Strengthening the regional economic hub of Bielefeld is of great importance to us, since Halfar System is also based in this dynamic region. We are proud to work alongside other companies to participate in projects and initiatives that promote sustainable development in the region. An example of this form of cooperation is our work with WEGE Bielefeld, which is a municipal economic development agency of the city of Bielefeld that works to support the local economy in the best possible way. Halfar System also participates in various projects and initiatives, in addition to collaborating with the ‘DAS KOMMT AUS BIELEFELD’ (Made in Bielefeld) network. In meetings concerning the local industrial area at our site, we not only exchange ideas with our neighbours, but also deliver presentations such as ‘Best practice – How companies enhance biodiversity’ and ‘From good to better’ to report on our sustainability activities, share our experiences and expertise, and open up our facility to all those interested.
AREA OF IMPACT: PEOPLE – COMMUNITY AND WORKPLACE
In the context of the three pillars of sustainability, the social pillar focuses primarily on promoting equality, social justice, health, education and equal opportunities for the members of a society. In terms of corporate social responsibility (CSR), various areas of activity are distinguished to which the company should contribute. The local community, for example, describes the impact of the company on the society and public sphere in which it is active. The conditions in which the employees of the company work are discussed in the work¬place section.
At Halfar System, cooperation, diversity and sustainable development opportunities are firmly anchored in the corporate culture, as are openness, pragmatism and a solutions-focused mindset. Healthy cooperation that benefits all sides shapes the company culture, whether within the company, with customers or other stakeholders.
In the spirit of mutual respect, we strive for fair collaboration and joint, solution-orien¬tated action. Our approach to business is shaped by a sense of responsibility and ethical principles. We are committed to sustainable development that takes into account the needs of individuals, businesses and the environment alike. Our Halfar Code of Conduct describes the rules we follow.
Regional cooperations
Diversity, equality and inclusion
In addition to education and regional cooperation, diversity, equality and inclusion are important issues for us. Since 2013, we have had a special partnership with Prosigno, an inclusive screen printing company. Prosigno is a subsidiary of Werkhaus GmbH, which is itself an institution of Lebenshilfe. We have worked closely with Werkhaus GmbH for many years. For this collaboration, we were awarded the DQS Sustainability Heroes Award in the ‘Diversity’ category at the end of 2020. We work together under one roof at our main location in Bielefeld. The short, barrier-free distances between the companies benefit everyone:
• Knowledge exchange The opportunity for easy interaction between employees improves knowledge of the products and various finishing technologies.
• CO₂ avoidance: Sharing premises eliminates transport routes and the associated emissions.
• Inclusion: Sharing social spaces naturally brings together people with and without disabilities, breaking down alienation and prejudices .
OUR INITIATIVES IN THE WORKPLACE
Halfar System is essentially a family business. Cooperation is particularly important at all levels. We see the workplace as a place of constructive collaboration and joint idea generation. By doing this, we ensure that our core values of an appreciative attitude, equal opportunities and an open culture that enables the development of individual potential are upheld. We put this into practice by providing training and further education, and by involving our employees in company-relevant projects. We also develop and support networking and team-building models within the entire workforce, promote and invest in modern communication technologies, and maintain an open-door policy.
Guidelines – Cooperation at Halfar System
The sustainable development of our employees determines the work within the Halfar company. It helps to secure our long-term competitiveness and develop the potential of our employees. As an employer, we take responsibility for this. The Halfar Code of Conduct sets out the framework for our cooperation. It transparently describes our self-image and the principles that guide our actions. It also documents our commitment to sustainable development, which takes into account the needs of individuals, the company and the environment in equal measure.
Employee development
As part of our personnel development programme, we have established various training and further education measures and provided the necessary infrastructure. The aim is to create conditions conducive to the transfer of specialist knowledge, thereby enabling its efficient application in practice. Programmes such as ‘on-the-job training’ and ‘job rotation’ subsequently help employees to develop comprehensive skills.
