Sustainability Blog

We are pleased that you are interested in our activities in the field of sustainability. Our aim is to provide you with insights into our current projects, campaigns and measures relating to the topic of sustainability with regular and exciting contributions on this blog. As a specialised manufacturer of PPE products, we are faced with very special challenges in this area.

Feel free to check back from time to time for the latest updates and to see what HB is currently working on in the area of sustainability and what measures are being taken to promote sustainable and responsible action and to contribute to a future worth living.

The continuous development of our processes and structures is an essential part of our understanding of quality and the environment. The annual management review, which is firmly established as a binding requirement of the ISO 9001 and ISO 14001 standards, plays a central role in this. Both standards stipulate in Chapter 9.3 that top management must regularly review the management system to ensure its effectiveness and strategic alignment. Typically, the review takes place once a year; at HB Protective Wear, the end of the fiscal year is used as a fixed date for the review.

This year, we again carried out the management review for 2025 as planned, thereby systematically checking the effectiveness of our quality and environmental management system. As part of the management review, relevant key figures, results, and developments are compiled and analyzed in a structured manner. Among other things, top management considers how internal and external conditions have developed, what expectations interested parties have, and to what extent binding commitments are being met. Based on key figures, audit and measurement results, and the handling of deviations, an assessment is made of how efficient processes are, whether products and services meet requirements, and how environmental performance is developing. In addition, an analysis is carried out to determine whether identified risks and opportunities are being effectively managed, whether quality and environmental targets are being achieved, and whether sufficient resources are available.

At HB Protective Wear, management review therefore covers the following topics:

• Status of measures from previous management reviews,

• Changes in external and internal issues,

• Developments, changes, and feedback from interested parties,

• Fulfillment of binding obligations,

• Changes and effectiveness of measures relating to risks and opportunities,

• Changes in significant environmental aspects,

• Fulfillment of defined quality and environmental objectives,

• Development of process performance and product conformity,

• Developments in nonconformities and corrective actions,

• Results of monitoring and measurements,

• Performance of external providers,

• Results of internal and external audits,

• Adequacy of resources,

• Performance of processes based on relevant key performance indicators,

• Opportunities for improvement.

This holistic and standards-compliant approach enables a well-founded assessment of the effectiveness of existing processes and identifies areas where adjustments may be necessary. Management reviews are not only used to fulfill normative requirements, but also serve as an essential management tool for company executives. Regular management reviews enable us to create a transparent basis for decision-making within the company. Developments are documented in a comprehensible manner, deviations from targets are analyzed, and risks are considered schematically. In this way, we ensure that our management system not only exists formally, but is actively lived and continuously developed in the spirit of a structured and sustainable improvement process. Management review is thus a central component of our commitment to permanently combining quality and environmental responsibility.

A successful start in a new job is the basis for long-term cooperation and sustainable development. At HB Protective Wear, the induction process is therefore deliberately designed to last several weeks, providing new employees with orientation, security, and a comprehensive understanding of the company. This is based on a structured induction plan that offers a clear overview of the tasks in the employee's own area of responsibility and also includes visits to all departments at HB to get to know their areas of responsibility, working methods, and employees.

Within each group, relevant work content is taught systematically and practically using concrete examples. Training is provided by experienced employees from the respective group, who accompany new employees during their induction period and act as reliable contacts for technical, organizational, and general questions. At the beginning, basic work processes, responsibilities, and organizational framework conditions are explained. As they progress, new employees gradually become familiar with the individual areas of responsibility, including the specific implementation of the respective activities, the use of relevant work equipment and systems, and the applicable standards and specifications. In this way, they are integrated into the team and existing work processes in a sustainable manner.

In addition to training in their own area of activity, new employees receive a company-wide introduction via individually agreed appointments with the respective groups. These appointments can be planned flexibly by the new employees and allow for a schedule tailored to their needs. The focus is on personal exchange and mutual understanding for cooperation between the individual groups. This facilitates later coordination in everyday work and promotes early networking within the company. The scope of these insights varies depending on the respective group and the relevance of the content. While some topics are deliberately dealt with at a higher level, in other areas there is an in-depth introduction to specific tasks, processes, and responsibilities. This tiered approach ensures that new employees receive both a sound overview and the detailed knowledge required for their work.

During the induction phase, new employees also gain access to selected offerings from the company's health and training program. These include use of the gym and participation in yoga and English courses. In this way, professional training is supplemented at an early stage by offerings that promote health, personal development, and company-wide exchange.

With this structured and flexible onboarding concept, HB creates a reliable basis for long-term cooperation, promotes transparency, and supports new employees in developing confidently and integrating well into the company.

The turn of the year brings important changes for European sustainability policy. Several key regulations have been adjusted in terms of timing, clarified in terms of content, or politically realigned in order to reconcile ambitious environmental and due diligence goals with practicable implementation requirements for companies. A clear trend is emerging: less bureaucratic burden for small and medium-sized enterprises, while focusing on large market players with corresponding influence along global value chains.

A key set of rules in this context is the EU Deforestation Regulation (EUDR). In order to give companies more time to set up the necessary traceability and documentation systems, the start of application has been postponed by one year. For large companies, the regulation will now apply from December 30, 2026. Small and micro-enterprises benefit from an extended deadline until June 2027. In addition to the new timetable, significant simplifications have been agreed upon in order to reduce the administrative burden in a targeted manner. For example, the obligation to submit a due diligence statement now lies exclusively with market participants who place relevant raw materials or products on the EU market for the first time or make them available on the market. Only the first downstream participant must also collect the reference numbers, while this obligation is completely waived for the rest of the downstream supply chain. Nevertheless, the goal remains clear: anyone who imports raw materials such as wood, rubber, or coffee into the EU makes a significant contribution to global resource conservation by proving that their supply chains are deforestation-free.

