GRI-Index for the Audi Report 2022
General Disclosures 2021
2. Activities and workers
These disclosures are key figures relating to employees. Depending on the key figure, the basis is either the annual
average number or the reporting date December 31, 2022; this is indicated accordingly for each key figure.
2-7 b) i. - ii.
As of December 31, 2022, of the 87,342 employees of the Premium brand group, 1,913 were fixed-term employees and
85,429 were permanent employees.
2-7 b) iv. - v.
As of December 31, 2022, 46,933 people (of which 41,609 men and 5,324 women) were employed full-time at AUDI AG, and
4,474 people (of which 1,390 men and 3,084 women) were employed part-time (both figures excluding apprentices, excluding leave on partial retirement phase).
There were no significant fluctuations in the number of employees during the reporting period and between the reporting periods.
2-7 b) i.-ii.
Information by region and gender is not available.
2-7 b) iv. -v.
Information by region is not available. These figures are not relevant for control purposes and are therefore not collected.
2-7 b) iii
Employees without guaranteed working hours do not play a role at Audi, so no figures are collected.
Workers who are not employees only play a subordinate role at Audi. Key figures relating to workers who are not employees are therefore not relevant for control purposes and are not available.
4. Strategy, policies and practices
- Without exception, Audi commits the employees and business partners proactively and preventively to the binding Audi Code of Conduct or the Volkswagen Code of Conduct for Business Partners. These documents set out the company’s duties of care and those of the business partners, among other things. They also include the commitment to equal opportunities and equality, to respecting human rights and to compliance with occupational health and safety and environmental protection. Furthermore, Audi has confirmed the updated Volkswagen Social Charter for the Audi Group. This declaration on social rights, industrial relations and on business and human rights is a commitment to corporate responsibility and a binding foundation for the configuration of contractual relationships. This also includes dialogue with internal and external stakeholders.
- In accordance with provisions under German stock corporation law, the Board of Management of AUDI AG has established a risk early warning system as well as an Internal Control System (ICS) and a Risk Management System (RMS) with regular reporting duties on the part of the Board of Management and internal and external monitoring mechanisms. Established management systems such as RMS, the Quality Management System (QMS) and the Compliance Management System (CMS) as well as the Audi Corporate Regulations system ensure, as the binding regulatory framework, that statutory requirements, standards and corporate obligations are consistently implemented in company and brand group policies, processes and work instructions and that the highest bodies in the company are involved in the reporting and decision-making processes. Continuous, strategic communications and training measures raise the awareness of employees and business partners around these topics. Moreover, the regular reports of the Chief Compliance Officer to the Board of Management and the Supervisory Board of AUDI AG and to the Group Chief Compliance Officer of the Volkswagen Group ensure a continuous flow and exchange of information.
- Audi recognizes its corporate responsibility for human rights and takes its lead from the UN Guiding Principles on Business and Human Rights. They refer to the general declaration of human rights, the OECD guidelines for multinational companies and the core labor standards of the International Labor Organization (ILO). This commitment is documented in the AUDI AG policy statement on human rights, and also in the Audi Code of Conduct which is binding for all employees and business partners as well as the Volkswagen Code of Conduct for Business Partners and the Volkswagen Social Charter. The declarations of commitment are managed and adopted within the framework of the regulation processes at the highest relevant level of the organization, i.e., the Board of Management of AUDI AG.
- The key topics within the context of the UN Guiding Principles, known as the Salient Business & Human Rights Issues, were identified in a Group-wide work group. Among others, these include the ban on discrimination, the ban on child and forced labor, the protection of vulnerable, in particular, indigenous groups and the protection of freedom of association. Audi publishes an annual statement on actions taken and the management approach to modern slavery (Slavery and Human Trafficking Statement).
