We take on social responsibility within the EOS Group by promoting empowerment, diversity and inclusion, and in society through our educational initiatives.
Financial literacy as a way to prevent excessive personal debt
Through initiatives such as the non-profit finlit foundation, founded in 2019 by EOS employees, we train children, young people, and adults in many European countries in how to handle finances. The aim is to make access to financial education easier, develop strong financial awareness, and impart the knowledge needed to make well-informed financial decisions. At the same time, we aim to challenge taboos surrounding money and debt.
Since financial literacy is best started early, finlit launched the educational initiative ManoMoneta, which is aimed at children between 9 and 13 years of age.
Complementing ManoMoneta is the second educational initiative, OhMoney, which targets young people aged 13 to 17. The interactive learning resource is tailored to the realities of teenagers’ lives.
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.
Please follow the links to get detailed information about the finlit foundation.
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A working environment where everyone should feel comfortable
We are convinced that sustainable business success is inseparably linked to a strong, committed, and diverse team in which every individual feels valued and supported. This core approach is reflected in our consistent commitment to equal treatment and equal opportunies for all employees, regardless of gender, origin, or religious affiliation.
The central approach of this strategy is set out in our Corporate Policy “Diversity & Inclusion”. In addition, EOS Holding, as the parent company of the EOS Group, has signed the Diversity Charter.
With the Diversity & Inclusion Board, EOS has created a structural framework for consolidating diversity initiatives within the company. The committee consists of colleagues from Management, HR, Diversity Management, and the communities.
Our employees are allowed to invest up to ten percent of their working time in network activities. There are currently two communities: W:isible and QueerPoint. W:isible promotes gender equality by increasing the visibility of female role models at EOS and in other industries. In addition, the QueerPoint network promotes a discrimination-free environment in which LGBTIQ+ colleagues at EOS can thrive, feel safe, and be themselves.
In the area of female empowerment, EOS, for example, enables its female employees to participate in the various women’s development programs offered by the Otto Group. With success: more than half of our leading positions are held by women.
To reduce unconscious bias, training on this topic is mandatory for all employees in HR and recruitment. A key focus of the training is on typical triggers (e.g., photos, age information) and their effects on perception and decision-making behavior.
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. A cornerstone of this engagement is regular performance and development reviews, during which employees and their managers discuss individual career paths and identify next steps for professional development.
Numerous training and professional development initiatives support our employees in achieving their personal goals. Across the Group, employees have the opportunity to participate in English language courses. Key topics are delivered through learning paths on the Group-wide digital learning platform.
As part of its efforts to strengthen talent management, the EOS Group launched the EOS Excellence Program, its first international program for top executives. The aim is, first, to further develop the strategic capabilities of senior leaders by providing them with new perspectives and tools for addressing business-critical challenges. Secondly, the international composition of the program fosters a strong cross-border network.
The Leadership Compass is aimed at employees with little leadership experience. This program offers an integrated learning approach that equips leaders to develop talent, drive change, and foster high-performing teams.
The Level Up – Executive Learning program promotes strategic growth and continuous performance within the EOS Group through targeted training for our top executives.