At the same time, European guidelines on sustainability reporting and corporate due diligence were further specified. On December 16, 2025, the agreement on the so-called Omnibus I package, which had previously been reached between the EU Commission and the EU Council, was officially approved. This created the political framework for simplifications to the Corporate Sustainability Reporting Directive (CSRD) and the Corporate Sustainability Due Diligence Directive (CSDDD). The aim is to focus the requirements more strongly on large companies while reducing administrative burdens along the supply chain. Even though the final text of the amendments and publication in the Official Journal of the European Union are still pending at the turn of the year, the main adjustments are considered to have been politically decided. The planned changes relate in particular to the definition of companies subject to reporting requirements, the phasing-in of the application, and simplifications in data collection within supply chains.

The CSRD focuses on companies with an average annual net turnover of at least €450 million and 1,000 employees. The aim is to relieve small and medium-sized enterprises in particular of disproportionate bureaucratic requirements. The reporting obligation will start in 2028 for the 2027 financial year. For small and medium-sized enterprises with fewer than 1,000 employees that are not subject to reporting requirements, the Voluntary Sustainability Reporting Standard for Non-Listed Small and Medium-Sized Enterprises (VSME Standard) provides structured guidelines that enable the standardized and proportionate provision of sustainability information. Companies subject to reporting requirements may only request information from smaller suppliers on the basis of this standard.

In future, the CSDDD will only apply to very large companies with more than 5,000 employees and a minimum turnover of €1.5 billion. Although the regulation primarily addresses major market players, indirect effects on supply chains are still to be expected, particularly with regard to risk analyses, preventive measures, and cooperation with business partners. The directive must now be transposed into national law by July 26, 2028.

At the national level, France is also taking additional steps. Since January 1, 2026, PFAS have been banned in certain consumer goods there. The areas of personal protective equipment (PPE) and safety and emergency services are exempt from this regulation until December 31, 2029. The legislator is thus taking into account the special protective function of these products and at the same time creating a temporary transition period for the development of suitable alternatives.

Current legislative developments show that the European Union is consistently pursuing its sustainability course, but at the same time making it more differentiated and risk-based. Extended transition periods, clearer responsibilities, and a more targeted approach to very large companies are intended to effectively anchor environmental and human rights standards without creating unnecessary administrative burdens along supply chains. For companies, this means greater planning security and less burden on the one hand, while on the other hand, strategic engagement with sustainable supply chains, transparent reporting, and regulatory requirements remains a key success factor for the coming years. For HB Protective Wear as a medium-sized company, these regulatory developments have only a limited impact, as most requirements primarily affect very large companies and certain raw materials. Nevertheless, this phase is now being used to review processes with regard to supply chains, reporting obligations, and regulatory requirements, to identify potential for optimization, and to systematically embed sustainability where it makes sense and is feasible.

Following the certification of our quality and environmental management system last year, we have successfully completed the ISO 9001 and ISO 14001 surveillance audits for this year. The external auditors confirmed that our management system functions reliably and that our processes are controlled and monitored in such a way that they deliver results that are both high-quality and environmentally sustainable. As part of the surveillance audits, they examined how we implement, document, and further develop the requirements of the standards in our day-to-day operations.

Surveillance audits are a central component of the certification cycle. They check whether the system is resilient in everyday use and whether improvements are being implemented in a sustainable manner. Successful completion gives our customers, partners, and suppliers the assurance that quality, reliability, and environmental awareness are permanently anchored at HB.

Particular praise was given to the visible commitment at all levels and the active involvement of management, the consistently structured and transparent documentation in the management system, and the clear desire to continuously improve processes and systematically incorporate environmental aspects. This feedback reflects the daily work of all employees, who not only apply our management system but also actively help to shape it.

Based on this year's surveillance audits, we are continuing to develop our management system in a targeted manner. The focus is on a stronger alignment of strategic objectives and the continuous development of organizational structures and processes in accordance with ISO 9001 and ISO 14001. At the same time, we are continuing to raise awareness of relevant requirements among all groups. The auditors' recommendations are also incorporated into the management system and support long-term improvement. The successful completion gives us a good foundation on which to continue working in the coming year and drive targeted improvements.

Just a few weeks ago, we were able to announce the significant progress we had made in successfully completing the full calculation of our Scope 1 emissions. Scope 1 emissions include all climate-damaging emissions generated by our own facilities and vehicles. The survey provides the basis for a realistic assessment of our environmental impact and enables us to plan and implement targeted, data-driven improvements. 

With the recent survey of our Scope 2 emissions, we are now taking the next step towards a comprehensive carbon footprint. We have recorded and evaluated the indirect emissions caused by the purchase of external energy sources such as electricity, district heating or cooling. Although these emissions are not directly caused by our own operations, they are the direct result of our energy consumption. It is therefore essential to include them in a holistic climate balance sheet. To collect data on Scope 2 emissions, we systematically analysed all relevant energy sources and carefully documented and calculated consumption. We then offset this data with recognised emission factors to obtain the most accurate possible assessment of our Scope 2 footprint. 

The next big step will be to address Scope 3. This involves emissions along our entire value chain. Collecting this data is particularly complex, as it involves numerous external processes and partners. However, we realise that sustainability is not a goal that can be achieved in a single step, but rather a continuous process that requires commitment, transparency and consistent action. Every step counts and brings us closer to our goal of an honest and comprehensive carbon footprint. 