- Audi publishes its self-image and its voluntary commitments in matters concerning responsible corporate governance and specifically compliance and integrity on its website at Business and Human Rights | audi.com and ESG: A culture of integrity and responsibility at Audi | audi.com. This multilingual, publicly available content is updated regularly. This content is moreover available at all times to all employees in Audi’s internal communications media. It is supported by a broad portfolio of training and qualification measures as well as communications and participation formats such as Tone from the Top/Tone from the Middle, interactive events, workshop offerings as well as the Group-wide integrity and compliance program Together4Integrity | audi.com. This program is based on the principles of the Ethics & Compliance Initiative (ECI), a globally recognized standard for ethical corporate principles.
- For further information see: https://www.audi.com/de/company/sustainability/downloads-and-contact/documents-and-policies.html
The success of our company depends on our achievement of goals while maintaining compliance with legal regulations and internal company policies. In our everyday work, our Code of Conduct shows the way to live up to this commitment. Our Code of Conduct determines the material principles that apply to the day-to-day work at our company. They apply Group-wide and are binding for all employees, regardless of hierarchy level. For all important corporate decisions, statements from Compliance & Integrity as well as from other experts – for example from the Sustainability, Corporate Strategy and Legal Service departments – are a fixed component of the submissions to the Board of Management.
The Compliance Management System (CMS) in the Volkswagen Group is based on the requirements of IDW PS 980 (auditing standard 980 of the Institute of Public Auditors in Germany). It forms the organizational framework for sustainable compliance with legal requirements and corporate obligations. An integral element of CMS is Integrity Management, which contributes to the long-term safeguarding of value-oriented behavior within the company. Audi commits all employees and business partners proactively and preventively to the binding Audi Code of Conduct and/or the Volkswagen Code of Conduct for Business Partners. Furthermore, Audi supports the national action plan of the federal government to implement the UN Guiding Principles on Business and Human Rights (NAP) by cooperating in the accompanying Industry Dialogue of the automobile industry. Audi publishes an annual statement on actions taken and the management approach to modern slavery (Slavery and Human Trafficking Statement).
The Whistleblower System accepts specific indications of potential misconduct by employees of the Audi Group and can be used by employees and third parties at any time: https://www.audi.com/de/company/integrity-compliance-and-risk-management/whistleblower-system.html. The specific procedural principles of the complaint mechanism are disclosed in detail at https://www.audi.com/de/company/integrity-compliance-and-risk-management/compliance/human-rights.html.
The Audi Investigation Office has the option to define a special measure. This includes all weaknesses identified in the reported suspicion. When investigating a serious regulatory violation, a root cause analysis is performed for procedural weaknesses focusing on the causes. The quarterly improvement process performed internally within the specialist area deals in an overarching way with potential improvements of the Compliance Management System.
AUDI AG and its subsidiaries are subject to regular internal and external audits, for which, inter alia, an internal Compliance Management System report is produced; they also provide an account of their GRC activities in the Service Level Agreement reports in conjunction with the subsidiaries.
Potential misconduct and regulatory violations on the part of employees of the Audi Group can be reported to the Audi Investigation Office via the Whistleblower System – confidentially, anonymously, at any time and in every language. The reporting channels and the rules of procedure for the Audi Group complaint mechanism have been published on Audi.com. Potential violations of the Code of Conduct for Business Partners can be reported via
Any known cases of actual and suspected compliance violations are isolated cases without a systemic cause. The total number of cases is not considered for confidentiality reasons.
Audi works in a variety of initiatives, associations and work groups to discuss ecological, economic and social issues in partnership with stakeholders. The material memberships in Germany can be found in the lobby register. Additionally, Audi is active in major international multistakeholder sustainability initiatives such as the Aluminium Stewardship Initiative and the Global Battery Alliance. Additional information can be found here.
Material Topics 2021
GRI 204: Procurement Practices 2016
Material topic: responsibility in the supply chain
Audi is an internationally operating company and maintained production facilities in 12 different countries around the world during the reporting period. Services and products are procured on the basis of a global supplier base, with a focus on resource- optimized procurement. The term “major operations” is used to refer to sites in Europe and North America; associated companies in China are not included in this analysis. The term “local” refers to the entire region in which the respective operation is located. Under these assumptions, the volume of products and services procured locally by major operations accounted for 64.9 percent of the total Audi procurement volume in the year under review. Of that figure, Europe accounted for 55.1 percent (Germany: 38.5 percent) and North America for 9.8 percent.
