We take on social responsibility within the EOS Group by promoting empowerment, diversity and inclusion, and in society through our educational initiatives.
Social Impact through Financial Literacy: Financial literacy as a way to prevent excessive personal debt
We want to make children more aware of the right way to handle money and in doing so help counter excessive personal debt. Employees from the EOS Group established the finlit foundation back in 2019. The finlit educational initiative ManoMoneta has already reached more than 100,000 children aged 9 to 13 in eight European countries. The year 2023 saw the addition of a new initiative in Germany: “OhMoney” is intended to get young people aged 13 to 17 and their teachers excited about everyday financial topics.
At the same time, e.g. EOS in Romania, Slovenia and Croatia are actively involved in other initiatives like courses in schools or teaching videos.
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Diversity, Equality & Inclusion: A working environment where everyone should feel comfortable
As an international group, diversity and gender equality are very important to EOS. For example, 52 percent of leading positions are held by women. With our Diversity & Inclusion Board, we are offering a framework to continue to drive diversity strategically at EOS. In 2023, we published a course on the online learning platform Masterplan that helps EOS Group employees to create an inclusive, inviting and successful work environment. Attending this course is obligatory for managers and HR personnel.
In addition, the EOS community QueerPoint partnered with OTTO’s queer network MORE* to publish a Transidentity Guide to help colleagues during and after their transition and also provide colleagues and managers with answers on the topic of transgenderism.
Talent Attraction, Development and Retention: How we are promoting a new learning culture
The EOS Group wants to retain committed employees in the long term and give them opportunities to develop. With this in mind, we have therefore introduced numerous offerings and initiatives, for example the NXT talent management program which is currently fostering 92 talented employees from 17 countries.
It is especially important to us to empower our employees and create a positive and collaborative working environment for them. In 2022/23, every employee undertook on average 31 hours of professional development, an increase of 22 percent compared with the previous year. No less than 3,000 employees have already registered on the Masterplan learning platform and put together individual training material to allow them to pursue self-directed learning.
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