As a manufacturer of protective clothing, it is a matter of course for us at HB Protective Wear to take responsibility. True to our motto: "Be safe. We care." This applies both to the safety of people and to the protection of our environment. A central building block on the way to more environmental protection is the determination of our CO₂ footprint. With this in mind, we recently began recording our Scope 1 emissions. Scope 1 includes all direct greenhouse gas emissions caused by our own activities. These include the combustion of heating oil and natural gas in our own plants and the fuel consumption of our company vehicles. For the survey, we therefore first systematically recorded all relevant sources, collated consumption data and analysed it using recognised emission factors.

As a result, we now know exactly where and to what extent we emit CO₂ directly. The largest identified source of emissions is the combustion of natural gas at 36.17%, closely followed by the use of our diesel vehicles, which cause 35.38% of direct greenhouse gas emissions. Other relevant sources are the combustion of heating oil at 14.44% and the use of petrol-powered vehicles, which accounts for 13.89%. The use of propane gas plays a subordinate role with a share of just 0.13 %.

With the successful completion of the calculation of Scope 1 emissions, we have reached a first important milestone on our way to a holistic carbon footprint and at the same time realised a further measure for more sustainability in the company. But of course our commitment does not end there. We are already preparing the next steps. We will now record our Scope 2 emissions, i.e. the indirect emissions caused by purchased electricity or heat. Scope 3, which covers all other upstream and downstream emissions along our value chain, is also still on our agenda. Our aim is to create a complete and reliable carbon footprint that serves as the basis for targeted measures to avoid and reduce emissions.

We are currently in the middle of our first internal training cycle for 2025, a key component of which is sustainability training. After all, only if all employees understand what sustainability means at HB and what role they themselves play in it can sustainable behaviour be successfully practised and further developed within the company.

The ‘Sustainability at HB’ training course, which will be offered twice a year in future, took place at the end of March as part of this cycle. The aim is to create a basic understanding of sustainability throughout the company and to show how our strategy and measures have a concrete impact in everyday working life. Participants were given an insight into our understanding of sustainability, our strategy up to 2030 as well as measures that have already been implemented and ongoing projects. We also provided an overview of our environmental management system in accordance with ISO 14001 - and how the requirements are actually implemented at HB. A compact overview of relevant legal requirements rounded off the training.

This was followed at the beginning of April by further training as part of the multi-day VTADM sales meeting, especially for our sales representatives. As they are in close contact with customers, partners and suppliers, it is particularly important that they are also legally well informed in the area of sustainability. The focus was on current legal frameworks such as the Supply Chain Duty of Care Act (LkSG), the Corporate Sustainability Due Diligence Directive (CSDDD), the Corporate Sustainability Reporting Directive (CSRD), the EU taxonomy and other relevant EU regulations such as the EUDR, ESPR, PPWR and the Closed Substance Cycle Waste Management Act (KrWG). Specific practical examples and implementation steps at HB were also discussed.

Both training formats make it clear: sustainability is based on knowledge. Only if all employees understand why we act and how we meet legal requirements we can achieve our goals together. Further formats, in-depth content and opportunities for dialogue are already being planned - because sustainable development begins with a shared understanding.

Regular and systematic risk assessment is a key component of the German Supply Chain Due Diligence Act (LkSG). Companies must identify and analyse human rights and environmental risks along their supply chain and take appropriate measures to prevent and remedy them. This includes issues such as child and forced labour, discrimination, unfair working conditions, environmental pollution and the improper handling of hazardous substances.

Although we at HB Protective Wear are not directly affected by the LkSG, we made a conscious decision back in 2023 to fulfil our responsibility as a company. We use the SaaS tool retraced to systematically analyse our supply chains in order to identify potential risks at an early stage. We take into account both specific risks from our suppliers and general country risks that are influenced by social, political and economic circumstances.

The identified risks can generally be reduced by providing evidence, certificates, documents and audit reports. Actively requesting this evidence is also a preventative measure on our part to mitigate risks at an early stage. In addition, we implement further preventative measures such as regular audits of suppliers to ensure that all standards are continuously adhered to. This enables us to continuously improve our due diligence obligations and minimise risks in the long term. We liaise closely with our suppliers to ensure transparency and effectiveness. If a risk or violation is nevertheless identified, we take remedial action, for example by working directly with suppliers to rectify the problems identified. In serious cases, this may also include terminating the business relationship.

This proactive approach is our contribution to fair and sustainable supply chains. For us, doing business responsibly means not only fulfilling legal requirements, but also making a conscious decision for a sustainable and fair future.

Balancing family and career is not always easy, especially for parents who juggle work and family on a daily basis. At HB Protective Wear, we use family-friendly measures to create a working environment that offers employees the freedom they need to reconcile the two.

A major lever for achieving a good work-life balance is a certain degree of flexibility in terms of working hours. We therefore offer our employees various working time models. One example of this is our flexitime model. Within a fixed framework, our employees can decide for themselves when they start and end their working day. This flexibility has numerous advantages. For example, parents can take their children to nursery or school without being under time pressure. At the same time, employees without family commitments also benefit from this freedom, as they can adapt their working hours to their personal rhythm or other commitments.

Another measure that enables our employees to organize their working hours more flexibly is working from home. This option is open to all employees whose tasks can be completed from any location. It offers the freedom to work part of the working hours on the move, i.e. at a different location, while the rest of the working hours are spent at the company. This arrangement has proven to be particularly beneficial for employees with families, as the improved time autonomy allows them to optimally coordinate their lives and react more flexibly to unforeseen care bottlenecks without having to be absent from work.