GRI 206: Anti-competitive Behavior 2016
Material topic: compliance and integrity
- Fair and free competition is the cornerstone of a functioning market economy. It is the basis for commitment and dedication, diverse products and services and the pursuit of innovation. Agreements and other coordinated behaviors amongst market participants can restrict competition in a prohibited way. Compliance with requirements under antitrust law is of key importance to AUDI AG, as a market participant, and is embedded in its goal of contributing to a functioning market, participating in it and avoiding the negative consequences of infringements of antitrust law.
- For a globally active company like AUDI AG, a greater awareness of antitrust law is particularly important because compliance with the requirements of antitrust law is also relevant in the context of activities and business relationships.
- Values-based behavior and compliance with the regulations are the basis for long-term success. In addition to the Code of Conduct, AUDI AG has also tackled the issue of antitrust law in other internal company regulations, including specific guidelines pertaining to antitrust law. These serve to provide employees with direct assistance with the many and diverse requirements of antitrust law for their daily work.
- In addition to the guidelines, training measures and specialist legal advisors are available to assist those dealing with these issues worldwide to recognize situations that are critical for antitrust law and to behave in a legally compliant manner. With web based training courses (WBTs), employees have comprehensive and easy access to the topic and guiding principles of antitrust law. The WBT is obligatory for members of management, in particular, and must be repeated regularly.
- The Audi Compliance Management System also comprises the topic of antitrust law and is applied throughout all of AUDI AG. On the basis of the evaluation, risk-specific measures are recommended such as, in particular, participation in web based training courses (WBT). In addition, regular compliance reporting also contains aspects of antitrust law.
- The identification of particularly relevant specialist areas and stakeholders is also based in particular on the risk evaluation as evidenced by the results of the survey performed within the framework of the Compliance Management System.
Cases of actual and suspected violations of anti-trust law are isolated cases. The total number of cases is not reported for confidentiality reasons.
GRI 302: Energy 2016
Material topic: emissions and energy along the value chain
- Information on the environmental policy of AUDI AG: https://www.audi.com/content/dam/gbp2/company/sustainability/downloads/documents-and-policies/2020/Grundsatzerklaerung-Umweltpolitik-AUDI-AG-2020.pdf
- Audi is facing the challenges of climate change and accepting them for itself. The company is committed to the United Nations̕ 1.5 degrees goal. Audi is aware of its global responsibility for the environment and all of the environmental and social impacts associated with its actions and products. Audi uses its globally networked innovative strength to reduce its ecological footprint. AUDI AG meets the associated challenges throughout the entire life cycle of its vehicles.
The process of collecting key figures including definition of scope is anchored in the Volkswagen standard 98000 and does not provide for extrapolation at overall site level.
The process of selecting relevant emissions and the emission factors used are anchored in Volkswagen standard 98000, as is the entire key figure collection process. Generally, Audi uses the real emission factors of the energy suppliers. If this is not possible, calculations are made on the basis of the VDA’s standard factors.
The information is not currently available and we are working toward making it available in the coming reporting periods.
GRI 304: Biodiversity 2016
Material topic: nature conservation and biodiversity
- Alongside climate change, the dramatic loss of biodiversity is one of the greatest challenges of the 21st century. With its Mission:Zero environmental program, Audi is addressing four action areas: decarbonization with a clear focus on production, economical and efficient water use, resource efficiency and the preservation of biodiversity. Audi has been a member of the Germany-wide initiative “Biodiversity in Good Company” since 2015. Within the context of its membership, Audi promotes preservation of biodiversity and is implementing projects at all its sites. In addition, Audi is committed to the UN Biodiversity Conference (CBD COP 15) and is developing its own biodiversity index for its plants. This index is a joint development with Volkswagen and records 58 biodiversity parameters for five Audi production sites. This will allow the effectiveness of measures to be assessed and progress to be recorded more easily. Audi is networking with NGOs, governments and communities immediately neighboring its sites to increase the effectiveness of its biodiversity measures.
