope 3: Step by step, GIZ is improving its monitoring system, enabling it to record other key emissions more accurately, and to reduce these wherever possible. However, a number of targeted measures have also contributed to cutting emissions. Wherever possible, business travel is being replaced by online meetings or reduced by grouping appointments. The approach proved successful during the COVID-19 pandemic. Furthermore, all events now meet sustainability criteria and their GHG emissions are accounted for. Measures to raise awareness among our service providers of online training courses, for instance, and standardised information on climate-friendly travel in our contract documents may also help to reduce GHG emissions in the value chain. Progress made The degree of achievement [of Scope 1 and 2 climate goals] in 2022 is a reduction of 12 per cent. Savings in direct Scope 1 emissions occurred mainly in Germany as a result of the switch to biomethane and of energy savings. However, these savings were cancelled out in total by an increase in emissions from fuels for vehicles and generators abroad. Indirect energy-related Scope 2 emissions also increased in the previous year. This is primarily due to increased electricity consumption at locations abroad. The current degree of achievement in Scope 3 is a reduction of 6 per cent compared to 2019. The impact of the COVID-19 pandemic is reflected in emissions trends. Scope 3 emissions decreased mainly due to reduced mobility during the pandemic, but rose again in 2022. Emissions generated by commuting have increased, as a new survey on commuter behaviour in Germany has shown. Major increases have occurred with regard to the emission factors and the journey to work. The fact that very few events took place during the coronavirus pandemic meant that the CO₂ footprint in this area was correspondingly small. Unfortunately, it is not yet possible to calculate the effects of sensitising our service providers, as GIZ – like many other companies – can only use the financial procurement volume and relatively imprecise emission factors to estimate GHG emissions from procurement. In other words, the volume of emissions reported here varies only according to the volume of services we purchase and therefore cannot reflect the effect of measures. Further information: Climate management at GIZ Avoiding emissions is our top priority	8, 9	11, 13	13

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3-3

Management approach disclosures

Foundation

Basic principles:
GIZ is firmly committed to the Paris Agreement’s 1.5-degree target. The climate crisis is one of the greatest challenges of our time, and climate action is a key concern. The issue is one of the priorities of our materiality analysis. GIZ is helping its partners in countries of assignment to implement climate change mitigation and adaptation measures. At the same time, we are setting ourselves goals to reduce our own carbon footprint, in line with the most rigorous science-based, transparent standards and benchmarks.
For GIZ’s climate management, prevention takes priority over reduction, while offsetting of unavoidable emissions is a last resort.
GIZ bases its climate management on the findings of climate research. In 2021, we were the first development cooperation company to join the global Science Based Targets initiative (SBTi). GIZ is thereby pursuing ambitious emission reduction goals that are broken down into different scopes, or emission sources, in line with international standards.
As far as possible, GIZ also records greenhouse gas (GHG) emissions that occur in the upstream and downstream value chain – Scope 3 – as well as the direct and indirect emissions in Scopes 1 and 2. GIZ can control and influence these indirect emissions only to a very limited extent.
Offsetting:
The emissions that GIZ cannot avoid are offset by retiring high-quality climate certificates from projects where GHG emissions were successfully reduced. We have offset emissions in Germany since 2013 and emissions abroad since 2020.
GIZ offsets all direct Scope 1 GHG emissions. It also offsets a number of easily measurable indirect GHG emissions in Scopes 2 and 3 such as those generated by energies, air travel or commuting. For 2022, these are emissions from commuting in Germany and from business trips in Germany and abroad, events in Germany, and fuel- and energy-related emissions in Germany and abroad. Other emission sources are outside GIZ’s control and can be mapped only in part using rough estimates. They are not offset.
To offset emissions, GIZ acquires certificates from climate change mitigation projects which meet not only environmental but also social sustainability criteria. They comply with the Gold Standard requirements, one of the most rigorous international quality standards, and are verified by the United Nations Clean Development Mechanism (CDM). You will find more information on how GIZ’s CO₂ emissions are recorded and offset in the Integrated Company Report 2021 and Climate and Environmental Data 2022 „Klima- und Umweltdaten 2022“.
Objectives:
Climate change mitigation is at the heart of GIZ’s Sustainability Programme 2021–2025 and reducing GHG emissions at GIZ locations worldwide is our top priority. By 2025, GIZ will reduce its emissions to such an extent that it actively contributes to implementing the Paris Agreement.
GIZ has pledged to reduce its direct and indirect emissions – Scopes 1 and 2 – by 30 per cent by 2025 compared to 2019. 2019 was selected as the base year for the targets because from 2020 onwards the COVID-19 pandemic caused distortions.
GIZ has committed to reducing absolute Scope 3 GHG emissions from purchased goods and services, fuel and energy-related activities, business travel and staff commuting by 10 per cent between 2019 and 2025. Again, 2019 was used as the base year for measuring progress. The data are updated annually and, if new information is available, findings from previous years are corrected.
Taking 2019 as a benchmark, GIZ intends to cut its GHG emissions resulting from air travel inside and outside Germany by 25 per cent by 2025.
The Sustainability Programme 2021–2025 now shifts the focus more to the potential outside Germany. Photovoltaic (PV) systems are to be installed at many locations, for instance. This will reduce CO₂ emissions, save energy costs and may reduce fuel consumption by generators during power cuts.
More information on the environmental management system can be found at

3-3 Management approach protection of natural resources

Measures

The next step will be to expand the scope of GIZ’s annual Climate and Environmental Report to include our sub-contractors. Since 2022, we have endeavoured to include the GHG emissions resulting from air travel undertaken by our service providers and a description of our reduction efforts in our detailed monitoring system.
- Scopes 1 and 2:
  In 2022, GIZ switched from natural gas to biomethane in Germany and expanded the use of electric vehicles. Energy-efficient refurbishments have also been initiated and PV systems and heat pumps have been installed. An energy-saving campaign was also carried out at GIZ locations in Germany. Measures conducted abroad in 2022 included installing five new PV systems on a total of 34 office roofs around the globe, procuring additional electric vehicles and organising awareness-raising events for employees on topics such as sustainable mobility and energy and resource consumption. Wherever possible, low-energy, climate-friendly air conditioning systems (‘green cooling’) were procured, though these are only available to a limited extent on markets abroad.
- Scope 3:
  Step by step, GIZ is improving its monitoring system, enabling it to record other key emissions more accurately, and to reduce these wherever possible. However, a number of targeted measures have also contributed to cutting emissions. Wherever possible, business travel is being replaced by online meetings or reduced by grouping appointments. The approach proved successful during the COVID-19 pandemic. Furthermore, all events now meet sustainability criteria and their GHG emissions are accounted for. Measures to raise awareness among our service providers of online training courses, for instance, and standardised information on climate-friendly travel in our contract documents may also help to reduce GHG emissions in the value chain.

Progress made

The degree of achievement [of Scope 1 and 2 climate goals] in 2022 is a reduction of 12 per cent. Savings in direct Scope 1 emissions occurred mainly in Germany as a result of the switch to biomethane and of energy savings. However, these savings were cancelled out in total by an increase in emissions from fuels for vehicles and generators abroad. Indirect energy-related Scope 2 emissions also increased in the previous year. This is primarily due to increased electricity consumption at locations abroad.
The current degree of achievement in Scope 3 is a reduction of 6 per cent compared to 2019. The impact of the COVID-19 pandemic is reflected in emissions trends. Scope 3 emissions decreased mainly due to reduced mobility during the pandemic, but rose again in 2022. Emissions generated by commuting have increased, as a new survey on commuter behaviour in Germany has shown. Major increases have occurred with regard to the emission factors and the journey to work. The fact that very few events took place during the coronavirus pandemic meant that the CO₂ footprint in this area was correspondingly small.
Unfortunately, it is not yet possible to calculate the effects of sensitising our service providers, as GIZ – like many other companies – can only use the financial procurement volume and relatively imprecise emission factors to estimate GHG emissions from procurement. In other words, the volume of emissions reported here varies only according to the volume of services we purchase and therefore cannot reflect the effect of measures.

Further information:
Climate management at GIZ
Avoiding emissions is our top priority

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305-1

Direct GHG emissions (Scope 1)

	Germany				Abroad
	2019	2020	2021	2022	2019	2020	2021	2022
Heating [in t CO2e]	2.760	2.228	1.125	911	1.850	1.975	1.918	1.233
Fuel for company vehicles in t CO2e	23	13	10	8	11.550	8.236	9.248	10.741
Coolants in t CO2e	31	23	8	32	4.048	3.849	4.111	4.055
Generators in t CO2e	3	7	6	6	1.765	2.303	1.379	2.641

[1] Due to improved data quality, these figures partly deviate from previously published data.

[2] Emissions from electricity were calculated using the market-based method domestically.

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305-2

Indirect energy-related GHG emissions (Scope 2)

	Germany				Abroad
	2019	2020	2021	2022	2019	2020	2021	2022
Electricity in t CO2e [2]	361	289	240	191	9.693	7.582	8.044	8.435
District heating in t CO2e	177	171	211	171	351	563	423	218
District cooling in t CO2e	47	36	50	51	76	0,5	0	0

[1] Due to improved data quality, these figures partly deviate from previously published data.

[2] Emissions from electricity were calculated using the market-based method domestically.

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305-3

Other indirect GHG emissions (Scope 3)

	Germany				Abroad
	2019	2020	2021	2022	2019	2020	2021	2022
Purchased goods and services [5] in in t CO2e.	132.223	136.910	155.341	139.122	61.789	54.815	84.035	68.151
Fuel and energy-related emissions [6] in t CO2e.	312	289	217	184	8.276	6.322	5.652	6.898
Business trips in t CO2e	23.275	3.179	2.798	13.239	86.254	19.481	22.724	59.531
Commuting [7] in t CO2e	3.042	1.587	1.078	4.903	10.008	4.396	4.624	13.974
Events in t CO2e	Data not mapped		36	81	Data not mapped in the CSH.

[5] Estimate based on financial data. These are only emissions from purchased services since these are essential for GIZ. This excludes construction services.

[6] Due to improved data quality, figures may differ in part from previously published data. An estimate was made for foreign countries for the years 2019 and 2020.

[7] Commuter traffic abroad was roughly estimated for 2019 using flat-rate values. From 2020, the values are derived from an extrapolation based on the results of an internal survey of selected locations abroad.

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305-5

Reduction in GHG emissions

Direct and indirect GHG emissions from buildings and vehicles are down by about 12 per cent on 2019. Indirect emissions from the upstream and downstream value chain have decreased by roughly 6 per cent.

	Entire company
	2019	2020	2021	2022
Scope 1 + 2 in t CO₂e	32.709	27.274	26.777	28.693
Scope 3 in t CO₂e	325.157	226.979	276.457	306.003

[8] The totals deviate in part from previously communicated figures because data quality has improved thanks to more accurate recalculations.

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305-7

Nitrogen oxides (NO_x), sulphur oxides (SO_x) and other significant airborne emissions

	Inland				Ausland
	2019	2020	2021	2022	2019	2020	2021	2022
NO_X (nitrogen oxides) in kg	8.822	4.394	3.148	13.115
SO₂ (sulfur dioxide) in kg	4.964	2.036	1.551	4.880
PM10 (coarse particular matter) in kg	233	82	76	563

[9] Data for 2020 and 2021 have been recalculated based on new data.

