Adler Group involves all employees in all relevant processes as part of the ongoing process to fulfil the duty of care with regard to material actual and potential, positive and/or negative impacts. Involvement takes place with all employees individually. The manager responsible for personnel is responsible for this. This manager is also responsible for monitoring the effectiveness of personnel policy measures.

In order to remedy negative impacts, employees can report them to the Company via various channels in order to achieve prompt remedial action. The most important such channel is the yearly employee survey. Misbehaviour may be anonymously reported through the whistleblower system which is available for employees of the Company as well as for suppliers in the upstream value chain.

Senior management at all major locations report extensively to employees and managers in "fireside chats" on current company developments and also provide an opportunity for discussion. There are also divisional events for employees and a joint Christmas party, which also provides an opportunity for personal dialogue.

These face-to-face events are supplemented by virtual formats ("town halls") and announcements via internal communication channels. Important communication topics in 2024 were the successful recapitalisation of the Company, the consequences of the portfolio adjustments, job security and personnel changes in the management bodies.

Employee appraisals, which take place at least once a year, also serve to improve transparency and trust in order to assess performance appropriately and enquire about individual development needs. The employee appraisal process is digitalised, which contributes to greater flexibility and better documentation.