The information is not currently available and we are working toward making it available in the coming reporting periods.
The information is not currently available and we are working toward making it available in the coming reporting periods.
GRI 306: Waste 2020
Material topic: circular economy and sustainable materials
- Scarcity of resources, environmental pollution and climate change are among the major challenges of our time. Not only is the Audi Group managing these challenges by developing innovative drive technologies, it is also starting to reduce its environmental footprint as early as the production stage. That means using resources such as energy and water carefully, and avoiding emissions of carbon dioxide, solvents and waste.
- One of the goals of the Mission:Zero environmental program in the area of resource management is to preserve resources used and avoid waste. For example, a 35 percent reduction in the environmental footprint compared with 2010 is being targeted by 2025 in terms of CO₂, energy, fresh water, waste for disposal as well as volatile organic compounds per vehicle produced at Audi production sites. The IN-Campus is a further example of model resource efficiency. In a joint venture with the city of Ingolstadt, AUDI AG is redeveloping the former Bayernoil refinery site. Instead of sealing natural areas on the greenfield site for new usable areas, the two partners are redeveloping the former refinery site in an environmentally sound manner and deploying cutting-edge methods to optimally remedy the damage from previous use. Extending to 75 hectares, the IN-Campus is one of the largest redevelopment projects in Germany. 15 hectares are being set aside as an ecological compensation area for nature.
GRI 401: Employment 2016
Material topic: fair working conditions and modern working forms
- Employees are an important resource for companies. If a company has too few employees or an excessively high staff turnover rate – for instance owing to unfavorable working conditions – this can adversely impact many areas of the company. In the case of Audi, for example, too few employees or an excessively high staff turnover rate could lead to production stoppages or loss of valuable know-how.
- To counteract these risks, Audi is taking a number of measures and creating attractive offers, such as flexible working time models or training. The employees are also involved in this respect in that they are given the opportunity as part of the regular employee survey, the “Stimmungsbarometer”, to express their opinion and highlight potential improvements. Some 36,110 employees took part in the AUDI AG “Stimmungsbarometer” in 2022. The results are presented in the individual organizational units and discussed with the employees.
- Employment and working conditions in the supply chain are examined, for example, on the basis of the Sustainability Rating introduced in 2019. Guidelines and policies, such as the Audi Code of Conduct or various works agreements regulate the employment and working conditions in principle. For example, the “Hybrid Working” works agreement came into force at AUDI AG in 2022, which paves the way to a flexible working world.
- The measures taken at AUDI AG are examined on the basis of surveys and various key figures.
All part- and full-time employees of AUDI AG subject to collective bargaining agreements are offered a variety of benefits including, for example, retirement benefits, an entitlement to parental leave and medical benefits.
GRI 403: Occupational Health and Safety 2018
Material topic: occupational health and safety
- Occupational health and safety are an entrepreneurial duty under labor protection law. Prevention of work-related accidents and illnesses by providing a safe and healthy working environment as well as maintenance, promotion and support for restoring health are important elements of sustainable corporate governance. A company cannot be successful if its employees are not high performing and healthy.
- This is especially true of Audi as a manufacturing, globally operating industrial company. In terms of corporate goals, such as sustainability and employer attractiveness, a safe and healthy working environment – as is also expected by employees – is an important target.
- Audi guarantees occupational health and safety in the context of the applicable national regulations and on the basis of the company’s occupational health and safety policy. This is firmly anchored in different obligations such as the Code of Conduct and specific works agreements and working arrangements.