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Material topic 2: Protection of natural resources

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Foundation Conserving natural resources, including energy, water, waste and materials such as paper, is one of the top issues in our materiality matrix. GIZ uses two different environmental management systems (one in Germany and one abroad) to take account of the specific conditions prevailing in Germany and in the countries where we operate. Both management systems are based on GIZ’s environmental mission statement. Environmental management Environmental management system in Germany: In Germany, GIZ uses the Eco-Management and Audit Scheme (EMAS), which is an extension of the ISO 14001 environmental management standard. EMAS is the world’s most exacting certification for corporate environmental management and requires companies to make continuous, annually verified improvements in their environmental performance. The overriding priority is to steadily reduce GIZ’s environmental impacts and provide evidence of this reduction. GIZ does so in an annual Climate and Environmental Report on the progress made towards achieving our environmental goals. This is presented in an Environmental Statement to the responsible Chamber of Commerce and Industry (IHK) having already been validated by external EMAS environmental auditors. The Chair of the GIZ Management Board acts as the company’s EMAS environmental management representative. Our Environmental Management Officer is based in GIZ’s Sustainability Office. The Officer launches and monitors all necessary steps within the company that are relevant for the EMAS system and coordinates implementation of environment-related measures laid out in the Sustainability Programme in close consultation with other units. (NH-Governance of GIZ). Our registered offices in Bonn and Eschborn and our representation in Berlin first gained EMAS certification in 2013. Other buildings in Berlin, Bonn and Feldafing were included in the scheme over subsequent years. Environmental management system in partner countries: To record our progress in the field of sustainability in the countries in which GIZ operates, we use the Corporate Sustainability Handprint® (CSH). The CSH provides the GIZ workforce with a uniform framework for corporate sustainability and therefore also for environmental management. GIZ has collected climate and environmental data every year in all its partner countries and country offices since 2018. While the quality of data is not yet comparable with the data for Germany, it is steadily improving. When we record environmental data, we distinguish between an ‘environmental footprint’ and an ‘environmental handprint’. While an environmental footprint measures water consumption, for instance, and CO2 emissions, the handprint documents active contributions towards sustainability, such as using solar panels rather than generators and arranging carpools for commuters. It also covers issues like raising awareness of health issues, diversity and human rights, and ensuring sustainable procurement. GIZ encourages its teams on the ground to optimise their sustainability balance sheet. Risk management: Under EMAS, environmentally relevant opportunities and risks are analysed at least once a year and are made an active focus. Wherever possible, objectives and measures are established in order to harness opportunities and minimise risks. At project level, GIZ has introduced a systematic appraisal process that allows us to identify external risks and unintended adverse impacts at an early stage. We can thus plan our projects accordingly, ensuring that people and other protected resources can be shielded more effectively. The Safeguards+Gender management system is used to ensure that the projects of all commissioning parties and clients are environmentally and socially compatible. Climate, which is one of the safeguards, investigates the impact of a project on climate change, in terms of GHG emissions, and considers the need to adapt to the consequences of climate change. The assets protected by the environmental safeguard include people; biological diversity (animals, plants, microorganisms, etc.); ecosystems and their services; soil, water and air; cultural assets and other objects; and interactions between these assets. Objectives: What used to be the Environmental Programme has been incorporated into our new Sustainability Programme. This essentially addresses the entire GIZ workforce in Germany and in the countries where we operate, and many of its elements concern environmental protection and climate change mitigation. The environmental elements of the Sustainability Programme thus focus primarily on climate management, resource efficiency and mobility. Measures and progress made: see specific themes	8, 9	11, 13	13

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3-3

Management approach

Foundation

Paper is an essential resource that we use every day in the office. While it is not always possible to dispense with paper entirely, GIZ has significantly reduced its paper consumption worldwide since 2019 and is constantly working to reduce it further.
Objectives: By 2025 the volume of paper used for printing in Germany is to be cut by 30 per cent, while a target of 40 per cent has been set for outside Germany.

Measures

GIZ is particularly committed to gradual document digitalisation. Since October 2021, documents for internal use – apart from exceptions required by law – have been handled and stored only in electronic form.
All of the paper GIZ uses in Germany is recycled paper with the Blue Angel seal of approval. We also have low-energy printers. Our service provider uses our empty ink and toner cartridges to manufacture new ones.

Results

Paper consumption in Germany fell from 11.9 to 4.7 million sheets of paper in 2022, which is roughly 60 per cent lower than 2019.
Consumption figures are dropping further as a result of the digitalisation of work processes, introduction of the eProcurement system and the growing number of paperless events. This has saved around 306,000 sheets of paper solely in connection with the annual staff assessment and development talks and manager-staff dialogues. Added to that are considerable savings in ink, energy and printer maintenance costs. The coronavirus pandemic has accelerated this shift.
In partner countries it is not always possible to use recycled paper, as it is often difficult or even impossible to purchase it locally. Nevertheless, GIZ has switched to 100 per cent recycled paper in 10 countries in Africa, Asia and Europe.
Paper consumption abroad dropped from 73.6 million sheets of paper to 52.3 million sheets as compared with 2019. Recycled paper at GIZ locations abroad accounted for 22 per cent of total paper used in 2022, a 7 per cent increase on 2019.

301-1

Materials used by weight or volume

	Germany				Abroad
	2019	2020	2021	2022	2019	2020	2021	2022
Paper consumption (sheets)	11.897.087	6.225.693	5.140.153	4.738.544	73.673.934	43.849.811	49.141.857	52.288.687
Per-capita paper consumption (sheets per staff member)	2.164	1.035	855	755	4.042	2.313	2.464	2.602
Percentage of recycled paper used	95%	100%	100%	100%	15%	16%	13%	22%

7, 8

6, 8, 12

11, 12

GRI

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103-1
103-2
103-3

Management approach

Foundation

GIZ intends to reduce the energy we consume by 10 per cent per employee in Germany and by 20 per cent outside Germany by 2025 compared with 2019. To promote sustainable development, GIZ also intends to make greater use of renewable energy.
The installation of PV systems at 25 locations in partner countries from 2021 to 2023 has also been included as a target in the Sustainability Programme 2021–2025.
The total energy consumption and the energy mix varies widely between GIZ in Germany and our operations abroad. In Germany, our energy consumption figures cover electricity and heating/cooling energy. In our partner countries, fuel for company vehicles and generators accounts for a large share.
Energy consumption at GIZ’s locations in Germany mainly involves the use of heating and cooling energy and electricity. Heating and cooling energy alone accounts for just over half of consumption.
However, power supply remains precarious in many of our partner countries, making emergency generators indispensable. In Germany, generators are only used to supply emergency power during maintenance work on the power grid.
• You can find more information on the management approach under ‘2 Protection of natural resources’

Measures

Almost all the power used at GIZ locations in Germany is green. In 2022, some 95 per cent of the electricity used was generated from renewables. The consumption of conventional electricity stems from the use of spaces shared with other tenants, such as reception areas and lifts in leased properties. Wherever possible, we are replacing conventional light bulbs with LEDs at all locations. We are also optimising ventilation systems to save power. The Meander Building and Campus Forum in Bonn both have a geothermal and a PV system.
As a general rule, GIZ measures electricity consumption at all locations where GIZ staff work in our partner countries. Since most countries do not yet generate enough on-grid electricity from renewables, we cannot achieve the same percentage of green electricity supplied to our offices outside Germany as we do in Germany. However, GIZ is looking at where and how it makes economic and environmental sense to use PV systems in our locations abroad. Since the target was set, the number of country and project offices installing or planning to install PV systems has been steadily increasing. Energy efficiency measures are an important aspect: the lower the basic electricity demand, the better the chances of meeting demand in the event of power outages with appropriately dimensioned PV systems and also of reducing the use of diesel generators for peak loads. This is also associated with greater energy security for GIZ locations in fragile contexts. Energy efficiency and renewable energy therefore complement each other.
PV systems were installed at several locations in our partner countries in 2022, for example in Peru and Togo.
Many locations in Germany switched to using biomethane for heating in 2021. Furthermore, some sites in Germany are using geothermal heating and cooling systems. An energy-saving campaign was also carried out in Germany to raise staff awareness of this topic. The campaign was part of the legally stipulated energy-saving measures and in some cases went beyond the legal requirements. The use of renewable energy is also being stepped up at some locations, for example by installing heat pumps and PV systems. This is accompanied by energy-efficient refurbishments such as better insulation.
Mobility: The COVID-19 pandemic has led to a significant decrease in fuel consumption for cars abroad since 2020. In order to keep fuel consumption low in the future, options for a company-wide vehicle pooling system are being explored. The idea is for cross-project procurement and use of vehicles to become standard practice.

Progress made

GIZ achieved the goal set out in the Sustainability Programme related to PV systems in 2021; in 2021 we had 29 locations equipped with PV systems, and 34 in 2022.
Electricity consumption in our locations in Germany in 2022 was roughly 7 per cent down on the previous year, whereas it rose by 8 per cent abroad. Our worldwide electricity consumption in 2022 was about 12 per cent below the 2019 level.
Our locations in Germany and abroad vary enormously in terms of heating/cooling energy consumption. Overall, energy consumption for heating and cooling in 2022 was 21 per cent down on the previous year. Consumption per employee in Germany was 1,901 kWh in 2022, which represents a decrease of around 20 per cent due to energy-saving measures. Outside Germany, where heating systems are available in only a few countries or are partly based on electricity, the absolute value is lower. 2022 also saw a decrease from the previous year: to 219 kWh per employee, which is a drop of approximately 32 per cent.
The proportion of renewable energy in Germany decreased slightly to 56 per cent because a great deal of energy was saved at the various locations in absolute terms. The share of green electricity is around 95 per cent.
Mobility: The greatest difference between Germany and other countries is the direct energy consumption resulting from vehicle fuel and generators. These two factors play a secondary role at GIZ locations in Germany. Vehicle fuel accounted for 36,309 kWh in 2022 in Germany, whereas consumption outside Germany was 43,728,348 kWh. This is primarily because the number of vehicles at locations abroad is significantly higher. While GIZ only had 11 motor vehicles in Germany at the end of 2022, the total for all other countries was 3,216, of which 57were fully electric or hybrid vehicles (28 electric vehicles and 29 hybrid vehicles). Roughly 550 new vehicles were purchased for use abroad in 2022, of which seven were electric vehicles and four were hybrid vehicles.
The absolute energy consumption of motor vehicles fell by about 5 per cent in 2022 compared with the 2019 base year.
Generators: Fuel consumed by generators abroad has now risen by about 80 per cent to roughly 11 per cent below the 2019 base year. This is because in 2022 the grid power supply at some locations became so unreliable that the use of generators was widespread. Beyond this, specific environmental data were obtained for the first time from the GIZ offices in Iraq, which are located in compounds for security reasons and depend heavily on generators. Overall, the consumption of generator fuel has risen by about 44 per cent compared to the 2019 base year.

302-1

Energy consumption within the organisation

	Germany				Abroad
Total energy consumption	2019	2020	2021	2022	2019	2020	2021	2022
Total energy consumption in kWh	24.114.794	23.015.555	23.438.006	20.445.840	80.277.407	66.123.732	66.416.385	76.503.371
Total energy consumption per staff member in kWh	4.387	3.826	3.897	3.258	4.404	3.487	3.330	3807
Electricity
Total electricity consumption in kWh	10.088.941	9.793.714	9.078.147	8.470.160	19.717.828	15.944.268	16.329.602	17.667.037
Total electricity consumption per staff member in kWh	1.835	1.628	1.509	1.350	1.082	841	819	879
Green electricity percentage	93%	94%	94%	95%	Data not mapped in the CSH.
Heating / Cooling energy
Total heating / cooling energy in kWh	13.925.530	13.148.410	14.298.317	11.928.666	7.083.143	7.382.315	6.464.927	4.393.487
Total heating / cooling energy per staff member in kWh	2.533	2.186	2.377	1.901	389	389	324	219
Percentage of heating energy from renewable sources	12%	19%	59%	56%	Data not mapped in the CSH.
Fuel for company vehicles and generators
Total energy consumption from motor vehicle fuel in kWh	94.826	49.087	50.837	36.309	46.036.759	33.483.739	37.654.530	43.728.348
Total energy consumption from motor vehicle fuel per staff member in kWh	18	8	9	6	2.526	1.766	1.888	2.176
Total energy consumption by generators in kWh	5.498	24.343	10.705	10705 [12]	7.439.677	9.313.409	5.967.327	10.714.498
Total energy consumption by generators per staff member in kWh	1	4	2	2	408	491	299	533

[11] Due to improved data quality, these figures differ in part from previously published data.

[12] This is an estimate based on missing data.