Reconciling work and family life is not a new topic at HB. Back in 2014, we took a decisive step in this direction by setting up our own daycare center called “Turtelinos”. In this facility, which is located directly on our company premises, children aged between six months and six years can be looked after by two qualified and permanently employed childminders during HB's working hours. In this way, we not only offer our employees reliable care for their children in times of a prevailing childcare shortage, but also ensure that the child can be reached immediately thanks to the close proximity of the company kindergarten. Particularly in situations such as a child suddenly feeling unwell, being able to reach the child quickly is an advantage for those employees who live further away from HB, as they can react more quickly and directly in an emergency.

These examples are just some of the ways in which we at HB want to help our employees achieve a better work-life balance. As a family-run and forward-looking company, we continue to see it as our responsibility to create modern and needs-based solutions to help our employees and the company itself achieve a better work-life balance. 

We look back on 2024 as a year in which we reached some significant milestones in our efforts to achieve greater sustainability. One outstanding moment of the year was the successful certification of our environmental management system in accordance with ISO 14001. This certification was one of the goals we had set ourselves in our sustainability strategy, which we rolled out at the beginning of the year. In combination with the renewed ISO 9001 certification for our quality management system, we have created an integrated management system that combines the highest quality standards with environmentally conscious action. We were also delighted to receive the bronze medal from Ecovadis, which assessed our sustainability activities in the areas of environment, labor and human rights, ethics and sustainable procurement.

Another focus this year was on the optimization and continuous improvement of our protective clothing, also with regard to environmental compatibility. For example, we have taken a major step towards digitizing manufacturer information. For this, we have inserted a QR code into newly produced products, which can be used to access our manufacturer information digitally at any time since the start of 2024. We have also focused our attention on the question of how we can make our products even more durable and further improve their ease of repair.

Through our active participation in working groups such as the ETSA Sustainability Task Force and the PPE Working Group, as well as in industry exchanges organized by the DTV, we were able to gain valuable insights into industry-wide efforts as part of the EU Climate Pact and the EU Green Deal. At the same time, we received practical input on topics such as due diligence obligations in supply chains, the Corporate Sustainability Reporting Directive (CSRD) and other legal developments. In addition, we also took another close look at current developments and requirements in the area of sustainability. One particular focus was on EU regulations such as the EUDR on deforestation-free supply chains, which became increasingly important in the middle to end of the year. Even though politicians have postponed the start of the regulation's application, we have already actively addressed the implementation of the requirements to ensure that we continue to comply with all legal provisions.

Furthermore, subsequently to the implementation of our sustainability strategy in 2024, we looked at the global sustainability goals and linked the United Nations' 17 Sustainable Development Goals with our self-imposed targets. And to ensure that our efforts have an impact beyond the company and make a positive contribution, numerous employees joined volunteers from the local fire department to plant 500 chestnuts in the fall as a thank-you for participating in our customer survey. We also once again actively supported the protection of the green sea turtle.

In summary, 2024 was a year of further development and commitment to a sustainable future for us. Achieving important certifications, promoting climate protection projects and addressing and implementing key legal requirements were just some of the measures we implemented. We look forward to building on the successes of 2024 in the coming year and have already planned projects for 2025 to continue taking responsibility, optimizing our processes and pursuing our environmental goals.

On November 5, 2024, the US presidential election was held, in which Donald Trump was re-elected as the 47th President of the United States. Donald Trump won the majority of votes in many key states, which ultimately secured him the decisive majority of electors in the Electoral College and thus victory in the presidential election. Donald Trump's re-election raises significant questions for the future of global climate protection, as he withdrew from the Paris Climate Agreement during his first term in office and reversed numerous climate protection measures taken by the previous administration. So what can we expect for his second term and what impact would this have on climate protection?

The USA is the second largest producer of CO2 emissions in the world after China. In 2022, it emitted around 5.06 billion tons of CO2, which accounts for around 13.6% of global emissions. By comparison, the European Union's emissions in the same year amounted to around 3.6 billion tons, which represents a share of 9.7%. Given this significant contribution to the greenhouse effect, the implementation of more environmentally unfriendly policies and a renewed withdrawal of the US from international climate commitments could significantly jeopardize global efforts to limit global warming. Donald Trump has already announced his withdrawal from the Paris Climate Agreement, which aims to limit global warming to 1.5°C above pre-industrial levels. It is also assumed that the USA could also withdraw from the UN Framework Convention on Climate Change (UNFCCC), the central basis for international climate policy under international law. Such a move would destabilize global climate protection efforts, as the US plays a central role in financing international climate protection initiatives.

The “Project 2025” initiated by conservative think tanks, an agenda under Donald Trump, provides for far-reaching deregulation of environmental policy. A central goal is the abolition or relaxation of numerous climate protection measures of the Biden administration, particularly in the area of emissions targets for industry and the energy sector. The aim is also to maximize the extraction of fossil fuels and weaken environmental protection agencies such as the Environmental Protection Agency (EPA).

In contrast to Donald Trump, President Joe Biden pursued an active climate protection policy during his time in office. Biden reversed the withdrawal from the Paris Climate Agreement and increased US participation in international climate initiatives. Under his leadership, the US passed several important climate laws, including the Inflation Reduction Act (IRA), which is considered one of the largest climate protection packages in the country's history with a volume of 370 billion US dollars. This act encouraged investment in green energy and technology and aimed to put the US on a more sustainable economic path.

However, Donald Trump has announced that he will once again make lasting changes to US environmental policy. He intends to fill the Department of Energy and the Environmental Protection Agency with people who deny climate change as much as he does, which would significantly weaken the role of these institutions in climate protection. He also plans to move the EPA out of Washington and reduce the size of nature reserves to make room for oil drilling and mining projects. Other measures initiated by Donald Trump in his first term of office and reversed under Joe Biden could be reintroduced under a new Donald Trump presidency.