These works agreements should, among other things, contribute to:
- Avoiding work-related health hazards at Audi
- Supporting the physical and mental health of employees through properly designed and organized work processes and empowering and motivating employees to address their own health in a responsible way, and
- Considering occupational health and safety aspects at all times in corporate development
- Avoiding work-related health hazards at Audi
- As early as 2005, the company and the entire Works Council defined important foundations for promoting the health and safety of employees with the company agreement “Audi’s Future - Performance, Success, Sharing.”
The following measures were introduced in this context, for example:
- Age- and health-appropriate work structuring
- Acute and occupational health care
- Audi Checkup, promotion of health and fitness, occupational health medicals/suitability examinations
- Health-promoting and safe working conditions
- Assessment of mental health hazards
- Performance of risk assessments
- Training and web based training in the area of occupational safety
- Counseling, testing and vaccination services were also made available to employees in the plants during the coronavirus pandemic.
- Major KPIs are subject to a continuous review process. For example, the prevention objectives of health protection (e.g., attendance rate) and occupational safety-related key indicators (e.g., accident frequency index) are monitored regularly and measures developed where necessary.
- Ensuring the involvement of different stakeholders is an important factor for efficiently and effectively fulfilling the requirements for occupational health and safety. At Audi, for instance, this means that the Works Council, management, HR and the employees are involved in the continuous enhancement of the company’s health protection and occupational safety standard.
Comprehensive health management and an integrated occupational safety system are two of the ways in which Audi seeks to minimize work-related accidents and improve the health resources of its employees, while also promoting their physical and mental performance. Group-wide standards are helpful in this regard. For all day-today operations, the company and Works Council representatives have developed measures to prevent accidents and damage to health as well as to design safe processes, equipment and vehicle components. The Board of Management bears overall responsibility for compliance with the statutory regulations on occupational health and safety. Furthermore, each operations leader is responsible for occupational safety in their supervisory and functional area. This is also laid down in a works agreement on occupational safety that covers all employees of AUDI AG.
Comprehensive risk assessments and regular workplace inspections, including an evaluation, are part of the basic repertoire in the daily work routine at Audi in order to prevent accidents and health impairments. In general, employees are to notify their manager immediately of any hazards or defects and flaws in safety systems and work equipment if they are not able to resolve them themselves. The results of the risk assessments, workplace inspections and the investigation of incidents are continuously integrated into the improvement of the level of occupational health and safety at Audi.
Comprehensive health management at Audi ensures that employees have access to high-quality occupational health services. In the case of activities that are potentially hazardous to human health, for instance, occupational health medicals and suitability examinations are offered.
Members of the Works Council and/or employees are represented in committees and working groups. Additionally, the Works Council exercises its rights in accordance with the Labor Management Relations Act and organizes itself by location into its own committees on occupational health and safety and environmental protection.
To guarantee that all aspects of occupational health and safety are observed, Audi offers a wide range of training courses for various employees in order to prevent potential hazards. For example, there are training courses for new employees, group leaders or employees who must work with critical machinery.
The company offers a number of programs to promote the health of its workforce. Many of the activities now take place digitally – with the advantage that employees at the sites can participate and access is less complicated.
For all day-to-day operations, the company and Works Council representatives have developed measures to prevent accidents and damage to health as well as to design safe processes, equipment and vehicle components. Clear requirements have been defined for external firms that work in the operational areas of Audi sites. These requirements include operational regulations, instructions and prohibitions, as well as processes that must be strictly followed in the interest of occupational health and safety, fire safety and environmental protection.
Occupational health and safety measures apply to all employees of AUDI AG.
For reasons of data privacy, we cannot publish any key figures related to work-related ill health.
GRI 405: Diversity and Equal Opportunity 2016
Material topic: corporate culture, integration and diversity
- Diversity & inclusion form the basis in a corporate context for fair, respectful and cooperative partnership. The benefit of this at the workplace is enhanced creativity within teams and the ability to find a broad range of solutions for a specific problem.
