We, the Managing Director of WM Sport and all employees, are aware of our shared responsibility to manage the company not only economically, but also in a sustainable and socially responsible manner.

Every company activity can have positive and negative effects both internally and externally. Social and environmental factors are not only important for society as a whole, but also have an impact on the company's success. As a managing director, I must recognise and take into account the corresponding opportunities and risks in strategy and corporate management.

As an international company, we want to ensure that everyone who contributes to our success can and may fully exercise their human and labour rights.

No one who works with or for us may suffer either mental or physical harm. This mission statement therefore forms the basis of all our internal behaviour and our business relationships.

The requirements and minimum standards described in our mission statement are based on the conventions of the International Labour Organisation (ILO) and all relevant United Nations standards.

Our decisions and behaviour should contribute to the standards of conduct set out in this document. We will address any non-compliance with this mission statement that comes to our attention within the scope of the influence available to us.

We guarantee the implementation of this mission statement in our company. We expect the same from our suppliers and business partners. In cases where national legal regulations are stricter than this mission statement, they naturally apply.

We want WM Sport to be and remain an attractive employer and we want to protect our reputation with customers, suppliers, governments and communities as a company that always endeavours to do the right thing. To achieve this, everyone who works on behalf of WM Sport must embrace our core values of honesty, integrity, consideration and respect for others:

We comply to the best of our knowledge and belief with the laws of the countries in which we maintain business relationships, we regard trusting co-operation as the guiding principle of our work, we base business decisions on objective and measurable criteria, we do not accept gifts, regardless of their form.

We are committed to acting as an environmentally responsible company on a daily basis and minimising the impact of our operations on the environment through the use of socially responsible and economically viable working practices. We promote environmental protection, recycling and energy conservation for clean air, clean water, waste reduction and the renewal of the earth's natural resources. We comply with all applicable local environmental laws and regulations.

Responsibility for our employees, the correct use of resources and business knowledge are clearly reflected in our sustainability initiative.

Sustainable management is the basis of forward-looking corporate governance. We work comprehensively on the relevant economic, ecological and social issues. We consistently focus on all relevant topics such as climate and energy, resources, quality and consumer protection, demographics and social responsibility.

As a matter of principle, we endeavour to build and maintain lasting business relationships with all our business partners. We expect our business partners to respect this mission statement, comply with social standards and act in an honest manner in accordance with the law. Our suppliers ensure that this mission statement, or a similar one in terms of content, is also implemented further down the value chain.

We expect our business partners to comply with the guidelines. We will gladly consult independent audit reports from the supplier for the purpose of monitoring.

For inspection purposes, we or third parties appointed by us are authorised to visit all production and/or storage facilities of our business partners and their subcontractors at any time and without prior notice.

If serious violations of fundamental human rights, wilful breaches of the guidelines, systematic fraud and/or persistent lack of cooperation are found, we reserve the right to terminate business relationships.

1. working atmosphere

All our employees must be treated with respect and dignity. Any form of physical punishment, psychological, sexual or verbal harassment and abuse, and any other form of threat are strictly prohibited. Disciplinary measures must be within the framework of national legislation and internationally recognised human rights.

2. working hours

Working hours on weekdays must be set in accordance with local laws. In principle, employees may not work more than 48 hours in a regular working week. Overtime - Overtime worked in accordance with the law must be compensated. All employees must normally take at least 24 hours off after six consecutive working days.

3. remuneration

All employees are paid at least the current statutory wage for work performed during normal working hours.

4. recruitment conditions

Employment must be based on formal documents such as an employment contract. These documents must provide information on the terms and conditions of employment, including remuneration, pay period, company benefits, holiday entitlement and notice periods.

5. health & safety in the workplace

The health and safety of the employee must not be jeopardised in the workplace. A safe and clean workplace environment must therefore be guaranteed. Workplace health and safety processes should be promoted so that (near) accidents and injuries at work or as a result of the use of equipment are prevented. These processes must be communicated to employees, e.g. by means of training and instruction.

6. forced labour

All employees should take up their work voluntarily and continue their employment at their own request. The workplace may be left at any time. Any form of forced labour, bonded labour or prison labour is prohibited.

7. child labour

In principle, child labour as defined by the ILO and UN conventions and national regulations is prohibited. The age limit for authorised employment is not less than compulsory school age and in no case less than 15 years (or 14 years if permitted by national law in accordance with ILO Convention 138). Each of our suppliers, service providers will be held directly responsible for violations of the prohibition of child labour, should they be detected in their own production/storage facilities or in the production/storage facilities of their subcontractors. Regulations for the protection of young workers must also be strictly adhered to.

8. discrimination

All employees must be treated equally. Discrimination on the basis of gender, religion, nationality, ethnic and national origin, age, race, social background, disability, sexual or political orientation, caste, membership of an employee organisation or any other personal characteristic will not be tolerated. The provisions of the AGG (General Equal Treatment Act) apply.

9. freedom of association

Employees have the right to form or join a workers' organisation (or trade union) of their own choosing for the purpose of collective bargaining. If the right to freedom of association is restricted by national law, employees must be allowed to elect representatives to promote their interests and engage in direct dialogue with their employers.

10. data protection

Data protection laws protect information about individuals - their personal data. WM Sport respects the personal rights of all employees, customers, suppliers and business partners. WM Sport is committed to the lawful and ethical handling of personal data.

11. corruption

WM Sport's business relationships and decisions are based on performance and quality. Accordingly, we never offer third parties, such as authorities, suppliers and customers, either directly or indirectly, an item or service of value in order to influence a business decision by that person or to gain an advantage for our company. Furthermore, our employees do not accept any benefits that could be used to influence business decisions. As a matter of principle, the legal principles such as the law on combating corruption, the law on combating international bribery and the UN conventions (UNCAC) must be complied with.

In addition to these guidelines, we expect employees and business partners to be cooperative and show their willingness to support our activities for the concrete development of the guidelines described here.

Even if an offence on the part of the employee or supplier has made it necessary to terminate the employment relationship or the business relationship, we offer our support in finding solutions to difficult situations and for the development of the employee and supplier in order to enable a resumption of the business relationship.

We consider it a matter of prudence to allow reasonable periods of time for the development of a partner's performance in relation to compliance with individual points of these guidelines.

WM Sport will be happy to answer any questions on individual points at any time. If training is required on certain topics, this will be supported.

Any person who becomes aware of violations of this guideline is requested to contact the employee representatives or HR management directly and provide as much detail as possible about the perceived violations. The direct route to management is open at all times.