What makes an employer attractive? The year 2020 changed the way we would answer this question. The COVID-19 pandemic turned our private lives and the world of work on their heads. Flexible working hours, home office opportunities and childcare all got a lot more important in 2020. Scout24 is no exception. Our four core values guide us in times like these. The are the foundation of the work we do. We relied on these core values more than ever in 2020 and helped our staff overcome all the challenges they faced to the best of our ability.
For more than 20 years we have been an agile, dynamic and multicultural company at which our employees make a difference. We promote entrepreneurial thinking and innovation, we embrace diversity and equal opportunities, we tackle changes in our daily work, ensure occupational health and safe workplaces, offer bespoke training and education formats and seek to find the best talents for Scout24.
Everything we do is based on our DNA Culture Code – the jointly defined values and guiding principles of the work we do. The four core values and four leadership behaviours are an integral part of the DNA Culture Code. They define who we are, what we do, and above all how we do it.
The continuous personal development of our employees is one of the core values of Scout24. We invest in the training and education of our colleagues and support their development with personalised opportunities. Scout24 is synonymous with interdisciplinary, flexible, independent, creative, innovative and international work. We were really able to demonstrate this in 2020 by adapting to the effects of the COVID-19 pandemic in no time and, for example, offering new online training formats. In the process, our actions were aligned with the needs of our employees and managers during the crisis.
Scout24 strives to do its best to support and celebrate all of its employees, regardless of ethnic origin, skin colour, gender, sexual identity, age, religion, world-view, disability, marital status, nationality or other attributes. With our 52 nationalities (as of 31 December 2020), we are already embracing diversity and want to increase it further within our company. We want to do this because it is a key to our success.
Our position on diversity, tolerance and equal opportunities is set out in our company-wide Code of Conduct. We take a zero-tolerance approach to any and all types of disadvantage or discrimination against employees, applicants and business partners.
The Executive Leadership team is in charge of diversity and inclusion at Scout24, which means that it is the responsibility of the highest level of management in the company. In business operations, the Executive Leadership team is supported by the People, Organisation & Culture department and the Principal Diversity & Inclusion Management – a position created in February 2020.
We want to avoid infringing the principles of equality from the outset and contribute to more diversity and inclusion within the company. For this reason, we rely on prevention in particular alongside our Group-wide Code of Conduct and various complaint mechanisms. In 2020, we implemented various measures, such as anti-discrimination trainings.
Family-friendliness is part of Scout24’s corporate culture and this has been the case since before the outbreak of the COVID-19 pandemic. Our People, Organisation & Culture team always has an open door for our employees and helps them balance their private and professional lives effectively. This entails offering all employees flexible working time models with trustbased working hours as well as options for part-time work or to work from home. It is also possible to arrange special leave for special personal events and leave, for example, to care for sick relatives. If employees wish to take time off, they can request unpaid leave which they can arrange individually within their team and with their supervisor.
Fair remuneration and company benefits
A fair, transparent and attractive remuneration system is an important characteristic of a good employer. Our remuneration model contains clearly defined, transparent criteria and sets out a variable salary component for all employees who do not receive commission on sales.
We performed a variety of analyses in 2020 with a view to making our remuneration system even clearer and more transparent. For ImmoScout24 and Scout24 AG, we calculated the ratio of the average remuneration of our male and female employees according to hierarchy levels and functional areas. Due to the continuous analyses from previous years and the adjustments made on the basis of them, we see no pay gaps between male and female employees.
Our employees’ health is very important to us. We safeguard it by always keeping a close eye on the constantly changing challenges and stress in their everyday work and in their private lives. This also includes designing a workplace that is safe and promotes health. We faced extraordinary challenges in 2020 due to the COVID-19 pandemic. Our primary objective was to support all of our employees through this difficult time and safeguard their health.
The Central Administration & Facility Management department coordinates and manages all measures relating to safeguarding health. When it comes to safeguarding our health, ergonomics plays an important role in our daily work. This includes an ergonomic workplace, with appropriate furniture and equipment for jobs that mainly involve sitting at computer workstations.
In Berlin and Munich, yoga courses and specific back training programmes are offered at a discount as part of our portfolio of measures for safeguarding health. We also offer preventive services such as annual eye tests. We offer our employees drinks and balanced nutrition that even features vegan and vegetarian dishes in our Berlin canteen.
Avoiding safety risks and hazards
The Central Administration & Facility Management department coordinates preventive measures relevant to safety at Scout24 in cooperation with other, internally appointed safety officers. The Occupational Safety Committee is the central internal body which meets four times a year to identify potential and existing hazards and define appropriate measures. Members of the committee are the safety officers, representatives of the works council, the external safety specialist, the company doctor, the representatives of employees with severe disabilities, the company management and other internal or external experts as required.