Since 2011, we have been publishing an annual sustainability report.

Our stakeholders are our employees, shareholders and stockholders, our customers, partners and suppliers, as well as the company as a whole.

The United Nations Universal Declaration of Human Rights requires each individual, every organ of society and, by extension, economic agents and businesses, to contribute towards the observation of these rights.

Our Business Partner Code of Conduct comprises the ecological, social and legal requirements that we have for our suppliers.

We confirm our official sustainability committment via diverse declarations and memberships.

We are listed in important indices and rankings regarding sustainability.

Continental’s environmental strategy is geared towards making business sustainable across all levels of the value chain.

At Continental, the “Corporate Quality and Environment” department, which reports directly to the Chief Executive Officer, is responsible for environmental protection.

Environmental protection is also a management challenge for Continental. We established the first environmental management system in our company back in 1992.

Climate protection is part of our ecological and social responsibility. Our products and technologies also bear witness to this.

Our responsibility for our products extends over their entire life cycle.

Personnel work is an important part of our company’s value creation. It plays a key, pioneering role in our growth strategy.

Around the world, our employees contribute to the company’s success each day.

We want to enable our employees to develop their abilities in the best possible way and to make optimal use of their skills.

Continental is committed to equal opportunities for all employees, regardless of age, gender, nationality, religion, skin color or sexual orientation.

Continuous dialog with our employees is a core element of our Human Relations work.

When our employees are able to make the most of their talents in a corporate culture offering a greater degree of freedom, this correlates to greater company success.

Healthy and safe work is as integral to our occupational health management as maintaining physical and mental fitness.

The company’s goal is to align the value creation and success of Continental with performance-based remuneration for employees.

Continental allows its employees to see things from a different perspective even during their training.

For over ten years, ContiTech's "Integration into Working Life" model has been addressing young people who have so far been denied access to the working world due to a lack of the necessary qualifications or poor school education.

Academics with MINT qualifications (mathematics, IT, natural sciences, technology) are in high demand as technology experts in German companies.

In Thailand, many young people are already able to drive motorized vehicles, which means they are exposed to the dangers of road traffic.