Apprenticeships and career preparation initiatives
We supplement training at the company and vocational school with additional offers. Even before training begins, we give our future trainees and their families the chance to familiarise themselves with our company. Through our 'Bagground Day', we break down barriers, provide reassurance and foster a sense of community. Throughout their training, our trainees have the opportunity to participate in project implementation. These can be in a direct work context or as closed training projects. Examples include participation in the 'Energie-Scouts OWL' competition, from which our carpooling portal emerged; exchanges with trainees from other companies, such as our sister company or regional companies; and our trainee social media channel, where trainees can express their creativity and communication skills. To promote so-called 'soft skills', our trainees also take on representative tasks in the context of events, for example. This boosts their confidence when dealing with customers, superiors and colleagues, and improves their ability to present information clearly.
We offer another special feature in the apprenticeship programme for textile and fashion designers. In order to impart differentiated knowledge in this professional field, we cooperate with a regional textile company. As part of this training cooperation, trainees from both companies have the opportunity to learn at the other company for a certain period of time, thus gaining broad expertise in their professional field. For our trainees, this means that they also learn skills related to other textile products, such as clothing. The success of this approach is evident from the excellent grades achieved by our trainees. Support with exam preparation and other necessary topics is available to all trainees at any time. In addition to the standard training programme, Halfar System offers the chance to gain an entry-level qualification. This one-year programme provides young people with career orientation and prepares them for subsequent training, incorporating theoretical elements from vocational school. Halfar System also offers the opportunity to undertake a dual study programme. This form of training alternates between practical and academic phases. The aim is to develop sound theoretical and practical knowledge simultaneously. This makes knowledge less abstract and enables it to be applied directly in practice. Halfar System also offers the opportunity to work as a student trainee, gaining initial professional experience through internships.
Click here to view our current training positions and vacancies.
Ongoing training and professional development programmes
Our collaboration is structured in flat hierarchies. We work on tasks and projects in teams with equal representation. To promote cohesion and, at the same time, the independent achievement of goals by our employees, we delegate responsibility and support communicative forms of collaboration. This means that employees support each other and share their knowledge with colleagues. Supervisors help to solve specific problems. In this way, all employees can develop further on the job and grow through their challenges. For those who want to gain experience in the company beyond their job, we have set up a job rotation programme. This gives employees the opportunity to get to know another area of work. This broadens their expertise, facilitates processes and, above all, leads to improved mutual understanding. In addition to targeted development in the workplace, we impart specific knowledge and skills through various off-the-job measures. To this end, we regularly conduct internal training courses on relevant topics and offer employees the opportunity to participate in these courses based on their specific roles. In addition, there is the option of participating in selected external training courses, seminars or workshops on an ad hoc and task-related basis. Individual and group coaching programmes are also part of our individual employee development programme. Participation in further training programmes and on-the-job measures opens up development opportunities and exciting (internal) career paths for many of our employees.
Our work environment
Our working environment supports this communicative form of collaboration. It is characterised by bright, open architecture, spatial clarity, structured areas, ergonomic equipment, state-of-the-art technology and infrastructure. Throughout the company, spaces have been created for cross-departmental exchange and collaboration. At the same time, there are also opportunities to work alone and in small groups. Internal knowledge is shared via a modern wiki system. It is used by employees to make relevant results, findings and news about their work available to everyone. In addition to digital channels, we also use analogue communication channels to exchange information. A good example of this is our ‘Green Board’, which provides transparent reporting on all new sustainability measures.
Remote working
Many professional activities do not necessarily require permanent presence at the workplace. That is why we have already made use of mobile working on a case-by-case basis in the past. Thanks to state-of-the-art IT equipment, an even more diverse approach to operational work is possible today. With the experience gained from the past, the pandemic and changes in working life, we have standardised and firmly established mobile working. All employees whose work allows it now have structured access to this modern form of working. The improved work-life balance, reduced travel costs and travel time, and the relief for traffic and the environment have further encouraged us to pursue this path, as has the promotion of a culture of work results rather than mere presence. Clear framework conditions are necessary to ensure that the positive effects of mobile working, such as greater flexibility, a better work-life balance and resource conservation, can be optimally realised. At Halfar System, this takes the form of a contractual agreement and clearly defined processes. These formulate the framework for mobile working for our employees and provide the necessary security for all parties. This is because mobile working requires not only secure technical access to company data and systems, but also the guarantee of data confidentiality and integrity through well-informed, trained employees.