7–9

7, 8, 13

11, 12, 13

302-2

Energy consumption outside of the organisation

7–9

7, 8, 12, 13

11, 12, 13

302-3

Energy intensity

	Inland				Ausland
Gesamt Energieverbrauch	2019	2020	2021	2022	2019	2020	2021	2022
Gesamt Energieverbrauch in kWh	24.114.794	23.015.555	23.438.006	20.445.840	80.277.407	66.123.732	66.416.385	76.503.371
Gesamt Energieverbrauch pro MA in kWh	4.387	3.826	3.897	3.258	4.404	3.487	3.330	3807

[11] Due to improved data quality, these figures differ in part from previously published data.

[12] This is an estimate based on missing data.

7–9

7, 8, 12, 13

11, 12, 13

302-4

Reduction of energy consumption

Total energy consumption in Germany is about 13 per cent down on the previous year. Outside Germany, it rose by about 15 per cent as compared with the previous year, taking it to about 5 per cent below the pre-COVID-19 pandemic level.

Total energy consumption per employee fell by 16 per cent in Germany and rose by 14 per cent abroad.

7–9

7, 8, 12, 13

11, 12, 13

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UNGC

SDG

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3-3

Management approach

Foundation

In many of our partner countries, water is a scarce and precious good. This makes it extremely important to use water economically.
You can find more information on the management approach under ‘2 Protection of natural resources’

Measures

Collecting data on water consumption at GIZ’s country offices is particularly complex, and our figures are still incomplete – sometimes because meters are defective or inaccurate and sometimes because there are no water meters at all. Furthermore, GIZ records only the consumption of tap water, not bottled drinking water. This is only included in the figures where water canisters replace tap water. In African countries in particular (e.g. Ghana and Nigeria), wells are also used as a source of water. This consumption too cannot be measured.
We have lowered the water pressure in the kitchen areas and toilets and installed water-saving fittings, aerators on taps and low-flush buttons on toilets in almost all our buildings in Germany. However, for some time now it has been mandatory under the Drinking Water Regulation to flush water pipes at regular intervals, which reduces the impact of these measures. At some locations, rainwater is used for flushing sanitary facilities and for the outdoor spaces. The outdoor spaces are designed such that they require little or no watering, except for newly planted trees or during long, hot periods.

Progress made

GIZ was able to reduce water consumption in Germany by 2 per cent in 2022 compared with the previous year. Per capita consumption was also down by about 6 per cent, falling to 4,777 litres per employee in 2022. However, the change in working conditions during the COVID-19 pandemic makes comparisons with previous years more difficult, and that in turn makes it hard for us to gauge the success of the steps we have taken to foster sustainability. Water consumption was about 41 per cent lower than in 2019.
Outside Germany: Collecting data on water consumption is crucial to introducing well-targeted measures. For example, rising consumption figures enabled GIZ’s sustainability team in Cambodia to detect a leaking water pipe. Repairing it helped save 7,500 m3 of water per year.
All in all, the data we do have allows us to conclude the following: in 2022 water consumption outside Germany was 18 per cent higher than in 2021. Per capita consumption followed the same pattern and rose to 24,216 litres; in 2021 it was 20,682 litres per employee. This increase can be explained by the fact that most offices returned to working at normal capacity once the restrictions due to the COVID-19 pandemic were lifted.

8, 9

11, 13

13

303-5

Water consumption

	Germany				Abroad
Total drinking water consumption in m³	50.678	33.535	30.465	29.978	608.612	490.075	412.520	486.575
Total drinking water consumption per staff member in l	9.219	5.574	5.065	4.777	33.390	25.845	20.682	24.216

7–9

6, 8, 12

11, 12

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UNGC

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DNK

103-1
103-2
103-3

Management approach

Foundation

GIZ aims to generate as little waste as possible and to achieve a high level of reuse. The waste produced in Germany is mainly commercial waste similar to household waste, such as paper, packaging, organic waste and residual waste.
You can find more information on the management approach under ‘2 Protection of natural resources’

Measures

Since 2020, GIZ has been using a new waste strategy for its larger locations in Germany, further simplifying and centralising clean waste segregation. It focuses on easier separation of reusable materials, reducing the use of plastic, and more efficient cleaning.
Waste is disposed of by certified companies and the entire process is documented for all types of waste. It is not possible to report on the overall recycling rate.
During the procurement process too, GIZ ensures that product packaging generates as little waste as possible, which is why we prefer reusable packaging. Sustainability criteria for our office supplies were also agreed. Environmentally sound products are listed first in the online catalogue. Phasing out shipping cartons for our deliveries of office supplies is expected to significantly reduce paper waste over the next few years.
The Corporate Sustainability Handprint® (CSH) does not record waste, so no quantitative data is available from outside Germany. Systematic waste separation is by no means the norm worldwide. Nevertheless, GIZ is carrying out sustainability activities in this area too.
Examples of measures outside Germany: In Kenya, a waste strategy has been developed for e-waste.

Progress made

The total volume of non-hazardous waste generated by us in Germany stood at 807 tonnes in 2022. This is a slight increase in volume on the previous year. A much smaller volume of hazardous waste is generated, with a total of about 14 tonnes. This includes defective electronic devices, batteries and fluorescent tube lights.

7–9

6, 8, 12

12

306-3

Waste generated

	Germany				Abroad
	2019	2020	2021	2022	2019	2020	2021	2022
Total non-hazardous waste in t	1.009	694	781	807	Data not mapped in the CSH.
Total non-hazardous waste per staff member in kg	184	115	130	129
Total residual waste in t	303	169	205	187
Total residual waste per staff member in kg	55	28	34	30
Total paper waste in t	283	188	211	215
Total paper waste per staff member in kg	51	31	35	34
Total hazardous waste in t	5	15	12	14

7–9

6, 8, 12

12

GRI			UNGC	SDG	DNK
103-1 103-2 103-3	Management approach disclosures	See Material topic 8: Compliance & anti-corruption:
307-1	Non-compliance with environmental legislation and regulations	No instances of non-compliance with legislation and/or regulations were detected during EMAS validation in the 2021 reporting period. EMAS Environmental Statement 2022 (German only)	7	12, 16	20

Material topic 3: Sustainable procurement

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles GIZ is committed to protecting the human rights of all staff members. GIZ has produced a policy statement on its human rights strategy, which is translated into greater detail in the human rights policy. In both documents, GIZ affirms its commitment to the core labour standards of the International Labour Organization (ILO). The human rights policy applies to all GIZ locations worldwide. GIZ purchases goods and services from across the globe. GIZ puts its supply chains on a socially and environmentally sustainable footing. The company complies with all international and national regulations, including the German Supply Chain Act, which came into effect in 2023. GIZ has set out basic sustainability standards for its procurement in its General Terms and Conditions of Contract (AVB) and General Purchase Conditions (AEB). GIZ’s Safeguards+Gender management system allows it to identify risks in advance and respond appropriately at project level, while helping GIZ prevent any unintended adverse impacts on human rights. The GIZ whistleblower system is designed to detect human rights breaches or any suspected human rights violations as well as any infringements of legislation, GIZ internal regulations or voluntary commitments. Incidents can be reported anonymously using the GIZ whistleblower portal. The GIZ Sustainability Programme 2021–2025 sets out detailed objectives and activities relating to human rights and sustainable procurement. In 2023, for instance, all GIZ workforce groups are to be given access to information and training on human rights due diligence. Measures The policy on national staff was revised in 2022 to incorporate human rights-related standards and to communicate these to staff members. It will be published in 2023. The Sustainable Procurement Team is conducting a risk assessment to identify the risk potential of services and goods along the supply chain. In 2022, GIZ also procured software that is to be used to conduct risk analyses of suppliers as of 2023. Products and services for which there is a high risk of wrongdoings during production, use or disposal, are identified and listed on an ongoing basis. Additional sustainability criteria and recommendations for action with regard to procurement are drawn up by GIZ for these products. Human rights violations in the supply chain are to be prevented through external certification of the procurement system by the Association for Supply Chain Management, Procurement and Logistics (BME). To ensure easy access to the GIZ whistleblower system, GIZ has drawn up minimum standards for reporting in its country offices. These are to be implemented as of 2023. Progress All of GIZ’s contracts with service providers and suppliers contain human rights provisions. Measurement of progress achieved towards the human rights objectives for 2021 set out in the current Sustainability Programme indicates that all of GIZ’s core measures are being implemented and are on track, including a whistleblower orientation paper. GIZ has launched the three-stage certification of its procurement system by the Association for Supply Chain Management, Procurement and Logistics (BME), and has attained Level 1. To this end, GIZ has conducted a self-audit and drawn up a voluntary commitment to BME to comply with minimum standards. In 2022, GIZ produced a code of conduct for contractual relations and introduced it on a pilot basis for all Head Office procurements of materials and equipment. In addition to the ILO core labour standards, this document includes other relevant social standards, including on appropriate working conditions and the rejection of every form of violence, as well as on environmental standards, integrity and data protection. If GIZ receives a report of alleged law-breaking, it investigates the matter. If the allegations are substantiated, corrective action is taken. During the reporting period, there were no confirmed cases of human rights violations and thus no cases of compensation. Further information Our due diligence obligations	1, 2, 3, 4, 5, 6, 8, 10		4, 6, 14

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles

GIZ is committed to protecting the human rights of all staff members.
GIZ has produced a policy statement on its human rights strategy, which is translated into greater detail in the human rights policy. In both documents, GIZ affirms its commitment to the core labour standards of the International Labour Organization (ILO). The human rights policy applies to all GIZ locations worldwide.
GIZ purchases goods and services from across the globe. GIZ puts its supply chains on a socially and environmentally sustainable footing. The company complies with all international and national regulations, including the German Supply Chain Act, which came into effect in 2023.
GIZ has set out basic sustainability standards for its procurement in its General Terms and Conditions of Contract (AVB) and General Purchase Conditions (AEB).
GIZ’s Safeguards+Gender management system allows it to identify risks in advance and respond appropriately at project level, while helping GIZ prevent any unintended adverse impacts on human rights.
The GIZ whistleblower system is designed to detect human rights breaches or any suspected human rights violations as well as any infringements of legislation, GIZ internal regulations or voluntary commitments. Incidents can be reported anonymously using the GIZ whistleblower portal.
The GIZ Sustainability Programme 2021–2025 sets out detailed objectives and activities relating to human rights and sustainable procurement. In 2023, for instance, all GIZ workforce groups are to be given access to information and training on human rights due diligence.

Measures

The policy on national staff was revised in 2022 to incorporate human rights-related standards and to communicate these to staff members. It will be published in 2023.
The Sustainable Procurement Team is conducting a risk assessment to identify the risk potential of services and goods along the supply chain. In 2022, GIZ also procured software that is to be used to conduct risk analyses of suppliers as of 2023.
Products and services for which there is a high risk of wrongdoings during production, use or disposal, are identified and listed on an ongoing basis. Additional sustainability criteria and recommendations for action with regard to procurement are drawn up by GIZ for these products.
Human rights violations in the supply chain are to be prevented through external certification of the procurement system by the Association for Supply Chain Management, Procurement and Logistics (BME).
To ensure easy access to the GIZ whistleblower system, GIZ has drawn up minimum standards for reporting in its country offices. These are to be implemented as of 2023.

Progress

All of GIZ’s contracts with service providers and suppliers contain human rights provisions.
Measurement of progress achieved towards the human rights objectives for 2021 set out in the current Sustainability Programme indicates that all of GIZ’s core measures are being implemented and are on track, including a whistleblower orientation paper.
GIZ has launched the three-stage certification of its procurement system by the Association for Supply Chain Management, Procurement and Logistics (BME), and has attained Level 1. To this end, GIZ has conducted a self-audit and drawn up a voluntary commitment to BME to comply with minimum standards.
In 2022, GIZ produced a code of conduct for contractual relations and introduced it on a pilot basis for all Head Office procurements of materials and equipment. In addition to the ILO core labour standards, this document includes other relevant social standards, including on appropriate working conditions and the rejection of every form of violence, as well as on environmental standards, integrity and data protection.
If GIZ receives a report of alleged law-breaking, it investigates the matter. If the allegations are substantiated, corrective action is taken. During the reporting period, there were no confirmed cases of human rights violations and thus no cases of compensation.

