Topic-specific standards

The topic-specific disclosures cover three main areas: economy, ecology and social issues. HHLA conducted a stakeholder survey to determine the material topics and had the results reviewed and prioritised by a specialist committee as part of a materiality analysis with a view to their impact on society and relevance to corporate success (in line with the double materiality clause set out in Section 289c (3) of the German Commercial Code (HGB)). Materiality analysis

The following GRI standards were considered to be material:

  • GRI 201: Economic performance 2016
  • GRI 305: Emissions 2016
  • GRI 401: Employment 2016
  • GRI 403: Occupational health and safety 2016

In addition, three further company-specific topics were identified as “material”, for which for which there is currently no GRI standard of its own.

  • Area optimisation
  • Increasing efficiency
  • Expansion of digitalisation for process optimisation

In accordance with the requirements of the CSR Directive Implementation Act (CSR-RUG), disclosures on respect for human rights and on combating corruption and bribery are also mandatory. Principles and reporting standards/non-financial report

However, all of the topics relating to these aspects were excluded due to a lack of commercial relevance based on double materiality considerations as defined in Section 289c (3) of the German Commercial Code (HGB). Nevertheless, HHLA takes its responsibility in dealing with social aspects that concern business partners, shareholders and the public very seriously and therefore reports these GRI standards in addition, but without a detailed description of an explicit management approach in accordance with GRI.

  • GRI 205: Anti-corruption 2016
  • GRI 406: Non-discrimination 2016
  • GRI 407: Freedom of association and collective bargaining 2016
  • GRI 412: Human Rights Compliance Audit 2016

GRI standards that have been assessed as material have a blue font colour. GRI standards to which HHLA additionally reports are indicated by a grey heading.

The GRI Content Index of HHLA does not make use of the column
“omission” as to all disclosures information is given. 

Material GRI standards with regard to business relevance and degree of impact

Use the filter function to sort the GRI disclosures according to double materiality considerations as defined in Section 289c (3) of the German Commercial Code (HGB) with regard to business relevance and degree of impact.

Economic standards

GRI 201: Economic performance 2016

GRI 103-1,2,3 Management approach

201-2 Financial implications and other risks and opportunities due to climate change

201-3 Defined benefit plan obligations and other retirement plans

201-4 Financial assistance received from government

GRI 205: Anti-corruption 2016

205-2 Communication and training on anti-corruption policies and procedures

Increasing efficiency

GRI 103-1,2,3 Management approach

Expansion of digitalisation for process optimisation

GRI 103-1,2,3 Management approach

Environmental standards

Area optimisation

GRI 103-1,2,3 Management approach

HHLA has set up nine action fields for sustainability. One of them is the area optimisation. HHLA aims utilize the limited port and logistics areas as efficiently as possible.
In the coming years HHLA will considerably increase area productivity in their facilities within the framework of their extension scheme.
HHLA is investing according to the demand of container handling and peak situations. HHLA is investing into automated stacking systems and therefor increasing productivity. The terminal development departments are responsible for that.

GRI 305: Emissions 2016

GRI 103-1,2,3 Management approach

HHLA has set climate protection targets. By 2030, absolute emissions are to be reduced by at least 50%; by 2040, HHLA will strive for climate neutrality. To achieve these taregts, a certified energy management system was introduced. At the same time, a technological change was started in the direction of electric drives instead of drives with internal combustion engines. This concept is described in the action fields of the sustainability strategy. It is implemented through various projects, e.g. the electrification of previously diesel-powered AGVs, the expansion of electrically operated storage crane systems, or the switch to electrically powered vehicles and the increased use of electricity from renewable energies. Responsibility lies in the terminal development departments and in sustainability management. A quarterly report is prepared for the Executive Board.

305-1 Direct (Scope 1) GHG emissions

305-2 Energy indirect (Scope 2) GHG emissions

305-3 Other indirect (Scope 3) GHG emissions

305-5 Reduction of GHG emissions

305-6 Emissions of ozone-depleting substances (ODS)

305-7 NOx, SOx and other significant air emissions

Social standards – Labour practices and decent work

GRI 401: Employment 2016

GRI 103-1,2,3 Management approach

People and the organisation are at the heart of our personnel work. Highly-skilled and high-performing managers and employees form the foundation of our success. Long-term qualitative and quantitative personnel planning and development strategies for the entire company have been established in Hamburg. The ongoing development of specialist, management and project careers, and permeability between different career paths are the central aims of our personnel strategy. The numerous options to create a work-life balance according to the employee’s current circumstances and the ongoing development of working-time systems form the cornerstone for long employee service at HHLA.
HHLA aligns headcount planning with the economic development of its companies. It aims to provide the majority of its services using in-house staff. Employees of Gesamthafenbetriebs-Gesellschaft (GHB) are used by the container handling firms in Hamburg to cover peaks in operating manpower requirements. The recruitment processes used by the individual companies of HHLA AG are monitored by the HHLA manpower planning team. Proposals to create additional jobs are examined for their consideration of economic planning and operational necessity, as well as other options for filling positions internally or taking alternative action. This ensures that recruitment does not exceed the HR planning for individual companies approved by the Executive Board and can be synchronised with headcount trends at the affiliated companies with the possibility of synergy effects.

