Responsibility

Sartorius’ Position on
Labor and Social Standards

Contents
1Labor and social standards in the corporate strategy ............................................................................................................................. 3

2

Fundamental principles of our position on observing labor and social standards ................................................................... 3

3Core topics in our position on observing labor and social standards .............................................................................................. 4

Document information
Applicability
Scope

Sartorius Group

Confidentiality

PublicOwnership
Policy Owner

Katharina Tillmanns

Board Area

Group Strategy, Human Resources, Corporate Research, Legal & Compliance,
Communications

Board SponsorJoachim Kreuzburg

Approved by

Joachim Kreuzburg

Document information
ReleaseFebruary 2019

Review

Bi-annually

Sartorius’ Position on Labor and Social Standards | February 2019

21

Labor and social standards in the corporate strategy

Sartorius is growing strongly. We continually acquire employees and build their loyalty to ensure the company’s
success in the future. HR work therefore has strategic significance as a form of corporate value creation.
We employ people from six continents and various cultures. Creating a common understanding of good and fairworking conditions is therefore an important task. Our aspiration to respect internationally recognized labor and social
standards as the foundation of our approach is anchored in our global Code of Conduct. We expect our managers tolive up to their position as role models and to be open and respectful in their interactions with employees. Every
Sartorius employee must complete training on the Code of Conduct.
Sartorius’ position on working practices is binding on all the companies and sites of the Sartorius Group. It has beencommunicated to all our employees via the intranet. The management of Sartorius is accountable for theimplementation of the position. The Executive Board sets goals on the basis of the fundamental principles and core
topics in the company’s position paper.

2Fundamental principles of our position on observing labor and social
standards
Compliance
Our standards comply with current laws and regulations, and in many areas go beyond them. Changes to national lawsof all the countries in which Sartorius operates are taken into account. If a country’s laws prescribe no requirements orless stringent requirements than are expressed in this position paper, we have modeled our approach on ourconvictions. If conflicts with a country’s laws or national customs arise, we strive to act in line with our values andinternationally recognized principles without breaching the law of the country in question.
Transparency, dialog and ongoing improvement
We pursue an open dialog with our employees and involve them in the continuous further development of our laborand social standards.
Employees / training courses
The implementation of labor and social standards are managerial responsibilities. We use Sartorius’ leadershipguidelines as the basis for a management development program in which all managers worldwide participate with thegoal of developing a common leadership culture.

Sartorius’ Position on Labor and Social Standards | February 20193

Inclusion of the value creation chain
We work in tandem with customers, suppliers, and business partners to arrive at a common understanding of goodand fair working conditions. We expect our suppliers to implement these principles, which are also set down in ourCode of Conduct for Suppliers.

3Core topics in our position on observing labor and social standards

Sartorius has defined its core topics with respect to observing labor and social standards. These are topics of particularimportance for our daily business and our stakeholders. We have separate internal regulations and procedures forthese core topics.
Development and training
Recognizing every individual’s potential and deliberately nurturing it is one of the most important tasks of our HR work.
Professional and personal development is key to employees’ motivation and loyalty – and thus essential for ourbusiness success. In the competition for the best employees and managers – in view of demographic trends, among
other things – we primarily focus on developing our employees, on diversity, and on internationality. We fillmanagement positions mainly from our own ranks.
Our employees are encouraged to play their own part in shaping their professional development. We provide a
structured process and suitable tools for this through our seminar and training options. An annual performance review
between the employee and their manager provides a forum for discussing performance, targets, and individualdevelopment opportunities. The annual performance review is mandatory and is conducted in accordance withuniform criteria worldwide.
For our employees in production, we offer specific local training programs worldwide, which in addition to training
employees, also improve product quality and occupational safety.
Diversity
People from almost 80 countries work together at Sartorius. Our fundamental principles include respecting thedignity of all employees and creating equal opportunities.
We use various measures to promote the appreciation of diversity and its inclusion worldwide. Managers play a keyrole here. We support them in strengthening diversity and in developing it optimally in their daily work.

Sartorius’ Position on Labor and Social Standards | February 20194

Social dialog and freedom of association
Our employees’ opinions matter to us. We therefore regularly conduct a global employee survey. Here we discover
the extent to which our employees identify with our corporate strategy, how they assess the managerial behavior of
their managers, whether they consider the training opportunities offered to be sufficient and what changes theywould like to see.
Our employees use workers’ committees, works councils, trade unions, or other bodies to represent their interests. If
the internationally recognized right to freedom of association and collective bargaining is limited by law at one of oursites, we try to bridge this gap through suitable measures without breaching local laws. For example, systematicinternal dialog with employees within the scope of national law can make a positive contribution to the value of thesocial dialog here.
Flexible working
We believe that a working environment of mutual trust, appreciation and respect brings the best work results andincreases our employees’ motivation and creativity as well as their loyalty. We therefore accommodate our employees’
different needs and life circumstances by providing various options for structuring their employment flexibly.
Pay and pensions
We aim to align our employees’ performance-related remuneration with Sartorius’ value creation and success. Inaddition, we support the establishment of a self-financed, supplemental pension. In some countries, remuneration
also includes contributions to occupational pension plans and costs of health insurance.
Our remuneration is based on the principle of good pay that is in line with the market for good performance. In lightof this, variable remuneration components play an important role not only for senior management.
Middle and upper management throughout the Group participate in the Group’s performance through annual
variable remuneration.

Sartorius’ Position on Labor and Social Standards | February 20195