- Disregard for this topic would lead to Audi potential, as described above, remaining unutilized. For this reason, Audi has set itself the goal of increasing the percentage of women at different management levels. Audi demonstrates its commitment internally and externally, both financially and in the form of factual contributions to the social debate on diversity and inclusion, which takes account of the principle of equality and goes hand in hand with defending human rights.
- The topic of diversity and equal opportunity is regulated by AUDI AG through the Audi Code of Conduct, a joint declaration on “inclusion” in the Volkswagen Group and a corporate policy. The latter contains specific measures for implementing diversity and inclusion in the organization and the corporate processes. The policy aims to protect the company and its employees from (conscious/unconscious) violations of the General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz), to safeguard the image of AUDI AG as an inclusive company and to enshrine the responsibilities within the diversity measures described in the policy.
- A dedicated “Diversity & Inclusion” functional unit has existed since March 2017 in the Human Resources and Organization division. The employees are a central point of contact. Their tasks include advising the specialist areas, superiors, committees and work groups. Awareness among employees of the opportunities and risks that diversity produces is also to be further developed through communication and training.
- The Diversity & Inclusion department provides all superiors with a Diversity Report on a quarterly basis which, among other topics, highlights the targets set and the current status concerning the proportion of women. The level of target achievement in relation to the proportion of women and potential measures are discussed regularly at Board of Management and also direct reporting level. Beyond the legal obligation, AUDI AG has defined other diversity key figures for the proportion of women at different levels (e.g., talent development) for control purposes. At an international level also, targets for the proportion of women in the Premium brand group have also been adopted as internal indicators.
SB: 40% (8) women, 60% (12) men
Board of Management: 14.3% (1) women, 85.7% (6) men
405-1 a) ii (age groups):
SB: <30 years: 0% | 30-50 years: 40% | >50 years: 60%
Board of Management: <30 years: 0% | 30-50 years: 28.6% (2) | >50 years: 71.4% (5)
Through collective bargaining agreements involving the unions and management, AUDI AG undertakes to ensure that part-time and full-time employees receive equitable and fair pay; the activity alone determines remuneration.
GRI 416: Customer Health and Safety 2016
Material topic: vehicle safety
Audi’s commitment to quality is based also and especially on social change, customer requirements, statutory and regulatory requirements as well as the binding internal Code of Conduct. All divisions formulate their quality requirements in goals, control these independently based on key figures, are subject to independent controls and contribute to the achievement of corporate goals. Audi attaches particular importance to producing high-quality and safe vehicles. All product and service categories are reviewed regarding their impact on health and safety before they are delivered to customers. And it continues to keep an eye on its products even after they have been delivered to customers – in line with product monitoring obligations. On the request of the Board of Management, the Product Safety Committee (APS) examines topic-related reports for delivered vehicles and products and initiates measures if requirements for the necessary product safety or regulatory conformity are not met. Likewise, the APS handles responses to inquiries from authorities and consumer protection associations in the area of product safety and conformity when vehicles and products already on the market are affected.
In addition to interfaces to the Environmental Compliance Management System (ECMS), Product Compliance Management System (PCMS) and the Committee for Product Safety (APS), the interface to the Compliance Management System (CMS) should also be highlighted, in particular, in terms of continuous development and improvement. Goals in this respect include exchanging information on process weaknesses, initiating improvement measures when necessary and therefore minimizing compliance risks related to product safety and product conformity. In 2020, Audi began establishing product integrity and the Product Compliance Management System (PCMS) as a regulatory framework for ensuring product compliance in the company. After starting regular operations in 2021, the focus was on the development of the PCMS in 2022. Every employee plays their part in ensuring that product compliance risks are minimized by complying with regulations in Corporate Policy U_059. On the basis of Corporate Policy U_002, Audi also monitors its products after they have been marketed. If this results in indications of potential deviations in the required product safety or conformity, the APS sees to the requisite clarification of facts and, if necessary, initiates necessary measures in coordination with the relevant national government agencies where applicable. This includes any necessary product corrections. For reasons of confidentiality, no specific key figures can be reported.
Material topic: corporate citizenship