The US has a significant influence on global climate targets through its political and economic decisions. A return to a fossil fuel policy and withdrawal from international agreements would make global climate protection efforts considerably more difficult and lead to an increase in US emissions, which would jeopardize global climate targets and slow down the transition to renewable energies. However, it will probably not be possible for Donald Trump to undo all climate legislation, as this would also require a majority in the House of Representatives and the Senate. However, measures such as withdrawing decrees by executive order are easier to implement and could once again block international climate targets. The coming years will show to what extent global cooperation remains possible despite these challenges and how strongly US climate policy will influence global efforts.

In addition to protecting the environment, for us at HB Protective Wear, sustainable management also means ensuring the quality of our products and that the wearer is well protected from hazards in the workplace by our protective clothing. For us, sustainability also means that our customers can rely on our products meeting the highest quality standards while at the same time protecting the environment. In order to maintain and continuously improve our high standards, certification in accordance with the ISO 9001 and ISO 14001 standards is of central importance to us.

ISO 9001 certification ensures that our internal quality management processes are constantly optimized and maintained at a high level. In this way, we ensure that every item of protective clothing that leaves our company is safe and reliable. At the same time, ISO 14001 certification ensures that we reduce our ecological footprint and work in an environmentally friendly manner. This standard obliges us to use resources consciously and to continuously reduce our environmental impact.

Just two weeks ago, we successfully completed the recertification audit for our quality management system in accordance with ISO 9001. This audit confirms that we meet the highest quality standards in all our processes. We also completed the pre-audit for ISO 14001 certification a few weeks ago. This was also positive, meaning that we will also be able to carry out the phase 2 audit in October. The certification of our integrated quality and environmental management system shows that we are striving to further improve our processes and make them even more efficient and should help us to make a sustainable future possible.

We are celebrating a very special milestone as our sustainability blog turns one year old! We launched our sustainability blog exactly one year ago with our first blog post about HB's understanding of sustainability. Now, on our first birthday, is the ideal moment to look back on the past 12 months, to honour our valuable experiences and successes and to celebrate together what we have achieved over the past year.

In addition to numerous smaller projects such as the switch to sustainable paper and the conversion of our company fleet to electric cars, which we reported on in 2023, one of our biggest projects last year was the finalisation of our materiality matrix and the associated analysis of which topics are most relevant to us and our stakeholders, as well as the implementation of the Whistleblower Protection Act and the internal training of all employees on this topic. However, we did not just focus on strategic issues, but also worked on sustainable product developments in a practical way. Just in time for our trade fair appearance at A+A in October 2023, we were able to report on new developments that focus on the use of sustainable fibre alternatives and can be recognised by the addition of "Green Turtle" in the collection name and the turtle with a green leaf fin.

We started the new year 2024 with a report on the renewed extension of our sponsorship for the conservation of the green sea turtle in collaboration with the TURTLE FOUNDATION. Another important highlight on our journey towards a more sustainable future at HB was the introduction of the HB Sustainability Strategy. In our blog post, we explained that we communicate this strategy holistically to all of our employees, as each individual employee plays a key role in realising the goals set as part of the sustainability strategy. We will of course keep you informed about the resulting measures, developments and achievement of targets here on this blog in the coming period. After all, the experiences and successes described on our sustainability blog last year are just the beginning. We are determined to continue finding innovative ways and solutions to both reduce our environmental impact and have a positive impact on society.

Finally, we would like to thank everyone who supports and regularly follows our sustainability activities. With the support and commitment of our employees and partners, we will continue to develop and implement sustainable solutions in the future, as only together can we make a positive change and contribute to a more sustainable world.

To ensure that decent working conditions prevail in our supply chain and that fundamental human rights are respected, we regularly conduct social audits at our suppliers and production facilities. With the help of these audits, we can recognise and eliminate any deviations from the requirements we place on our business partners at an early stage. 

Our social audits are based on the internationally recognised SA 8000 standard. During the audits, we ask specific questions and also check compliance with our Code of Conduct, which sets out clear requirements for our suppliers and production facilities. These include fair working conditions, the prohibition of child labour and forced labour as well as compliance with occupational health and safety standards. 

Just three weeks ago, we recently carried out a social audit at one of our production facilities. Conducting regular audits is an essential part of our efforts to verify compliance with human rights in our supply chain and one of various measures we take to fulfil our social responsibility. These audits also enable us to strengthen cooperation with our suppliers and production facilities, while at the same time ensuring that our products are manufactured under fair and safe conditions.

The social audits are carried out by our own employees, who check with a trained eye on site whether our business partners are complying with the required social and ethical standards in accordance with our specifications. By conducting the audits independently, we can also react quickly to any shortcomings and take appropriate measures. The measures that we formulate in our audit reports in the form of a corrective action plan are not only intended to eliminate weaknesses, but also to help our business partners to continuously optimise their processes and working conditions. 

When implementing new social measures, it is important to bear in mind that these can increase manufacturing costs both in production operations and at suppliers. As it is not right to leave the production company alone with this, these costs must be passed on at least proportionately along the supply chain and often end up leading to price increases in the end product. Social responsibility therefore requires not only that we as manufacturers place ever higher demands on our business partners, but also that we must be prepared to accept higher costs in the supply chain right through to the end customer. Ensuring and increasing social standards and humane working conditions cannot be achieved at zero cost.