Digital infrastructure and data protection
Digital infrastructure is an important part of our workplace. In addition to ensuring a collaborative way of working that supports the development of knowledge in the company and among our employees, we are also concerned with the protection of sensitive data. With this in mind, we have taken extensive measures to ensure we have the necessary expertise to handle this data. We also work with a specialised law firm to ensure and regularly verify that our (digital) proce¬dures always comply with the current legal requirements of data protection. The appointment of the data protection officer, establishment of relevant technical security measures such as firewall, encryption and access controls, as well as procedures for secure data management and deletion, are all a matter of course at Halfar System. We also always ensure that data is handled carefully when selecting our service providers. We are fundamentally guided by the principle of data economy. Respectful use of all resources, utmost care, strict confidentiality and compliance with applicable data protection guidelines are firmly anchored as principles in our Halfar Code of Conduct. The same applies to our handling of industrial property rights, either of third parties or our own. As we strive to educate our employees about the increasing risk of cyber attacks and data breaches, and to raise their awareness further of the importance of careful data handling, we conduct extensive training programmes that also include recurring real-world applications. Our technical and digital infrastructure is also subject to regular review.
Mobility offers
Beyond their work, our employees have opportunities to get personally involved in environmental protection and sustainability. In the context of CO₂ avoidance and the sensible use of resources, all employees can choose from a range of mobility options, for example:
Job ticket and Germany ticket
Bielefeld has an extensive rail and bus network. Our location can be reached from every corner of the city. The nearest stop is right outside the building. This is also why many colleagues use public transport. As a company, we support our employees by offering discounted tickets.
Jobrad - the company bicycle concept
Leasing an (e-)bike through salary conversion has become firmly established at Halfar System. Overall, an increasing number of employees are using bicycles to get to work. Cycling is sustainable, easy on the wallet and good for your health. Our regular participation in the ‘Stadtradeln’ event is further evidence of cycling's popularity among our employees. This nationwide campaign involves cycling for 21 days to promote a better climate.
Travelling together
Carpooling is a proven way to travel to work in an energy-efficient manner. The 'HALFAR DRIVE list', developed as part of the 'Energy Scouts' trainee project, connects carpool offers and requests, making them accessible to all. It is available to all employees via the company wiki. As well as the obvious environmental benefits, carpooling is a relaxed and inexpensive way to travel that is simply fun!
Health in the workplace
In addition to supporting cooperative collaboration within the company through a modern, open infrastructure, employee health is a key consideration. The aim is to enable employees to carry out their professional activities with minimal risk and maintain their long-term health. An occupational safety and health committee is responsible for the systematic planning and implementation of the necessary measures within the company. At Halfar System, this committee comprises the management team, the occupational safety specialist, the company doctor, safety officers and managers. The committee ensures that all legal requirements are met. Various measures have already been implemented with the aim of protecting the health of our employees, in addition to the legal requirements. These include the provision of height-adjustable desks and ergonomically designed chairs, for example. In areas with predominantly standing workstations, soft PU mats on the floor relieve musculoskeletal strain. Outside of work, the company-subsidised Sportnavi programme offers our employees cost-effective and flexible access to sports and relaxation activities.
Equal opportunities and freedom from discrimination
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At Halfar System, we believe that our company's success depends on the skills and achievements of each individual, and thus on the commitment of all our employees. We therefore treat each other with respect, recognising the rights and dignity of every individual. Our communication is characterised by respect, fairness, and appropriate objectivity. Employees are expected to comply with company agreements and declarations. Halfar System also promotes equal opportunities and diversity among its employees. Ethnic origin, religion, nationality, sexual orientation, gender, marital status, age and disability are not taken into account. In this way, Halfar System creates a workplace free of discrimination for its employees. If these regulations are not followed, there are options for reporting such incidents anonymously.
Family-friendliness
Personal commitment and involvement in the company's development are key factors in determining each employee's career path. Taking the personal circumstances of each employee into account enables flexible working models that benefit both parties and facilitate a good work-life balance. The result is individual career paths that match employees' strengths. For this flexibility, the city of Bielefeld has honoured Halfar System several times as 'excellent family-friendly'.