Further information
Our due diligence obligations

1, 2, 3, 4, 5, 6, 8, 10

4, 6, 14

GRI			UNGC	SDG	DNK
204-1	Proportion of spending on local suppliers	GIZ monitors the proportion of the company’s procurement spending that goes to local suppliers. A distinction is made between local purchasing in the country of assignment and Head Office procurement. In 2022, local procurement spending stood at EUR 524 million, equivalent to 24.9 per cent of total procurement spending. The Head Office placed commissions worth EUR 1,576 million, equivalent to 75.1 per cent of the total. This means that the proportion of locally procured goods and services was slightly higher than in 2021.

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	See GRI 204: Procurement Practices 2016	1–6		4, 6, 14, 17
414-1	New suppliers that were screened using environmental criteria	The General Terms and Conditions of Contract (AVB) and General Purchase Conditions (AEB), which were revised in 2020 and 2021, require service providers and suppliers to comply with environmental and social sustainability criteria.	1–6	5, 8, 16	4, 6, 14, 17
414-2	Negative social impacts in the supply chain and actions taken	We have identified groups of goods that involve a risk in terms of human rights and other sustainability criteria. To minimise risks, we have drawn up product-specific guidelines for the sustainable procurement of these goods. Additionally, at the end of 2022, we began a mapping process to identify suppliers and service providers who supply these high-risk groups of goods or services, and where adverse impacts could conceivably occur. In 2023, in-depth screening and additional sustainability dialogues are planned with these suppliers to minimise risks.

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	See Section 204 of GRI: Procurement Practices 2016
308-1	New suppliers that were screened using environmental criteria	The General Terms and Conditions of Contract (AVB) and General Purchase Conditions (AEB) require service providers and suppliers to comply with environmental and social sustainability criteria. (See also GRI 414-1) In 2022, GIZ produced a code of conduct for contractual relations and introduced it on a pilot basis for all Head Office procurements of materials and equipment.	7	12, 16	4
308-2	Negative environmental impacts in the supply chain and actions taken	GIZ has identified groups of goods that involve a risk in terms of human rights and other sustainability criteria and has drawn up product-specific guidance for the sustainable procurement of these goods. (See also GRI 414-2) In 2022, GIZ also identified suppliers and service providers that supply these high-risk groups of goods or deliver these services. (See also GRI 414-2) In 2023, in-depth screening and additional sustainability dialogues are planned with these suppliers to minimise adverse impacts. (See also GRI 414-2)	7	12, 16	4, 11

Material topic 4: Protection and promotion of human rights

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	See Section 405 of GRI: Diversity and equal opportunity 2016	6		14, 15, 16

GRI			UNGC	SDG	DNK
406-1	Incidents of discrimination and corrective actions taken	Protection against discrimination, particularly on grounds of ethnic origin, gender, religion, disability, age, sexual identity and sexual orientation, is enshrined in the GIZ Code of Ethics. It applies equally to all staff members worldwide. Every individual affected by discrimination within the company can contact the Compliance and Integrity Unit for advice or with a grievance; the complaints committee required under the German General Act on Equal Treatment (AGG) is part of this unit. Additionally, staff can turn to members of the staff representation, the gender equality commissioner, the representatives for young people and trainees, people with disabilities and LGBTIQ+ employees for advice. As the issues brought up are often highly confidential in nature, consultations are always anonymous. For this reason, no statistics can be produced.	6	5, 8, 10, 16	14, 15, 16

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	See GRI 204: Procurement Practices 2016	1, 2		6, 14, 17
412-1	Operations that have been subject to human rights reviews or impact assessments	GIZ’s Safeguards+Gender management system ensures human rights reviews at project level. By 2023, GIZ will be enhancing the effectiveness of the human rights complaints mechanism in line with the UN Guiding Principles on Business and Human Rights.
412-2	Employee training on human rights policies or procedures	To uphold human rights, GIZ has produced training documents on human rights due diligence and made these available to all staff. In 2022, GIZ also organised training and information events on human rights issues at individual locations, and ensured that individuals in key positions attended. Staff are made aware of sustainable procurement requirements and trained accordingly. They are given a procurement manual that sets out specific practical examples. Web-based training on sustainable procurement is available to officers responsible for the commission and the budget. Business partners are also made aware of sustainable procurement requirements and offered training. For instance, they can take the online course Guide for Practising Corporate Sustainability.	1, 2	5, 8, 10, 12, 16	6, 14, 17

Material topic 5: Sustainable mobility

See Material topic 1: Climate protection

Material topic 6: Biodiversity

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3-3	Management approach	Foundation Protecting and promoting biodiversity is a core objective in many projects with our partner countries. Measures to mitigate climate change also help to conserve biodiversity. GIZ does its bit for species protection at its own locations in Germany and abroad too. Objectives: Enhancing biodiversity worldwide and raising awareness and sharing knowledge among staff is one of the goals set out in GIZ’s Sustainability Programme. GIZ has undertaken to develop and implement biodiversity strategies at our own properties in Germany and abroad by 2025. GIZ intends to explore similar options for the premises it leases. Voluntary commitment: GIZ intends to lead by example. The company has been part of the cross-sectoral Biodiversity in Good Company initiative since its inception in 2008. Companies from numerous industries have joined the initiative to work together to protect biodiversity and use it sustainably worldwide. In this way, GIZ supports the international Convention on Biological Diversity. Biodiversity also plays a role in connection with sustainable procurement. More information on sustainable procurement can be found here: Material topic 3: Sustainable procurement Measures GIZ takes various measures to promote biodiversity at its locations in Germany. The buildings are mostly located at relatively small sites in cities, but nevertheless offer a wide range of opportunities to promote biodiversity in inner cities and to help connect habitats. We do this by grassing the roofs and including as many local insect-friendly plant species as possible in the outdoor areas. GIZ also wants to ensure that as little of the area as possible is sealed, e.g. by using gravel turf or green roofs. In order to measure biodiversity in Germany, GIZ joined forces with the Global Nature Fund in 2022 to develop a tool to assess the biodiversity of the different locations. This so-called score card examines measures designed to promote biodiversity by means of simple indicators in the two dimensions of implementation and management. It takes into account the different local starting conditions, such as the degree of sealing, issues related to the operator’s responsibility or simply the number of existing trees. The conceptual framework for the future Eschborn Campus was energetically driven forward in 2022. Breeding and nesting spaces for a range of animals including insects and birds are being created in the green areas and inner courtyards, which will further enhance the ecological value of the campus and promote biodiversity. Progress made The surveys conducted in Germany to draw up the score cards showed that some locations already have a considerable number of biodiversity-friendly spaces. In Eschborn, for instance, about 170 trees were counted, comprising 25 different and highly diverse species. Many of these trees also have a particularly high biodiversity index, such as wild cherries, apple trees and Caucasian limes. A large proportion of the roofs have been greened at the Bonn Campus. There is also a maintenance plan for the near-natural grounds, which includes less frequent mowing of flowering meadows. The outdoor spaces at the training centres are also designed with an eye to promoting biodiversity. The Kottenforst Campus also has a large number of trees. The grounds contain many structural elements such as nesting places for birds and bats, an insect hotel and deadwood piles. Features at the Feldafing training centre, which borders on the forest, include a wetland biotope with indigenous fauna and near-natural shore zones. Specific improvement measures have been defined for all locations. Since biodiversity is not systematically recorded in the Corporate Sustainability Handprint® (CSH), there is no systematic documentation of measures in countries outside Germany. Further information: Protecting and fostering biodiversity

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Foundation

Protecting and promoting biodiversity is a core objective in many projects with our partner countries. Measures to mitigate climate change also help to conserve biodiversity. GIZ does its bit for species protection at its own locations in Germany and abroad too.
Objectives: Enhancing biodiversity worldwide and raising awareness and sharing knowledge among staff is one of the goals set out in GIZ’s Sustainability Programme. GIZ has undertaken to develop and implement biodiversity strategies at our own properties in Germany and abroad by 2025. GIZ intends to explore similar options for the premises it leases.
Voluntary commitment: GIZ intends to lead by example. The company has been part of the cross-sectoral Biodiversity in Good Company initiative since its inception in 2008. Companies from numerous industries have joined the initiative to work together to protect biodiversity and use it sustainably worldwide. In this way, GIZ supports the international Convention on Biological Diversity.
Biodiversity also plays a role in connection with sustainable procurement. More information on sustainable procurement can be found here: Material topic 3: Sustainable procurement

Measures

GIZ takes various measures to promote biodiversity at its locations in Germany. The buildings are mostly located at relatively small sites in cities, but nevertheless offer a wide range of opportunities to promote biodiversity in inner cities and to help connect habitats. We do this by grassing the roofs and including as many local insect-friendly plant species as possible in the outdoor areas. GIZ also wants to ensure that as little of the area as possible is sealed, e.g. by using gravel turf or green roofs.
In order to measure biodiversity in Germany, GIZ joined forces with the Global Nature Fund in 2022 to develop a tool to assess the biodiversity of the different locations. This so-called score card examines measures designed to promote biodiversity by means of simple indicators in the two dimensions of implementation and management. It takes into account the different local starting conditions, such as the degree of sealing, issues related to the operator’s responsibility or simply the number of existing trees.
The conceptual framework for the future Eschborn Campus was energetically driven forward in 2022. Breeding and nesting spaces for a range of animals including insects and birds are being created in the green areas and inner courtyards, which will further enhance the ecological value of the campus and promote biodiversity.

Progress made

The surveys conducted in Germany to draw up the score cards showed that some locations already have a considerable number of biodiversity-friendly spaces. In Eschborn, for instance, about 170 trees were counted, comprising 25 different and highly diverse species. Many of these trees also have a particularly high biodiversity index, such as wild cherries, apple trees and Caucasian limes. A large proportion of the roofs have been greened at the Bonn Campus. There is also a maintenance plan for the near-natural grounds, which includes less frequent mowing of flowering meadows. The outdoor spaces at the training centres are also designed with an eye to promoting biodiversity. The Kottenforst Campus also has a large number of trees. The grounds contain many structural elements such as nesting places for birds and bats, an insect hotel and deadwood piles. Features at the Feldafing training centre, which borders on the forest, include a wetland biotope with indigenous fauna and near-natural shore zones. Specific improvement measures have been defined for all locations.
Since biodiversity is not systematically recorded in the Corporate Sustainability Handprint® (CSH), there is no systematic documentation of measures in countries outside Germany.