401-1 New employee hires and employee turnover

Proposals to create additional jobs are examined for their consideration of economic planning and operational necessity, as well as other options for filling positions internally or taking alternative action. This ensures that recruitment does not exceed the HR planning for individual companies approved by the Executive Board and can be synchronised with headcount trends at the affiliated companies with the possibility of synergy effects.

401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

Numerous preventive measures and guidelines are in place to ensure that staff from both HHLA and external companies, customers, suppliers and visitors do not come to bodily harm, which is a key concern for HHLA. The company strives to continually improve occupational safety in the workplace and considers this an important task for its managers. When examining early health promotion measures indicators that staff would benefit from, psychological stress is also taken into account. With the aim of further reducing the risk of accidents and raising awareness of occupational safety among both employees and managers, occupational safety campaigns and workshops are regularly held at HHLA company sites. These cover issues such as fire prevention, hazardous substances and ergonomics. In order to create meaningful accident statistics, accidents at all HHLA companies in Hamburg are taken into account and recorded using a standardised reporting system. These also include accidents not directly linked to container handling (e.g. in workshops). The reasons for changes or fluctuations are carefully analysed in order to quickly initiate structured preventive measures. As part of its health promotion efforts, HHLA strives to develop an occupational health management system which reflects everyday needs and to systematically integrate these measures into company processes.

GRI 403: Occupational health and safety 2018

GRI 103-1,2,3 Management approach

Numerous preventive measures and guidelines are in place to ensure that staff from both HHLA and external companies, customers, suppliers and visitors do not come to bodily harm, which is a key concern for HHLA. The company strives to continually improve occupational safety in the workplace and considers this an important task for its managers. When examining early health promotion measures indicators that staff would benefit from, psychological stress is also taken into account. With the aim of further reducing the risk of accidents and raising awareness of occupational safety among both employees and managers, occupational safety campaigns and workshops are regularly held at HHLA company sites. These cover issues such as fire prevention, hazardous substances and ergonomics. In order to create meaningful accident statistics, accidents at all HHLA companies in Hamburg are taken into account and recorded using a standardised reporting system. These also include accidents not directly linked to container handling (e.g. in workshops). The reasons for changes or fluctuations are carefully analysed in order to quickly initiate structured preventive measures.
As part of its health promotion efforts, HHLA strives to develop an occupational health management system which reflects everyday needs and to systematically integrate these measures into company processes.

403-1 Occupational health and safety management system

403-2 Hazard identification, risk assessment, and incident investigation

403-3 Occupational health services

403-4 Worker participation, consultation, and communication on
occupational health and safety

403-5 Worker training on occupational health and safety

403-6 Promotion of worker health

403-7 Prevention and mitigation of occupational health and safety
impacts directly linked by business relationships

403-8 Workers covered by an occupational health and safety
management system

403-9 Work-related injuries

403-10 Work-related ill health

GRI 404: Training and education 2016

404-1 Average hours of training per year per employee

404-2 Programs for upgrading employees skills and transition assistance programs

404-3 Percentage of employees receiving regular performance and career development reviews

Social standards – Human rights

GRI 406: Non-discrimination 2016

GRI 407: Freedom of association and collective bargaining 2016

407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

No restrictions were placed on the right to exercise freedom of association in the reporting period. HHLA actively encourages co-determination at work. The basis for this is set out in Germany by the Industrial Relations Act (BetrVG), among others.

GRI 412: Human rights assessment 2016

412-1 Operations that have been subject to human rights reviews or impact assessments

412-3 Significant investment agreements and contracts that include human rights clauses or that underwent human rights screening

Revenue

Revenue from sales or lettings and from services rendered, less sales deductions and VAT.

Investments

Payments for investments in property, plant and equipment, investment property and intangible assets.

Investments

Payments for investments in property, plant and equipment, investment property and intangible assets.

Revenue

Revenue from sales or lettings and from services rendered, less sales deductions and VAT.