We see our social audits not only as a control instrument, but also consider them to be essential for the sustainable and responsible organisation of our supply chain. They contribute to the continuous improvement of working conditions at our business partners and thus also to ensuring product quality. Striking a balance between strict requirements and supporting our suppliers is crucial to ensuring successful and fair partnerships in the long term.

Last week, we took part in two exciting events. These provided us with valuable insights and opportunities for dialogue. 

The DTV Forum organised by the Deutschen Textilreinigungs-Verband e.V. (DTV) in Frankfurt focused on the topic of due diligence obligations in supply chains. Textile service providers and suppliers came together to discuss the current challenges and opportunities for achieving better cooperation between textile suppliers and textile service providers. An expert presentation on current developments in the German Supply Chain Duty of Care Act was followed by two workshops, which provided us with ideas on how we can better fulfil our obligations to the environment and society together.

We also had the opportunity to attend the meeting of the Sustainability Taskforce of the European Textile Services Association (ETSA). This meeting provided a platform for the exchange of best practices, such as benchmarks for calculating the carbon footprint and approaches to fulfil the requirements of the CSRD, including conducting a double materiality analysis.

The direct exchange with experts and colleagues from different areas showed us that we all face similar challenges and can learn from each other. We were able to gather valuable insights and practical suggestions and can now use these impulses to further optimise our own processes.

With around four billion tonnes of CO2, the textile industry is responsible for around ten percent of global CO2 emissions according to the European Parliament. Fast fashion plays a central role in this problem. Many companies in the fashion industry are constantly putting new trends and collections on the market at ever shorter intervals, often in the low-price sector. In addition to high CO2 emissions, there are many other negative effects. For example, fast fashion also contributes negatively to water pollution and excessive consumption of natural resources. The significant amount of resulting waste also plays a major role.

In response to the major environmental impact of the textile industry, Members of the European Parliament have already proposed stricter EU measures to curb the excessive production and consumption of textiles in June 2023. As a pioneer, the French Parliament is currently debating a draft law aimed at regulating the activities of fast fashion companies. According to the proposal, one of the aims is to promote the repair and reuse of garments. A ban on fast fashion advertising is also under discussion.

Away from the fast-moving world of fast fashion, the clothing industry also includes the area of personal protective equipment (PPE). Although both sectors belong to the same industry, their functions and characteristics differ considerably. In contrast to the constant pursuit of fashion trends in fast fashion, PPE focuses on providing the best possible protection. This is because this clothing has the function of protecting the wearer from various potential, sometimes life-threatening dangers and is therefore subject to strict quality standards, which must be met in order to ensure that the wearer is protected at all times. This is not the only reason why both the quality and durability of PPE are so important. The use of high-quality materials is a basic requirement in this area. Personal protective equipment is also customised to the needs of the customer and not produced in excess, as is usually the case with fast fashion. A good fit as well as a modern cut and timeless design also help to ensure that personal protective equipment can be worn over a long period of time.

As a PPE manufacturer, our goal at HB Protective Wear is to make the life cycle of our products as long as possible. On the one hand, we want to achieve this by always providing our customers with care recommendations and, on the other, by developing and manufacturing our products in such a way that they are easy to repair and have good textile-physical properties such as wash resistance and abrasion resistance. We therefore use extensive quality assurance measures to ensure the longest possible product life. We pay attention to the careful use of raw materials and are actively committed to the environment and society. Because we are convinced that better protection is always sustainable.

Sustainability issues such as environmental protection and social responsibility are currently becoming increasingly relevant, whether due to social paradigm shifts or the implementation of new regulations and legislation. At HB, we recognise the global challenges we face and take responsibility for society and the environment. With the introduction of our new sustainability strategy, we are committed to taking environmental, social and economic aspects into account in our daily activities and integrating them into our business practices.

Our sustainability strategy is based on the results of an in-depth materiality analysis, which we reported on in detail on our blog last year. With the help of this analysis, we identified the key topics for us and then prioritised them. These identified key topics were given particular consideration when developing our strategy.

Communication of the strategy to our employees is currently ongoing. We began by explaining the new sustainability strategy in detail during our sales force meeting at the beginning of February this year. Shortly afterwards, all managers and other people in relevant positions were trained. At these meetings, the understanding of sustainability at HB was communicated, our holistic approach was explained and, of course, the goals we have set ourselves as a company were presented.

In addition, all other employees are informed about the newly developed sustainability strategy via a company letter. This ensures that all employees are familiar with the goals and measures and can actively contribute to them. This is important as every single employee plays a key role in realising our sustainability goals. Only through collective commitment and collaboration we can make significant progress and shape a sustainable future for our company, our communities and our planet.

In the near future, you will have the opportunity to find out more about our sustainability strategy on our website. Keep an eye on our Sustainability section under the Company tab from time to time. There we will also inform you about the contents of our new sustainability strategy.

On 11 January 2024, the kick-off meeting of the new Sustainability Task Force of the European Textile Service Association, in short ETSA, took place, in which we participated as a manufacturer of personal protective clothing and therefore as a supplier of large textile service providers. ETSA, which set up the task force, is an association whose main task is to promote the interests, priorities and concerns of the textile service industry both at EU level and at the level of local and regional governments as an effective representative body. This is done in close co-operation with member companies, including HB, and national associations.

The newly established task force plays a significant role for ETSA members for various reasons. On the one hand, it offers support regarding the demanding reporting mandates of the European Commission as part of the Corporate Sustainability Reporting Directive (CSRD). On the other hand, it contributes to meeting the increased requirements of the European Commission in the context of achieving the legally binding targets of the Climate Pact and thus also in the broader sense of the Green Deal. In this context, the kick-off meeting provided an initial platform for discussing both the sustainability roadmap and relevant European legislation such as the CSRD.