Further information:
Protecting and fostering biodiversity

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304-1	Operational sites owned, leased, managed in, or adjacent to, protected areas and areas of high biodiversity value outside protected areas	Kottenforst Campus in Bonn-Röttgen: The four buildings that are home to the Academy for International Cooperation (AIZ) border on Kottenforst Forest, which is part of the Rhineland Nature Park. Much of it is a protected area (Special Area of Conservation under the Habitats Directive). GIZ is helping to preserve traditional varieties of fruit trees indigenous to the area, for instance, as well as providing nesting places for birds, bats and insects, and cultivating wildflower meadows.	7, 8, 9	11, 12, 13, 15	11, 12
304-2	Significant impacts of activities, products, and services on biodiversity	Protecting and promoting biodiversity is a core objective in many projects with our partner countries.	7, 8, 9	11, 12, 13, 15	11, 12

Material topic 7: Diversity and gender

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3-3	Management approach disclosures	Principles Non-discrimination is enshrined in numerous processes and principles. In Processes and Rules (P+R) and many policies , GIZ guarantees protection against discrimination (especially with respect to ethnicity and social origin, gender, religion, disability, age, sexual orientation and identity). GIZ’s Code of Ethics lays down the company’s values and convictions. In its understanding of diversity , adopted in 2021, GIZ sets out non-discrimination, participation and equal opportunities, as HR policy and as integral components of the corporate culture. The eight principles of the Diversity Code specify how we see diversity in action, which will play a key role in setting the course for GIZ’s diversity management in the years ahead In both the 2020-2022 HR Strategy and its successor version for 2023+, diversity is one of four long-term objectives alongside professionalism, mobility and cooperation. Diversity was included once again as a goal of the the Sustainability Programme 2021–2025. The GIZ Gender Strategy provides a mandatory framework for strategic gender equality objectives. The Equal Opportunities Plan and the Inclusion Agreement for staff with a (severe) disability or disabilities also set out further commitments on individual aspects of diversity. Measures Having a common understanding of diversity provides us with the basis to work together without discrimination. In 2021, we created the post of Diversity Manager to mainstream this understanding throughout the company. The main point of contact for discrimination-related complaints and for our Code of Ethics is attached to the Compliance and Integrity Unit. Staff who feel disadvantaged or feel they have been subject to harassment in the working context, can get in touch with the discrimination issues focal points (AGG complaints committee) at the Compliance and Integrity Unit. All members of the workforce and candidates are entitled to report misconduct or make a complaint. GIZ thus also applies the yardstick set out in the German General Act on Equal Treatment (AGG) to national staff, development workers and CIM’s integrated experts. The GIZ whistleblower portal offers protected reporting procedures for alleged cases of sexual misconduct. GIZ thus meets its obligations under national and international diversity regulations and legislation. Other measures include numerous internal awareness-raising measures on the topic of diversity. A diversity training course is also being developed and is to be introduced in 2023 on a mandatory basis for all managers and on a voluntary basis for all staff members. We have also undertaken to take steps to implement the pay equality check. The launch of Cooperation and Leadership (KuF) in 2017 initiated a process of cultural change at GIZ. The internal project drafted four principles that give us a structure for our work. The principle ‘Cooperate in Diversity’ has been integrated into GIZ’s Corporate Principles. GIZ produces gender analyses for every project. They allow us to identify potential to promote gender equality at an early stage. Progress In 2022, we prepared an action plan on digital accessibility. In December 2022, GIZ joined the Valuable 500, a global initiative committed to inclusion of people with disabilities. At the end of 2022, 3.4 per cent of staff members had a disability. At the end of 2022, women accounted for 60 per cent of GIZ’s workforce. 46 per cent of managerial posts inside and outside Germany are held by women. Staff with a German employment contract represent a total of 121 nations. An annual report sets out the measures undertaken to implement the GIZ Gender Strategy. The Strategy sets out the objectives, parameters and indicators used to assess progress from page 7 onwards. Further information Cooperate in diversity Our Gender Strategy

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Principles
Non-discrimination is enshrined in numerous processes and principles.

In Processes and Rules (P+R) and many policies , GIZ guarantees protection against discrimination (especially with respect to ethnicity and social origin, gender, religion, disability, age, sexual orientation and identity).
GIZ’s Code of Ethics lays down the company’s values and convictions.
In its understanding of diversity , adopted in 2021, GIZ sets out non-discrimination, participation and equal opportunities, as HR policy and as integral components of the corporate culture. The eight principles of the Diversity Code specify how we see diversity in action, which will play a key role in setting the course for GIZ’s diversity management in the years ahead
In both the 2020-2022 HR Strategy and its successor version for 2023+, diversity is one of four long-term objectives alongside professionalism, mobility and cooperation.
Diversity was included once again as a goal of the the Sustainability Programme 2021–2025.
The GIZ Gender Strategy provides a mandatory framework for strategic gender equality objectives.
The Equal Opportunities Plan and the Inclusion Agreement for staff with a (severe) disability or disabilities also set out further commitments on individual aspects of diversity.

Measures

Having a common understanding of diversity provides us with the basis to work together without discrimination. In 2021, we created the post of Diversity Manager to mainstream this understanding throughout the company.
The main point of contact for discrimination-related complaints and for our Code of Ethics is attached to the Compliance and Integrity Unit. Staff who feel disadvantaged or feel they have been subject to harassment in the working context, can get in touch with the discrimination issues focal points (AGG complaints committee) at the Compliance and Integrity Unit. All members of the workforce and candidates are entitled to report misconduct or make a complaint. GIZ thus also applies the yardstick set out in the German General Act on Equal Treatment (AGG) to national staff, development workers and CIM’s integrated experts.
The GIZ whistleblower portal offers protected reporting procedures for alleged cases of sexual misconduct. GIZ thus meets its obligations under national and international diversity regulations and legislation.
Other measures include numerous internal awareness-raising measures on the topic of diversity.
A diversity training course is also being developed and is to be introduced in 2023 on a mandatory basis for all managers and on a voluntary basis for all staff members.
We have also undertaken to take steps to implement the pay equality check.
The launch of Cooperation and Leadership (KuF) in 2017 initiated a process of cultural change at GIZ. The internal project drafted four principles that give us a structure for our work. The principle ‘Cooperate in Diversity’ has been integrated into GIZ’s Corporate Principles.
GIZ produces gender analyses for every project. They allow us to identify potential to promote gender equality at an early stage.

Progress

In 2022, we prepared an action plan on digital accessibility.
In December 2022, GIZ joined the Valuable 500, a global initiative committed to inclusion of people with disabilities.
At the end of 2022, 3.4 per cent of staff members had a disability.
At the end of 2022, women accounted for 60 per cent of GIZ’s workforce. 46 per cent of managerial posts inside and outside Germany are held by women.
Staff with a German employment contract represent a total of 121 nations.
An annual report sets out the measures undertaken to implement the GIZ Gender Strategy. The Strategy sets out the objectives, parameters and indicators used to assess progress from page 7 onwards.

Further information
Cooperate in diversity
Our Gender Strategy

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405-1	Diversity of governance bodies and employees	As at 31 December 2022, the GIZ Supervisory Board had a total of 20 members. Women and men each accounted for 50 per cent of the members. For more information on diversity among employees: Staff in figures Cooperate in diversity	6	5, 8, 10	14, 15, 16

Material topic 8: Compliance and anti-corruption

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3-3	Management approach disclosures	Our Code of Ethics, which contains GIZ’s key ethical principles, bans all forms of corruption. And specific rules for dealing with conflicts of interest and avoiding corruption can be found in our Code of Conduct. In signing their employment contract, all members of our workforce commit to comply with the Code of Ethics and the Code of Conduct. GIZ also has an anti-corruption policy, which is an expression of our zero tolerance policy towards corruption. • Our anti-corruption management is operationalised in a work programme that sets out concrete steps and measures. In 2021, GIZ conducted a comprehensive, company-wide activityto identify working areas particularly vulnerable to corruption. The potential for enhancing corruption prevention identified herein is being addressed and implemented in follow-on processes in 2022 and 2023. The objectives are: To obtain a company-wide automated overview of all working areas particularly vulnerable to corruption by the end of 2023 To adapt the policy on staff rotation by the end of 2023. We analyse on an ongoing basis whether we need to modify our anti-corruption management to meet the requirements of our commissioning parties. Equally, we continually analyse which requirements GIZ needs to pass on to business partners. All contracts with service providers and consultants are subject to strict rules with a view to minimising corruption risks. Systematic Compliance Management GIZ is expanding its compliance management system to ensure compliance, integrity and anti-corruption. The Compliance and Integrity Unit coordinates and manages the system in collaboration with all the relevant organisational units. It reports to the Management Board on progress in compliance management every year and to the Supervisory Board every two years. A high-level Compliance Committee, consisting of one managing director and several departmental directors general and directors of corporate units, works to resolve overarching integrity and compliance issues and makes basic policy decisions. The compliance management system is designed to prevent risks, detect problematic issues at an early stage and respond appropriately to rule violations and unavoidable risks. As a result, GIZ has a comprehensive risk identification system. Ongoing identification of compliance, integrity and corruption risks both in Germany and the field structure is part of the standard, company-wide risk management process. Countries at high risk report both on individual compliance risks and on the overall picture. By analysing and assessing existing and potential risks, the need for action in this area is systematically identified and addressed as part of a risk-based compliance programme. GIZ follows up on any tip-offs about risks and where necessary adapts its internal Processes and Rules. It puts measures in place to prevent, investigate and respond to issues. Our internal control system and comprehensive rules also ensure proper commercial management of our projects. We check regularly whether the financial and administrative procedures are correct and efficient and whether we are in compliance with external and internal regulations. The focus is on procurement processes, accounting and HR management. GIZ’s projects and internal systems are also subject to comprehensive external audits. The correct use of financial resources is a top priority for GIZ. Procurement processes are therefore always carried out by at least two people from different organisational units. In addition, our rotation principle requires that staff in functions with a high corruption risk must change roles at least every six years. Any deviation from this rule must be justified, documented and, if relevant, risk-mitigation measures must be put in place. Our IT systems ensure transparency, as contracts are systematically recorded and also evaluated with regard to individual contractors. We also document the approval and publication requirements. This allows us to report systematically on all procurement processes around the world. All of this helps limit any adverse impacts on our efforts to stamp out corruption and bribery. Further information Our fight against corruption	10	16	20

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205-1	Operations assessed for risks related to corruption	The assessment of significant compliance risks, which include the level of corruption, are updated annually for country offices in the field structure. In 2022, assessments covered 97 countries in which GIZ operates. That is equivalent to 100 per cent of operations outside Germany, and 97 per cent of our total of 100 operations. Within the scope of the assessment of significant compliance risks in the field structure, which includes corruption risks, the countries in which GIZ operates are subdivided into risk categories. The action that is required in the standard processes used by the country offices to address the compliance risks identified differs as a result. In 2022, however, all country offices, irrespective of their compliance risk category, were required to produce an additional in-depth compliance risk analysis and identify appropriate risk-mitigating measures.	10	16	20
205-3	Confirmed incidents of corruption and actions taken	The total number of confirmed incidents of corruption in 2022 stood at 1 (internal actor, bribery). The offender was dismissed. There were no incidents of contracts with business partners being terminated or not renewed due to violations related to corruption. No public legal cases regarding corruption were brought against GIZ or its staff members.

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3-3	Management approach disclosures	GIZ does not donate to any political parties, politicians or associations affiliated to political parties. We thus comply with the requirement to exert no political influence.	10		19
415-1	Political contributions	GIZ does not donate to any political parties, politicians or associations affiliated to political parties. We thus comply with the requirement to exert no political influence.	10	16	19

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3-3	Management approach disclosures	See GRI 205: Anti-corruption 2016	10		20
419-1	Non-compliance with laws and regulations in the social and economic area	No cases of non-compliance with laws and regulations were identified during the 2022 reporting period. Annual GIZ Compliance Report 2021

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		See ‘Material topic 2: Protection of natural resources’

