We at KODi know that we owe our success to our 2,500 employees. We implement projects and impress our customers with our motivation and feel for new ideas time and again. Which makes it all the more important to show our appreciation for our employees and to promote them appropriately. That is why we want to develop further and have set ourselves the goal of improving our Kununu score from 3.5 (as of February 2023) to 4.5 by 2030.

Our employees are already reaping the rewards of various benefits, such as a company pension scheme, capital-accumulation benefits, occupational disability insurance, the KODi voucher pool, corporate benefits and a staff discount. Furthermore, the health of its employees is very important to KODi. In addition to health training (e.g. sleep classes, how to lift and carry properly), discounts for fitness studios and the possibility to lease up to two bicycles at attractive conditions, we are set to develop further measures within the framework of company health management by 2030 in order to promote the health of our employees in the best possible way.

As a company providing training, we would like to become even more attractive to future trainees. It is important to us to support our trainees on their own individual path and to give them the opportunity further develop and evolve new talents. Alongside the classic full-time vocational training, we therefore also offer part-time training with which we especially hope to give young parents the opportunity to get a good vocational qualification. In 2022, we created the position of vocational training coordinator in the first of our 16 branch districts, who specifically looks after our trainees. Their job includes imparting additional theoretical knowledge and consolidating what has already been learned before it is put into practice in the branches. In the long run, we would like to expand the position of vocational training coordinator to all 16 districts. In addition, our trainees have the opportunity of using the e-learning platform VOCANTO for video-based learning, questions to check their progress and mock exams to consolidate their theoretical knowledge. The employee app KODiConnect also offers an opportunity for them to chat and develop some team spirit.

KODi is diverse: gender, age, nationality and sexual orientation don’t matter to us. We only care about the fact that employees can take care of the job at hand. Everyone is welcome here at KODi because we care about people! We may all be different but everyone who works here has their team spirit, motivation, passion for excellent customer service and enthusiasm about our products in common. We have decided to promote and push diversity and tolerance further within the company and aim to release our own Diversity and Inclusion Policy by 2025.

* The current score is 3.5 (as of February 2023).
** Refers to SDG 3 (Health and well-being), SDG 4 (High quality education) and SDG 5 (Gender equality).

We aspire to guarantee sustainable economic growth along the entire supply chain in compliance with human rights laws. As a retailer and importer, we see big opportunities to have an influence at the purchasing and manufacturing of products levels to achieve the SDG 8 goals. Today, we are already committed to the compliance with human rights and fair working conditions together with the import agency Dragon Spirit (Far East) LTD. We have set out our expectations of our suppliers in our own Code of Conduct, the continuous compliance of which by our Chinese suppliers is regulated by Dragon Spirit.

KODi is planning to update its sourcing processes for 2024. The aim is to develop and continuously implement a due diligence system. To specifically recognise and reduce negative effects within the supply chains we plan to update our supply chain evaluations to include risks to countries, sectors and companies as well as the establishment of preventive and corrective measures. Furthermore, the existing complaints procedure in place is to be updated in order to also enable accessible access for those affected in the lower levels of the supply chain.

* Refers to SDG 8 (Decent work and economic growth).

Together with fjol GmbH, KODi issued its own carbon footprint according to the GHG Protocol for the reference year 2021, including the company headquarters (including the online shop), three former external warehouses and two pilot branches in Heinsberg and Siegburg. In order to have a base value for comparison, KODi has extrapolated the annual carbon emissions of the entire network of branches based on the two pilot branches. The inclusion of other branches in the carbon footprint will take place gradually so that all KODi locations can also be accounted for in the reference year 2027 at the latest. Accordingly, about 50 additional branches are included in the carbon footprint each year.

The Scope 1 and 2 emissions as well as the Scope 3 emissions were taken into account in our carbon footprint.

Scope 1 emissions are direct emissions from the company’s own and controlled resources. They include the categories:

• Emissions from fuels used for heating
• Fleet
• Coolants and refrigerants
• Emissions from industrial processes

Scope 2 emissions are indirect emissions from the generation of purchased energy from a utilities company. These include:

• Electricity
• Steam
• Heat
• Cooling

Scope 3 emissions are direct emissions that occur in the value chain. KODi’s company-relevant Scope 3 emissions include the categories:

• Purchased goods and services (partially taken into account)
• Energy-related activities
• Upstream transports
• Waste generation in the company
• Employees journeys and downstream transports

Measures for the systematic reduction of CO2e emissions are derived on an ongoing basis based on the carbon footprint. Because KODi is a decentralised retail company, the largest potential savings can initially be made at the individual locations and in logistics. Our specific goals include:

• Improving energy efficiency through the use of LED lighting controlled by motion sensors
• Reducing gas consumption
• Reducing waste consumption
• Optimising routes
• The gradual changeover to green electricity at all locations Since 2021, our company headquarters has already been using green electricity only.

* Refers to SDG 13 (Climate action)