Sustainability & ESG
People & Society
Safety & Wellbeing
Social Impact & Safety
Our people are at the heart of our organisation. We promote a safe, inclusive and diverse working environment, with a strong focus on wellbeing, development and social return.
AVEX is committed to equal opportunities, anti-discrimination and a strong safety culture. We invest in work-based learning opportunities, support social initiatives and create opportunities for people who face barriers to employment.
Integrity, commitment, professionalism and proactivity have been our core values for many years and continue to guide our policies and decision-making.
An overview of the number of employees at the end of the reporting year, broken down into relevant categories, is included in Appendix 2 – HR Data.
Eliminating Discrimination
AVEX has an explicit anti-discrimination policy that applies to all employees and managers. The policy promotes equal treatment regardless of gender, origin, age, sexual orientation, religion or background.
Concerns can be reported easily and confidentially and are followed up carefully. Once again, no incidents of discrimination were reported during the reporting period, meaning AVEX remains fully on track towards its target of zero reported incidents.
The policy is reviewed annually and actively communicated throughout the organisation.
Accidents Reported Promptly
Safe working practices are a fundamental part of our company culture. AVEX aims for zero accidents and continuously invests in prevention, training and awareness. Incidents are not only recorded but also analysed to help prevent recurrence.
All recorded incidents were reported and followed up within the required 48-hour period. Our focus remains on further strengthening our safety culture through training, evaluation and continuous improvement.
| Indicator | 2025 |
| Number of work-related accidents (employees) | 1 |
| Number of accidents resulting in absence | 1 |
| Number of accidents without absence | 0 |
| Number of fatal accidents | 0 |
Note: contracted workers are included.
Diversity, Inclusion & Equality
Women in Leadership Positions
AVEX is committed to providing equal opportunities for women and men in leadership and decision-making positions. Our approach is based on a commitment to making demonstrable efforts rather than achieving a fixed outcome. This means that AVEX works structurally to provide women with equal access to leadership roles, without imposing quotas that could compromise careful selection based on competence, experience and organisational needs.
During the reporting period, the proportion of women in leadership positions decreased from 40% to 25%. This development is closely monitored and assessed but does not represent a departure from our established policy. Our principle remains that every candidate, regardless of gender, is assessed under equal conditions and that leadership appointments are always based on quality and suitability.
This commitment is embedded in our policies, processes and HR measures, including:
- Gender-neutral recruitment and selection procedures;
- Transparent assessment criteria and decision-making;
- Equal access to development and career progression opportunities;
- Periodic monitoring of diversity across leadership levels.
This approach ensures that women have equal opportunities within AVEX, including during periods when the actual proportion of women in leadership positions fluctuates.
Although the quantitative distribution changed during the reporting year, AVEX remains on track with its underlying objective: actively promoting gender equality and equal opportunities in leadership. We continue to invest in an inclusive culture and consider diversity an important condition for sustainable and future-ready decision-making.
Compliance with Inclusion & Equal Opportunities Policies
Inclusion and equal opportunities at AVEX are structurally embedded and enforceable through the applicable collective labour agreements (CAO). Operating under these agreements is a deliberate and important choice, as they provide a robust framework for ensuring equal treatment, transparency and objectivity in employment conditions.
Within this framework, AVEX applies:
- Job evaluation in accordance with the applicable collective labour agreements, ensuring roles are classified objectively and consistently;
- Equal pay for equal work, supported by transparent salary scales;
- Consistent employment conditions and equal access to development and career progression for employees in comparable roles.
Through this framework, equality is not simply a voluntary policy ambition but an established and measurable principle within HR processes, decision-making and remuneration.
100% of AVEX employees are covered by a collective labour agreement (CAO), structurally safeguarding employment conditions, equal treatment and employee rights.
Compliance with our inclusion and equal opportunities policies is monitored and reviewed internally on an ongoing basis. No deviations were identified during the reporting period. This objective has therefore been achieved and embedded within the organisation.
Want to know more about sustainability at AVEX?
We believe it is important to be transparent about our sustainability objectives, performance and approach. If you are a customer, partner, auditor or other stakeholder and have questions about our ESG policies, results or supporting documentation, please get in touch.
Social Impact
Investing in Social Value (SROI)
AVEX uses Social Return on Investment (SROI) as a way of creating social value alongside its economic activities. Our focus is on access to employment, recruitment, training and development for people who face barriers to employment, students and people entering the profession from other sectors. SROI is therefore a deliberate and structural part of our business operations.
In 2025, hard SROI-eligible spend amounted to €702,860, consisting of employment- and development-related expenditure such as temporary employment, recruitment, training and essential support for participation in the labour market.
A further €778,930 in conditional SROI-eligible expenditure was identified, primarily relating to external resources. These costs are only classified as social return where they can demonstrably be linked to social programmes. Regular operational costs, goods and financial expenditure are explicitly excluded to ensure a clear and accurate scope.
These investments resulted in 2,225 hours of guidance, work experience and development for 22 participants, with a total direct investment of €66,750.
This resulted in an SROI ratio of 0.73, meaning that every euro invested generated approximately €0.73 in social value. In total, 4.5% of procurement value was SROI-eligible and therefore deployed within social return frameworks.
AVEX considers this a meaningful foundation and will continue to strengthen and broaden its social return efforts.