Material topic 9: Digitalisation

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3-3	Management approach disclosures for GIZ’s Digital Transformation	Principles To achieve the SDGs and make a future worth living for people around the world, digital solutions are needed for the private sector, politics and civil society. The impacts and the fast pace of change of digital transformation call for joint action and strong partnerships to make sustainable development effective. Human rights, equal opportunities and participation are at the core of GIZ’s digitalisation approach. We are therefore committed to a people-centred and inclusive form of digitalisation, comply with the ‘do no harm’ principle and work to achieve equal opportunities in the digital world in order to overcome the digital divide (‘leave no one behind’). As we integrate digital technologies into our service delivery, we are guided by the international Principles for Digital Development: nine principles that help us use digital technologies more efficiently, effectively and sustainably in development cooperation projects. GIZ promotes digital sovereignty and resilience across the globe. We work with our partners as equals, and focus on strengthening local structures and developing thriving local digital ecosystems. We advocate the use of data for the common good. At the same time, we promote the right to informational self-determination and act in accordance with the EU directives on data protection. At the global level, we foster the development of digital public goods, the fair regulation of the digital economy and the establishment and development of digital skills. GIZ has created a basis for the company’s digital transformation. All of GIZ’s organisational units around the world are included in this process. This allows us to make processes more efficient, and deliver services more effectively and with better results. GIZ is on a learning curve in this process with its staff, commissioning parties and partners; the company is flexible and security conscious and keen to experiment. We rely on strategic partnerships, promote integrative approaches, and facilitate international exchange for digital development. Measures Digitalisation is systematically mainstreamed at GIZ. That is why one priority of the Corporate Strategy 2020–2022 was digitalised end-to-end business processes, along with data-driven and technology-based services. Part of the strategy was the Digital Literacy Action Plan. Among other things, it gives staff members time to acquire digital skills and make use of new training courses. This allows them to learn to use digital tools effectively and efficiently. The new GIZ.DIGITAL Compass points the way forward for digital transformation at GIZ in the years to come. It details procedural and structural changes we would like to see as well as new impetus for business development and huge steps forward in terms of the innovative ways we deliver services. To implement projects effectively, it is vital to optimise, standardise and digitalise business processes worldwide to ensure effective implementation. Switching over the core technology we use to achieve digitalised end-to-end business processes plays a key role here. More than 80 digitalisation partners worldwide work to ensure that digital projects, digital learning and digital requirements are anchored in the company in the long term. They advise the country offices and projects, form communities and act as a bridge between the field structure and the Head Office. The establishment of the [digital.global] network provided an international platform which already brings together more than 100 actors from the worlds of politics, the (digital) private sector, civil society and the scientific and research community, focussing forces for a social, ecological and feminist digitalisation. It helps harness the innovative forces of the digital economy for development goals, focusing forces and working together to improve the lives of people in our partner countries with the help of digital solutions. The GIZ Data Lab tests new development cooperation approaches within international partnerships. GIZ’s own „Data Service Centre“ provides central advisory services to all projects on data use and procurement. Projects are driving forward sustainable and digital development in agriculture, energy, environmental protection and transport in our partner counties, while at the same time fostering the digital skills of individuals, organisations and societies. With political initiatives such as atingi, GovStack, FAIR Forward, Gig Economy and over 15 digital centres worldwide, GIZ is working on behalf of BMZ to reinforce Europe’s efforts to drive forward a people-centred digital transformation in close cooperation with its global, regional and bilateral partners. Progress The first Regional Digital Actors Lab was held in GIZ’s Europe, Mediterranean, Central Asia region in late 2022. During the interactive event, 58 digitalisation partners from 22 countries networked for five days, sharing ideas relating to aspects of digital transformation at GIZ. Over 5,000 employees attended this and other dialogues. In 2022, we received the IT-Grundschutz (Basic Protection) standard of the German Federal Office for Information Security (BSI), marking a milestone on the road to worldwide certification of our information security management system in line with the international standard ISO 27001. In an increasingly networked world, comprehensive security mechanisms and security awareness from every single person at GIZ are essential. Numerous measures are already in place to protect information, data and systems. More will be added in future. The new Information Governance Unit is the focal point of all activities relating to the responsible management of information at GIZ. Further information: Results of the Corporate Strategy

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Management approach disclosures for GIZ’s Digital Transformation

Principles

To achieve the SDGs and make a future worth living for people around the world, digital solutions are needed for the private sector, politics and civil society.
The impacts and the fast pace of change of digital transformation call for joint action and strong partnerships to make sustainable development effective.
Human rights, equal opportunities and participation are at the core of GIZ’s digitalisation approach. We are therefore committed to a people-centred and inclusive form of digitalisation, comply with the ‘do no harm’ principle and work to achieve equal opportunities in the digital world in order to overcome the digital divide (‘leave no one behind’).
As we integrate digital technologies into our service delivery, we are guided by the international Principles for Digital Development: nine principles that help us use digital technologies more efficiently, effectively and sustainably in development cooperation projects.
GIZ promotes digital sovereignty and resilience across the globe. We work with our partners as equals, and focus on strengthening local structures and developing thriving local digital ecosystems.
We advocate the use of data for the common good. At the same time, we promote the right to informational self-determination and act in accordance with the EU directives on data protection.
At the global level, we foster the development of digital public goods, the fair regulation of the digital economy and the establishment and development of digital skills.
GIZ has created a basis for the company’s digital transformation. All of GIZ’s organisational units around the world are included in this process. This allows us to make processes more efficient, and deliver services more effectively and with better results. GIZ is on a learning curve in this process with its staff, commissioning parties and partners; the company is flexible and security conscious and keen to experiment. We rely on strategic partnerships, promote integrative approaches, and facilitate international exchange for digital development.

Measures

Digitalisation is systematically mainstreamed at GIZ. That is why one priority of the Corporate Strategy 2020–2022 was digitalised end-to-end business processes, along with data-driven and technology-based services.
Part of the strategy was the Digital Literacy Action Plan. Among other things, it gives staff members time to acquire digital skills and make use of new training courses. This allows them to learn to use digital tools effectively and efficiently.
The new GIZ.DIGITAL Compass points the way forward for digital transformation at GIZ in the years to come. It details procedural and structural changes we would like to see as well as new impetus for business development and huge steps forward in terms of the innovative ways we deliver services.
To implement projects effectively, it is vital to optimise, standardise and digitalise business processes worldwide to ensure effective implementation. Switching over the core technology we use to achieve digitalised end-to-end business processes plays a key role here.
More than 80 digitalisation partners worldwide work to ensure that digital projects, digital learning and digital requirements are anchored in the company in the long term. They advise the country offices and projects, form communities and act as a bridge between the field structure and the Head Office.
The establishment of the [digital.global] network provided an international platform which already brings together more than 100 actors from the worlds of politics, the (digital) private sector, civil society and the scientific and research community, focussing forces for a social, ecological and feminist digitalisation. It helps harness the innovative forces of the digital economy for development goals, focusing forces and working together to improve the lives of people in our partner countries with the help of digital solutions.
The GIZ Data Lab tests new development cooperation approaches within international partnerships.
GIZ’s own „Data Service Centre“ provides central advisory services to all projects on data use and procurement. Projects are driving forward sustainable and digital development in agriculture, energy, environmental protection and transport in our partner counties, while at the same time fostering the digital skills of individuals, organisations and societies.
With political initiatives such as atingi, GovStack, FAIR Forward, Gig Economy and over 15 digital centres worldwide, GIZ is working on behalf of BMZ to reinforce Europe’s efforts to drive forward a people-centred digital transformation in close cooperation with its global, regional and bilateral partners.

Progress

The first Regional Digital Actors Lab was held in GIZ’s Europe, Mediterranean, Central Asia region in late 2022. During the interactive event, 58 digitalisation partners from 22 countries networked for five days, sharing ideas relating to aspects of digital transformation at GIZ. Over 5,000 employees attended this and other dialogues.
In 2022, we received the IT-Grundschutz (Basic Protection) standard of the German Federal Office for Information Security (BSI), marking a milestone on the road to worldwide certification of our information security management system in line with the international standard ISO 27001.
In an increasingly networked world, comprehensive security mechanisms and security awareness from every single person at GIZ are essential. Numerous measures are already in place to protect information, data and systems. More will be added in future. The new Information Governance Unit is the focal point of all activities relating to the responsible management of information at GIZ.

Further information:
Results of the Corporate Strategy

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3-3	Management approach disclosure for data protection	Principles It is our goal to raise the level of data protection in GIZ offices worldwide and to provide local colleagues with advice and support as they implement measures at this level. To be able to implement our commissions, we must collect and store personal data at regular intervals. Without data protection, data can be misused or stolen, and discrimination or stigmatisation of individuals can result. The main concern of GIZ’s Data Protection Management Unit is to structure all processes involving the collection or processing of personal data from the outset in such a way that they meet data protection rules at every stage. This is designed to ensure that the rights to informational self-determination enshrined in the European General Data Protection Regulation (GDPR) of all data subjects – in other words all those individuals whose personal data are processed at GIZ – are protected. As part of the digitalisation drive at GIZ, all manual processes were digitalised by 2021 under the data protection management system. Measures In 2022, GIZ devised data protection guidelines that are used at all GIZ locations worldwide and are GDPR-compliant. The guidelines are always brought into line with the latest regulations and are mandatory. They clarify GIZ’s basic understanding of how to deal with the relevant requirements of the GDPR, the new German Federal Data Protection Act (BDSG-neu) and the German Telecommunications and Telemedia Data Protection Act (TTDSG), as well as GIZ’s internal Processes and Rules (P+R). Since August 2021, GIZ has been using a data protection portal for optimised digital working. The online service makes it possible to reduce email-based and document-based communication and replace it with digital collaboration. The data protection officer and team are available to advise the Management Board and staff members on matters relating to data protection. They supervise the implementation of data protection within the company and are the contact for supervisory authorities. At feedback meetings, they report regularly to the Management Board on topical aspects of data protection. GIZ’s data protection officers are the focal points for addressing the concerns of internal and external data subjects. They accept requests for information about personal data and to have personal data erased as well as complaints relating to data protection, which they then investigate. Responsibility for implementing the GDPR at the operational level within GIZ lies with the Data Protection Management Unit. It is part of the Information Governance Unit and offers a weekly virtual data protection surgery to answer general questions relating to data protection. The Data Protection Management Unit assists the data protection officers in investigating alleged breaches of data protection and in eliminating the causes of the problem if a complaint is substantiated. Where a data protection incident occurs, the data protection officer is called in to assess the risks involved and notify the supervisory authority if necessary. As an accompanying measure to raise awareness, new GIZ staff members are also required to participate in an e-learning programme entitled Data Protection at GIZ as part of their onboarding. Thanks to communication on a broad front, including in training courses and information events, a number of different target groups are able to acquire knowledge and skills on this topic. Progress Surgeries, training courses and optimised onboarding processes upskill all staff members in the field of data protection. This ensures safe workplaces and generates a positive attitude to data protection. Mandatory web-based learning in particular has enhanced staff awareness of the imperatives of data protection. The data protection portal makes it possible to reduce email-based and document-based communication and shift to digital collaboration. It also serves as an audit-proof database for internal audits and for audits by the supervisory authority (the German Federal Commissioner for Data Protection and Freedom of Information – BfDI). This has been facilitated by the introduction of the data protection portal. The data protection screening conducted by the Data Protection Management Unit in five country offices in 2022 helped colleagues working for GIZ around the world comply with data protection requirements. This service is also a valuable preparation for internal audits. The number of individuals who asserted their rights to be informed about personal data held and to have their data erased, as enshrined in the GDPR, increased again in 2022. This is an indication of growing awareness in the field of data protection.

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Management approach disclosure for data protection

Principles

It is our goal to raise the level of data protection in GIZ offices worldwide and to provide local colleagues with advice and support as they implement measures at this level.
To be able to implement our commissions, we must collect and store personal data at regular intervals. Without data protection, data can be misused or stolen, and discrimination or stigmatisation of individuals can result.
The main concern of GIZ’s Data Protection Management Unit is to structure all processes involving the collection or processing of personal data from the outset in such a way that they meet data protection rules at every stage. This is designed to ensure that the rights to informational self-determination enshrined in the European General Data Protection Regulation (GDPR) of all data subjects – in other words all those individuals whose personal data are processed at GIZ – are protected.
As part of the digitalisation drive at GIZ, all manual processes were digitalised by 2021 under the data protection management system.

Measures

In 2022, GIZ devised data protection guidelines that are used at all GIZ locations worldwide and are GDPR-compliant. The guidelines are always brought into line with the latest regulations and are mandatory. They clarify GIZ’s basic understanding of how to deal with the relevant requirements of the GDPR, the new German Federal Data Protection Act (BDSG-neu) and the German Telecommunications and Telemedia Data Protection Act (TTDSG), as well as GIZ’s internal Processes and Rules (P+R).
Since August 2021, GIZ has been using a data protection portal for optimised digital working. The online service makes it possible to reduce email-based and document-based communication and replace it with digital collaboration.
The data protection officer and team are available to advise the Management Board and staff members on matters relating to data protection. They supervise the implementation of data protection within the company and are the contact for supervisory authorities. At feedback meetings, they report regularly to the Management Board on topical aspects of data protection.
GIZ’s data protection officers are the focal points for addressing the concerns of internal and external data subjects. They accept requests for information about personal data and to have personal data erased as well as complaints relating to data protection, which they then investigate.
Responsibility for implementing the GDPR at the operational level within GIZ lies with the Data Protection Management Unit. It is part of the Information Governance Unit and offers a weekly virtual data protection surgery to answer general questions relating to data protection. The Data Protection Management Unit assists the data protection officers in investigating alleged breaches of data protection and in eliminating the causes of the problem if a complaint is substantiated. Where a data protection incident occurs, the data protection officer is called in to assess the risks involved and notify the supervisory authority if necessary.
As an accompanying measure to raise awareness, new GIZ staff members are also required to participate in an e-learning programme entitled Data Protection at GIZ as part of their onboarding. Thanks to communication on a broad front, including in training courses and information events, a number of different target groups are able to acquire knowledge and skills on this topic.