In addition to the Sustainability Task Force, we also participate in the PPE Working Group of the ETSA, which we had the honour of welcoming to Thalhausen at the end of last year. At this meeting, the role of ETSA and the industry's efforts regarding the EU Climate Pact and the EU Green Deal were discussed. These approaches will now be further deepened in the Sustainability Task Force. We are therefore looking forward to the next meeting.

The pre-Christmas period in particular is often characterised by excessive consumer behaviour. However, by making more conscious purchasing decisions with a focus on longevity, we can make a significant contribution to ensuring that our consumer behaviour is not at the expense of our environment, rather that it can continue to be preserved for future generations.

So that we at HB Protective Wear GmbH & Co. KG can also be part of this, we attach particular importance to the longevity of our products throughout the year. It is important to us that we can make the product life cycle of our protective clothing as long as possible. Right from the development and manufacturing stages, we ensure that the products are both repairable and have good physical textile properties, such as high wash resistance and abrasion resistance. We also provide our customers with care recommendations to help maximise the service life of the products. Our efforts should therefore not only benefit our environment, but also contribute to conscious and sustainable consumer behaviour.

With this last blog post, we would like to say goodbye as we head off on our company holidays. The entire HB team wishes you and your families a Merry Christmas and a healthy and successful New Year. We look forward to keeping you informed about HB's progress towards a sustainable future in the coming year with our sustainability blog.
 

The year 2023 is slowly drawing to a close. We are taking some time to look back and reflect on how the topic of sustainability has developed over the course of this year. 
2023 began with an expansion of the sustainability team in order to be able to efficiently process the ever-increasing and increasingly important requirements from legislation and our customer base. In the first half of the year, we took a close look at the material sustainability aspects on which we have the greatest influence as a company. We created our materiality matrix based on the assessments of customers, suppliers, employees and banks. We then used this to develop a strategy for HB Protecitve Wear, in which we define the path we want to take and the focus we want to set as a manufacturer of protective clothing for a more sustainable future. We will kick off the new year 2024 with the internal publication of our sustainability strategy.

In the second half of the year, we focused on the requirements of ISO 14001, as certification in accordance with this standard is planned for the end of next year. Compliance in the field of sustainability was also a topic that we dealt with intensively, as various laws were passed, draft laws formulated and guidelines launched over the course of the year. In many webinars and seminars on the Supply Chain Due Diligence Act, the Green Deal, deforestation-free supply chains, the Digital Product Passport and a number of other legal provisions, we learnt about requirements and developed approaches for implementation. We already reported on the implementation of the Supply Chain Due Diligence Act on 23 August 2023 in our sustainability blog, as well as on the introduction of an internal reporting channel as part of the Whistleblower Protection Act on 26 September 2023.

In addition to the administrative tasks mentioned above, the focus throughout the year was on conserving resources. In addition to the measures implemented at our headquarters, such as the construction of a photovoltaic system and charging stations for the newly purchased electric cars or the switch to printer paper made from 100% recycled paper, measures were also implemented for our products. In addition to the longevity of the products, the use of sustainable material alternatives was a particular objective. The new articles, which are labelled with our sustainability logo, the turtle with a green leaf fin, were presented at the A+A trade fair at the end of October.

We will continue to implement measures to improve sustainability in various areas in the upcoming year 2024. First and foremost, however, we are starting the new year with the implementation of our sustainability strategy in order to give all employees in the company a direction in which we want to go together. This will be followed by various projects to collect data, such as calculating our carbon footprint and implementing measures. We look forward to seeing what the new year will bring. As usual, you can follow our sustainability activities here via our sustainability blog. We look forward to the challenges ahead and are excited about a more sustainable future.

Around 200,000 sheets of paper are printed at HB Protective Wear every year. Previously, we used paper made from virgin fibres and labelled by the retailer as wood-free and elemental chlorine-free. This paper is also certified with the EU Ecolabel and the Forest Stewardship Council (FSC®). This means that wood from FSC-certified forests or recycled material as well as material from controlled sources is used in the production of the paper. According to Greenpeace, however, the terms wood-free and elemental chlorine-free bleached do not indicate environmental friendliness. Wood-free paper is simply made from a cellulose pulp instead of wood pulp, which means that the paper does not yellow as much. However, pulp is also obtained from wood. The designation wood-free therefore does not contain any ecological statement. Similarly, no such statement is made for elementary chlorine-free bleached paper. This only means that elemental chlorine is not used to bleach the paper. However, other chemicals containing chlorine may be used instead.

For this reason, we took a closer look at the sustainability claims of various paper manufacturers and came to the conclusion that, in terms of the environmental aspect, we would only consider paper with the label "Blauer Engel" (Blue Angel). The "Blauer Engel" label places the highest demands on paper. Harmful chemicals may only be used to a limited extent or are completely prohibited. In addition, 100% recycled paper must be used. Recycled paper made from 100% wastepaper generally has a lower environmental impact. We can therefore achieve savings by switching to this more sustainable type of paper. No new wood is required in paper production, which helps to reduce the consumption of resources and also significantly reduces water and energy consumption in production. This can also reduce CO2 emissions. With this in mind, we have now placed our first order for the new paper, which features the label "Blauer Engel" on its packaging, and will set this as a standard for future orders.

