Decent Work and economic Growth

Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.


Paid work is the central driver of material prosperity, economic security, equal opportunities and human development. To this day, however, a majority of employees are excluded from this, because employment does not always guarantee a life without poverty. The eradication of poverty is only possible through permanent and well-paid work. The achievement of this objective is closely linked to other objectives such as education, equality between men and women and equal opportunities.

Examples of our contribution

Through its activities, Evonik contributes to economic growth and offers secure, decent work. Our impact valuation shows that each Evonik job secures an average of 13.5 jobs worldwide in the value chain.

  • Our Code of Conduct summarizes Evonik's most important principles and standards with which all employees must be familiar. It applies throughout the Group and is part of the employment relationship between the employee and Evonik. 


  • We have set up our own Code of Conduct for suppliers, which bindingly regulates our requirements for them.


  • In the Declaration of Human Rights Principles, Evonik commits itself to respecting human rights and also formulates its expectations of employees, supervisors, suppliers, and other business partners.


  • In its Global Social Policy, Evonik formulates the principles of social and ethical responsibility towards its employees.


  • As part of our membership of the UN Global Compact, we actively advocate for respecting and promoting human and labour rights within our sphere of influence, avoiding discrimination, protecting people and the environment, and fighting corruption.


  • In Germany, 100 percent of our employees and around 70 percent worldwide are covered by collective bargaining agreements on remuneration.


  • Safety is an important part of decent work. At Evonik, safety takes precedence over sales and profits. For many years, we have established a safety culture that enables continuous improvement of our processes and systems. In addition, occupational health protection has a high priority.

Our Goals

Proportion of women in top and middle management of 30 percent each by 2026

  • Status 2023: 22.2 percent and 18.5 percent respectively

Intercultural mix in top management of 25 percent by 2026

  • Status 2023: 18.4 percent

An average digital, self-paced learning time per employee in the LILY and LinkedIn Learning systems of more than three hours per year by 2026


Accident frequency of max. 0.26 per 200,000 working hours 

  • Target achieved: 0.21 


Occurrence frequency of max. 0.40 per 200,000 working hours

  • Target missed: 0.43


Occupational Health Performance Index of min. 5 

  • Target achieved: 5.5