Progress

Surgeries, training courses and optimised onboarding processes upskill all staff members in the field of data protection. This ensures safe workplaces and generates a positive attitude to data protection. Mandatory web-based learning in particular has enhanced staff awareness of the imperatives of data protection.
The data protection portal makes it possible to reduce email-based and document-based communication and shift to digital collaboration. It also serves as an audit-proof database for internal audits and for audits by the supervisory authority (the German Federal Commissioner for Data Protection and Freedom of Information – BfDI). This has been facilitated by the introduction of the data protection portal.
The data protection screening conducted by the Data Protection Management Unit in five country offices in 2022 helped colleagues working for GIZ around the world comply with data protection requirements. This service is also a valuable preparation for internal audits.
The number of individuals who asserted their rights to be informed about personal data held and to have their data erased, as enshrined in the GDPR, increased again in 2022. This is an indication of growing awareness in the field of data protection.

Material topic 10: Work-life balance and employee health

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles Our staff should be able to work in a healthy environment, and the work itself should not impact adversely on their wellbeing. Companies in Germany are required to guarantee occupational health and safety. The Occupational Safety and Health Act (ArbSchG) and the Act on Occupational Physicians, Safety Engineers and Other Occupational Safety Specialists (ASiG) regulate this obligation. Because of GIZ’s worldwide presence, some employees face particular risks, for instance if they work in crisis-affected regions, or areas affected by natural disasters, terrorist attacks or violent crime. (See also GRI 403-7) The COVID-19 pandemic also brought potential risks for staff members, for instance resulting from limited medical capacities, a high level of mental stress or fewer contacts with team members. At GIZ, the Management Board bears overall responsibility for the safety and security of staff. The Corporate Security Unit reports directly to the Management Board. It is responsible for staff worldwide. (See also GRI 403-7 and GRI 403-8) Medical Services (MED) and GIZ’s occupational health and safety are responsible for the health and safety of staff. (See also GRI 403-8) Responsibility for the personal safety of staff undertaking assignments in partner countries is vested in the relevant country director. (See also GRI 403-7 and GRI 403-8) Measures The occupational health and safety officers advise and support GIZ as well as staff members and managers on matters including fire protection, accident prevention, ergonomic workplaces and decent working conditions. They are not only available to locations in Germany, but also to staff in the field structure. (See also GRI 403-5, 403-6 and GRI 403-7) Occupational health and safety experts can visit the country office along with representatives of GIZ Medical Services as required. They carry out inspections and draw up hazard assessments. They cooperate closely with the company’s psychological counselling service (COPE), the Corporate Security Unit and the Construction Division. (See also GRI 403-5, 403-6, 403-7) Field staff with a German employment contract are also covered by the company’s accident insurance policy with Unfallversicherung Bund und Bahn. An individual agreement means that the accident insurance also covers work-related accidents outside Germany. The company’s psychological counselling service COPE (Cooperation with personnel in stress, conflict and crisis) provides confidential counselling for all staff and their families worldwide in the event of professional or private crises. (See also GRI 403-5, 403-6, 403-7) GIZ offers a large number of Corporate Health Management initiatives to help staff stay healthy and achieve a healthy work-life balance, in particular with targeted health and prevention services. (See also GRI 403-5) Progress In 2022, the Occupational Health and Safety Team supported those responsible within the individual GIZ properties to implement all COVID requirements. Most in demand was advice on hygiene provisions, air purification and how to redesign workplaces and allocate staff to workstations. (See also GRI 403-5) To help it devise individual and specially adapted staff care programmes, COPE conducts studies on mental health risks in especially challenging counties. (See also GRI 403-7) Further information Healthy staff – worldwide		3	14

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles

Our staff should be able to work in a healthy environment, and the work itself should not impact adversely on their wellbeing.
Companies in Germany are required to guarantee occupational health and safety. The Occupational Safety and Health Act (ArbSchG) and the Act on Occupational Physicians, Safety Engineers and Other Occupational Safety Specialists (ASiG) regulate this obligation.
Because of GIZ’s worldwide presence, some employees face particular risks, for instance if they work in crisis-affected regions, or areas affected by natural disasters, terrorist attacks or violent crime. (See also GRI 403-7)
The COVID-19 pandemic also brought potential risks for staff members, for instance resulting from limited medical capacities, a high level of mental stress or fewer contacts with team members.
At GIZ, the Management Board bears overall responsibility for the safety and security of staff. The Corporate Security Unit reports directly to the Management Board. It is responsible for staff worldwide. (See also GRI 403-7 and GRI 403-8)
Medical Services (MED) and GIZ’s occupational health and safety are responsible for the health and safety of staff. (See also GRI 403-8)
Responsibility for the personal safety of staff undertaking assignments in partner countries is vested in the relevant country director. (See also GRI 403-7 and GRI 403-8)

Measures

The occupational health and safety officers advise and support GIZ as well as staff members and managers on matters including fire protection, accident prevention, ergonomic workplaces and decent working conditions. They are not only available to locations in Germany, but also to staff in the field structure. (See also GRI 403-5, 403-6 and GRI 403-7)
Occupational health and safety experts can visit the country office along with representatives of GIZ Medical Services as required. They carry out inspections and draw up hazard assessments. They cooperate closely with the company’s psychological counselling service (COPE), the Corporate Security Unit and the Construction Division. (See also GRI 403-5, 403-6, 403-7)
Field staff with a German employment contract are also covered by the company’s accident insurance policy with Unfallversicherung Bund und Bahn. An individual agreement means that the accident insurance also covers work-related accidents outside Germany.
The company’s psychological counselling service COPE (Cooperation with personnel in stress, conflict and crisis) provides confidential counselling for all staff and their families worldwide in the event of professional or private crises. (See also GRI 403-5, 403-6, 403-7)
GIZ offers a large number of Corporate Health Management initiatives to help staff stay healthy and achieve a healthy work-life balance, in particular with targeted health and prevention services. (See also GRI 403-5)

Progress

In 2022, the Occupational Health and Safety Team supported those responsible within the individual GIZ properties to implement all COVID requirements. Most in demand was advice on hygiene provisions, air purification and how to redesign workplaces and allocate staff to workstations. (See also GRI 403-5)
To help it devise individual and specially adapted staff care programmes, COPE conducts studies on mental health risks in especially challenging counties. (See also GRI 403-7)

Further information
Healthy staff – worldwide

3

14

GRI			SDG	DNK
403-1	Occupational health and safety management system	See 3-3 Management approach disclosures	3	14
403-3	Occupational health services	Health Services is an independent division within GIZ’s Human Relations Department. The division consists of Medical Services (MED), the psychosocial counselling unit (COPE) and Corporate Health Management (CHM). Together, they support the company and help staff maintain and enhance their physical, mental and social wellbeing as defined by the World Health Organization (WHO). CHM aims to establish a healthy corporate culture that takes account of individual needs. This makes it a key element of GIZ’s policy on maintaining operational capacity. In this way, GIZ creates sustainable working structures and conditions that protect the long-term health of employees. MED helps GIZ implement legislation and regulations pertaining to occupational health, and offers advice to all those involved in employee health roles. MED conducts all occupational health examinations required under the German Regulation concerning occupational health care (ArbMedVV) for staff members and offers these to accompanying family members. Support from COPE is available to all staff members who may be looking for advice on issues such as trauma, addiction or work-related stress as a result of particular events or circumstances at work or in their personal life. COPE develops preventive mental health services and helps implement them.	3	14
403-4	Health and work-life balance	In Germany, the German Works Council Constitution Act (BetrVG) ensures that staff can take part in the decision-making process. They are represented in such matters by the local staff councils and, on issues affecting the company as a whole, by the Central Staff Council. The field staff representation, which is a committee of the Central Staff Council, is responsible for field staff. To foster discussion between the various bodies and GIZ and to create a climate that fosters constructive cooperation, various dialogue formats are in place at GIZ. They range from monthly meetings with local staff councils to annual joint meetings. GIZ thus also complies with the legal provisions of the Works Council Constitution Act. National staff also elect their own representatives at the country level. GIZ encourages the establishment of bodies to represent the interests of national staff and provides organisational support. Where local legislation includes regulations governing the establishment of and cooperation with bodies to represent staff interests, e.g. regarding the frequency of elections, responsibilities or the form participation should take in the agreement of collective regulations, these are taken into account. The elected representatives can be asked for their advice, should conflicts arise in the company. They act as a bridge between staff members and the country director, gathering the opinions and suggestions of staff and passing them on.	3	14
403-5	Worker training on occupational health and safety	The capacity development team at the Academy for International Cooperation (AIZ) continued to offer health-improvement courses in 2022 as well as developing new courses. The self-learning modules on ‘Balancing Stress’ and ‘Occupational Health and Safety’ are now available in several languages and are proving popular.	3	14
403-6	Promotion of worker health	GIZ offers staff members both digital health services and face-to-face services. Worldwide CHM measures in 2022 included the Health Days, the Step Challenge and a range of different vaccinations. Various web-based health services are available to GIZ staff.	3	14
403-7	Prevention and mitigation of occupational health and safety impacts directly linked by business relationships	See 3-3 Management approach disclosures
403-8	Workers covered by an occupational health and safety management system	See 3-3 Management approach disclosures	3	14
403-10	Work-related ill health	GIZ always reports work-related ill health (occupational diseases) where the agent causing the disease is related to the work of the staff member and where, outside the workplace, exposure to the agent would not have occurred or would not have been on the same scale. In the case of GIZ, these are generally infectious diseases contracted abroad (e.g. bilharzia, severe malaria or dengue fever). In 2022, GIZ reported a total of 56 cases of occupational disease. Infectious diseases have resulted in two fatalities since 2019. The insurance company Unfallversicherung Bund und Bahn compiles further data on occupational diseases. These include cases reported not only by GIZ but also by independent doctors.

Material topic 11: Sustainable events

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles When organising and holding events serving to share knowledge (discussion forums, expert dialogues, advanced training), GIZ strives to uphold sustainability principles. GIZ Guide - Sustainable Event Management and the Guidelines for the Sustainable Organisation of Events published by the German Environment Agency (UBA) are the basis on which GIZ staff developed the minimum standards for sustainable event management at GIZ (giz.de) at GIZ. Since 2020, they have provided mandatory guidelines for events held in Germany and Brussels. The minimum standards cover seven areas of action: planning, guest management, event venue and accommodation, mobility, energy and climate, sustainable procurement, catering. Measures The minimum standards that are mandatory for locations in Germany and for Brussels cannot be transferred one to one in many of the countries in which GIZ operates. For this reason, two training hubs of the Academy for International Cooperation and other countries have adapted the standards to the regional circumstances. Some country office teams responsible for the Corporate Sustainability Handprint® at the local level are also dealing with measures to make event management sustainable. For all events in Germany and Brussels involving more than 100 participants, greenhouse gas emissions are calculated and emissions offset. For instance, the minimum standards require events to be paper-free as a basic principle and require organisers to inform guests about environmentally-friendly travel options. In terms of catering, non-regional produce must be a fairtrade product. This applies, for instance, to coffee and tea. To ensure that sustainability is factored in from the outset, it is important to talk to venue providers, caterers and other partners in the country in question at an early stage. This allows us to promote sustainable event management even outside GIZ itself. Progress In Addis Ababa and Bangkok, county-specific guidance documents were drawn up for sustainable events in 2021. GIZ staff can use the Sustainable Event Management internal learning platform to find out more about examples of good practices and share experience.

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles

When organising and holding events serving to share knowledge (discussion forums, expert dialogues, advanced training), GIZ strives to uphold sustainability principles.
GIZ Guide - Sustainable Event Management and the Guidelines for the Sustainable Organisation of Events published by the German Environment Agency (UBA) are the basis on which GIZ staff developed the minimum standards for sustainable event management at GIZ (giz.de) at GIZ. Since 2020, they have provided mandatory guidelines for events held in Germany and Brussels. The minimum standards cover seven areas of action: planning, guest management, event venue and accommodation, mobility, energy and climate, sustainable procurement, catering.