As an employer, we place great value on continuously training our employees and expanding their expertise. For this reason, HB Protective Wear has two training blocks every year for which our employees can register internally in agreement with their superiors. We started the second training block of this year last week on Friday with a training course on textiles, which among other things covered the differences between woven and knitted fabrics. Other contents that will be dealt with in the upcoming internal trainings are topics such as the PPE regulation, standard requirements and the application and use of software programmes. The exact contents of the training courses are always adapted to the needs of our employees, so that the content taught is exactly what the participants need for their work.

By participating in our internal training courses, we offer our employees the opportunity to expand their skills and knowledge in their field of expertise or in new areas. The newly acquired knowledge often allows them to make new connections to their own field of work, thus developing an even more comprehensive understanding of their own job. Since our employees train each other during our internal trainings, an exchange of knowledge and experience between colleagues occurs, which promotes teamwork and creates a pleasant working atmosphere. Another positive effect is that knowledge is shared within the company and thus preserved. We consider the internal trainings an essential part of our commitment to our employees and are pleased that many have signed up for the trainings again this time.

Starting Q4 2023, we are again conducting our risk analysis with regard to our overall corporate risks. Risks can be all influences that may have unplanned effects. Risk analysis is an important part of governance for us at HB Protective Wear, as it serves to identify potential risks and take appropriate measures to manage these risks. For this reason, we always conduct a regular analysis at the beginning of each quarter. The aim is to be able to guarantee our customers permanent availability and high quality of our protective clothing. In the analysis, risks from different areas of the company such as production, procurement and sales are systematically considered and evaluated. Process risks as well as risks concerning the geographical location are also analysed.

In terms of methodology, we base our risk analysis on the examination of risks using a risk possibility and influence analysis (RMEA). The identification, description, evaluation and assessment are carried out by a defined group of people. This group is made up of employees from the different areas that are considered in the analysis. The RMEA enables us to assess the probability of occurrence, the expected level of damage and the probability of detection of a risk on the basis of quantitative and qualitative company information. Thus, this provides a solid basis for taking action to avoid, mitigate, transfer or - if not otherwise possible - accept the identified risks.

Many natural resources that we use every day are finite. Just think of water or fossil fuels. If we continue to consume at an excessive and irresponsible rate, we face a future in which these precious resources will become scarce. Especially against this background, the conservation of resources is an important focus topic for us at HB. To ensure that we, too, contribute to a development that meets the needs of today's generations without compromising the ability of future generations, we implement various measures within the company.

At HB, the conservation of resources runs through all levels and begins for us with the sensitisation of our employees, for example in terms of waste separation and energy saving. This is additionally supported by targeted measures such as motion detectors, an energy-efficient heating system, the construction of a photovoltaic system and the conversion of the vehicle fleet to electric cars. In the meantime, 38% of our vehicles have already been successfully replaced by cars with electric motors.

In logistics, too, we have long been actively committed to conserving resources by using reusable PP boxes for shipping between our production facilities and our headquarters in Thalhausen. Our goods are then also stored in these boxes. In this way we save packaging material. Cardboard and plastic, which are still produced, are always recycled and reused. In addition, we optimise our transport routes through collective transport to our production plants, which not only reduces emissions but also conserves resources. Furthermore, we mainly work with companies that are located in Europe or in the European region, which means that transport routes can be kept as short as possible. Shipments to customers are usually handled in a climate-neutral way.

Of course, we also work on the product itself to save resources. Here, there is the additional challenge that achieving the required protective properties is always given priority, as protecting the wearer has the highest priority. In order to find suitable resource-saving materials, we are intensively engaged in finding alternatives. At the same time, we have imposed on ourselves to reduce the use of harmful chemicals such as fluorocarbon and to keep it to an absolute minimum. In the production of our products, the reduction of resources is also specifically implemented through efficient cutting.

HB Protective Wear is a medium-sized, owner-managed company is the best possible way: personal, high-performance and predictable. In addition to desirable safety, we offer our customers high-quality and durable products. As a manufacturer of personal protective equipment, we are first and foremost required to provide our customers with the necessary protection against sometimes fatal hazards in the workplace. However, we not only make an important contribution to safety in the workplace, but as part of global society we also bear a responsibility that goes far beyond our products: for people, society and the environment - both internally and externally.

For this reason, we have been taking the ecological, economic and social consequences of our actions into account in all our business decisions from the very beginning. It therefore comes naturally to us to contribute to the well-being and sustainable development within the scope of our possibilities. True to our brand promise "be safe. we care.", we see it as our task to combine the required safety with the sustainability of our products and our actions in the best possible way. We understand sustainability as a development that meets the needs of today's generation without compromising the ability of future generations. We assign the various sustainability topics to three pillars: Environment, Governance and Social.

For us, ecological sustainability begins with raising the awareness of our employees, for example, for topics such as proper waste separation and the thoughtful use of resources and continues with a commitment to the protection and preservation of sea turtles within the scope of a turtle sponsorship with the Turtle Foundation. For us, environmental protection means acting sustainably with a view to future generations on a viable planet.

We are convinced that good and far-sighted management in combination with planning that is compatible for all sides as well as concepts that are sustainable in the long term are an essential prerequisite for lasting success. In this sense, we build long-term business relationships and strive for sustainable growth in cooperative partnerships.

We see our social responsibility not only in our company, but also beyond. Offering employee benefits as well as high-quality training opportunities for young people is a high priority for us. At the same time, we regularly assess the compliance with social standards along our value chain to ensure that we meet our own high standards.

With activities and measures in these three sustainability areas, we are able to make our workflows and processes at HB more sustainable and gain a fully comprehensive view of our actions in ecological, economic and social terms.

From now on, we will inform you about our sustainability activities in this blog and report on which topics we are working on, which measures we are introducing and how we are moving step by step towards a sustainable future at HB.