Measures

The minimum standards that are mandatory for locations in Germany and for Brussels cannot be transferred one to one in many of the countries in which GIZ operates. For this reason, two training hubs of the Academy for International Cooperation and other countries have adapted the standards to the regional circumstances.
Some country office teams responsible for the Corporate Sustainability Handprint® at the local level are also dealing with measures to make event management sustainable.
For all events in Germany and Brussels involving more than 100 participants, greenhouse gas emissions are calculated and emissions offset.
For instance, the minimum standards require events to be paper-free as a basic principle and require organisers to inform guests about environmentally-friendly travel options. In terms of catering, non-regional produce must be a fairtrade product. This applies, for instance, to coffee and tea.
To ensure that sustainability is factored in from the outset, it is important to talk to venue providers, caterers and other partners in the country in question at an early stage. This allows us to promote sustainable event management even outside GIZ itself.

Progress

In Addis Ababa and Bangkok, county-specific guidance documents were drawn up for sustainable events in 2021.
GIZ staff can use the Sustainable Event Management internal learning platform to find out more about examples of good practices and share experience.

Material topic 12: Cooperation and partnership management

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	See 2-28 Membership associations See 2-29 Approach to stakeholder engagement

Material topic 13: Staff development

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles To ensure our continued viability as a company, we must fill key posts with individuals who have the relevant expertise, as well as unlock potential and enhancing skills. Our policy on employability requires GIZ staff members to ensure their long-term employability. Our managers must support them in this regard. The GIZ employer/staff council agreement and the policy on national staff require annual staff assessment and development talks at which measures to ensure long-term employability are discussed (See also 404-3). Measures The Tailored Expertise focus project, which is firmly anchored in the Corporate Strategy 2020–2022, ensures that staff assignments are strategically planned at GIZ. GIZ identifies specific HR requirements as part of a company needs assessment. GIZ’s own Academy for International Cooperation offers a wide portfolio of internal training services. In addition, staff can also take part in training offered by external providers by agreement (See also 404-2). In 2022, digital capacity development requirements were identified as part of the evaluation of the Digital Literacy Action Plan. The findings are used to determine measures to promote digital literacy within the company (See also 404-2). Progress For selected positions, GIZ drew up skill profiles and career paths during the 2020–2022 strategy cycle; these can be used by line managers and staff for HR development purposes. They are being developed and supplemented on a continuous basis. Further information Enhancing skills, supporting careers		3	14

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles

To ensure our continued viability as a company, we must fill key posts with individuals who have the relevant expertise, as well as unlock potential and enhancing skills.
Our policy on employability requires GIZ staff members to ensure their long-term employability. Our managers must support them in this regard.
The GIZ employer/staff council agreement and the policy on national staff require annual staff assessment and development talks at which measures to ensure long-term employability are discussed (See also 404-3).

Measures

The Tailored Expertise focus project, which is firmly anchored in the Corporate Strategy 2020–2022, ensures that staff assignments are strategically planned at GIZ.
GIZ identifies specific HR requirements as part of a company needs assessment.
GIZ’s own Academy for International Cooperation offers a wide portfolio of internal training services. In addition, staff can also take part in training offered by external providers by agreement (See also 404-2).
In 2022, digital capacity development requirements were identified as part of the evaluation of the Digital Literacy Action Plan. The findings are used to determine measures to promote digital literacy within the company (See also 404-2).

Progress

For selected positions, GIZ drew up skill profiles and career paths during the 2020–2022 strategy cycle; these can be used by line managers and staff for HR development purposes. They are being developed and supplemented on a continuous basis.

Further information
Enhancing skills, supporting careers

3

14

GRI

UNGC

SDG

DNK

404-1

Average hours of training per year per employee

The Academy for International Cooperation (AIZ) is GIZ’s own professional development institution. It shapes learning processes and capacity building in international cooperation and makes a key contribution towards HR development within the company. It offers an extensive range of training courses for staff in Germany and in the field. The programme is open to all GIZ staff. Some of the courses are also available to partner experts and to members of the (professional) public, for examples appraisers or the staff of non-governmental organisations and other institutions.

Figures broken down by participants in Germany, participants in the field and non-GIZ participants:

	Academy programme 2022		Onboarding 2022
Group	Participants	Participant days	Participants	Participant days
Germany	3,996	7,960	1,237	1,847
Field	8,524	20,189	932	1,358
Non-GIZ	1,047	3,715	2	6
Total	13,567	31,864	2,171	3,211

Figures broken down by employee category:

	Academy programme 2022		Onboarding 2022
Employee category	Participants	Participant days	Participants	Participant days
Germany-based staff members Field-staff members	3,996 2,895	7,960 6,908	1,237 724	1,847 683
National staff members	5,427	12,886	71	182
Development workers and integrated experts	202	395	137	493
Partner experts	614	2,191
Non-GIZ	433	1,524	2	6
Total	13,567	31,864	2,171	3,211

Figures broken down by gender:

	Academy programme 2022		Onboarding 2022
Gender	Participants	Participant days	Participants	Participant days
Male	5,584	14,152	900	1,363
Female	7,980	17,704	1,271	1,848
Diverse	3	8
Total	13,567	31,864	2,171	3,211

404-2

Programmes for upgrading employee skills and transition assistance programmes

All GIZ training courses are listed in the catalogue produced by GIZ’s own Academy for International Cooperation. In addition, staff can also request to take part in training offered by external providers.
The training courses offered by GIZ are reviewed and adapted annually in a company-wide process and in line with needs. GIZ expanded its range of digital learning services further in 2022 (See also 3-3).

5, 8, 10

14, 15, 16

404-3

Percentage of employees receiving regular performance and career development reviews

The staff assessment and development talk, which all staff members are entitled to have once a year, is the foundation for individual company-based training. During this session, managers provide feedback on the employee’s performance and skills, and look ahead to future tasks and developments. Depending on the country-specific rules, they can agree on goals with their staff. The staff member and their line manager will also discuss specific actions to retain and foster employability, such as HR development measures to acquire necessary skills or actions to maintain performance. The assessment of performance from the staff assessment and development talk and the degree to which goals are achieved are incorporated into the assessment of overall performance (See also 3-3).

5, 8, 10

14, 15, 16

Material topic 14: Responsible use of funds

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Cost-effectiveness as an area of action of our Corporate Strategy 2020–2022

Material topic 15: Learning organisation

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles Diversity is the basis for learning and innovation. This is because when different perspectives come together, creative and sustainable solutions emerge. We work with our partners to develop innovative approaches tailored specifically to their needs. The environment in which GIZ operates is changing constantly and ever more rapidly. As a learning organisation, we build on the knowledge and experience that we acquire constantly in projects around the world. Measures Since 2017, we have launched a GIZ-wide Innovation Fund every 18 months. The motto of this ideas competition in 2022 was ‘Build Back Better – Our contribution to a transformative recovery post COVID-19.’ Over the last four rounds, GIZ staff have submitted over 500 ideas to improve our results in partner countries. They include new approaches to combat gender-based violence online, solutions to transform agricultural waste into clean fuel and opportunities for digital citizen participation. The GIZ Data Lab works on experimental data-related innovations that can then be used for forward-looking solutions in our partner countries (www.blog-datalab.com). Issues addressed range from mobility to climate policy and the circular economy. In the GIZ management tool Capacity WORKS, leaning and innovation is one of the success factors in the design and implementation of projects, along with public-sector, private-sector and civil society actors in partner countries. GIZ’s own Academy for International Cooperation increasingly offers GIZ staff and managers opportunities for self-directed, collective and workplace-based learning, which empower individuals and at the same time mainstream a learning culture within the company. Progress As part of the Cooperation and Leadership (KuF) project, which has been strengthening learning, self-reflection and cooperation at GIZ since 2017, we have developed four principles for cooperation within GIZ, which are today part of our Corporate Principles. ‘Experiment and innovate’ is one of these principles and stands for having the courage to try and fail. We want to learn from our mistakes as early on as possible so that there is still time to change course.

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles

Diversity is the basis for learning and innovation. This is because when different perspectives come together, creative and sustainable solutions emerge. We work with our partners to develop innovative approaches tailored specifically to their needs.
The environment in which GIZ operates is changing constantly and ever more rapidly. As a learning organisation, we build on the knowledge and experience that we acquire constantly in projects around the world.

Measures

Since 2017, we have launched a GIZ-wide Innovation Fund every 18 months. The motto of this ideas competition in 2022 was ‘Build Back Better – Our contribution to a transformative recovery post COVID-19.’ Over the last four rounds, GIZ staff have submitted over 500 ideas to improve our results in partner countries. They include new approaches to combat gender-based violence online, solutions to transform agricultural waste into clean fuel and opportunities for digital citizen participation.
The GIZ Data Lab works on experimental data-related innovations that can then be used for forward-looking solutions in our partner countries (www.blog-datalab.com). Issues addressed range from mobility to climate policy and the circular economy.
In the GIZ management tool Capacity WORKS, leaning and innovation is one of the success factors in the design and implementation of projects, along with public-sector, private-sector and civil society actors in partner countries.
GIZ’s own Academy for International Cooperation increasingly offers GIZ staff and managers opportunities for self-directed, collective and workplace-based learning, which empower individuals and at the same time mainstream a learning culture within the company.

Progress

As part of the Cooperation and Leadership (KuF) project, which has been strengthening learning, self-reflection and cooperation at GIZ since 2017, we have developed four principles for cooperation within GIZ, which are today part of our Corporate Principles. ‘Experiment and innovate’ is one of these principles and stands for having the courage to try and fail. We want to learn from our mistakes as early on as possible so that there is still time to change course.

Material topic 16: Social engagement

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles GIZ maintains an ongoing dialogue with its staff and takes account of any criticism and suggestions. In 2019, it produced guidelines on staff initiatives as part of sustainability management. Staff have the option of agreeing on staff goals for their initiatives in consultation with their line manager. These goals are relevant to their financial remuneration. The sustainability fund, which is used to provide funding for staff initiatives, is also part of the support GIZ provides for staff initiatives. The Sustainability Programme 2021-2025 sets the goal of ensuring that the three dimensions of sustainability (economic capability, social responsibility, ecological balance) should be taken as a guideline when assessing performance. This is to be realised by the end of 2025. Measures In Germany and in our countries of assignment, colleagues organise many social and environmental initiatives and campaigns. GIZ has developed a variety of formats to support them. Progress See Sustainable initiatives Further information: Sustainable initiatives

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles

GIZ maintains an ongoing dialogue with its staff and takes account of any criticism and suggestions. In 2019, it produced guidelines on staff initiatives as part of sustainability management. Staff have the option of agreeing on staff goals for their initiatives in consultation with their line manager. These goals are relevant to their financial remuneration. The sustainability fund, which is used to provide funding for staff initiatives, is also part of the support GIZ provides for staff initiatives.
The Sustainability Programme 2021-2025 sets the goal of ensuring that the three dimensions of sustainability (economic capability, social responsibility, ecological balance) should be taken as a guideline when assessing performance. This is to be realised by the end of 2025.

Measures

In Germany and in our countries of assignment, colleagues organise many social and environmental initiatives and campaigns. GIZ has developed a variety of formats to support them.

Progress

See Sustainable initiatives

Further information:
Sustainable initiatives

GRI content index and external assurance

GRI 1: Foundation 2021

GRI 2: General Disclosures 2021

GRI 3: Material Topics

Material topic 1: Climate protection

Material topic 2: Protection of natural resources

Material topic 3: Sustainable procurement

Material topic 4: Protection and promotion of human rights

Material topic 5: Sustainable mobility

Material topic 6: Biodiversity

Material topic 7: Diversity and gender

Material topic 8: Compliance and anti-corruption

Material topic 9: Digitalisation

Material topic 10: Work-life balance and employee health

Material topic 11: Sustainable events

Material topic 12: Cooperation and partnership management

Material topic 13: Staff development

Material topic 14: Responsible use of funds

Material topic 15: Learning organisation

Material topic 16: Social engagement

GIZ uses tracking technologies from various providers