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  ALDI SÜD unterzeichnet UN Women’s Empowerment Principles Kategorie: Unternehmen Mülheim a. d. Ruhr (19.07.2023)  Die UN Women’s Empowerment Principles (WEP) sind eine gemeinsame Initiative von UN Women und UN Global Compact, mit dem Ziel, Frauen und die Gleichstellung der Geschlechter am Arbeitsplatz, auf dem Arbeitsmarkt und in der Gemeinschaft zu stärken und voranzutreiben. Sie beruhen auf internationalen Arbeits- und Menschenrechtsnormen und appellieren an die Unternehmensverantwortung, sich für Gleichstellung und Stärkung der Rolle von Frauen einzusetzen.. ALDI SÜD sieht es als seine Pflicht, Kund:innen, Mitarbeiter:innen sowie Partner:innen fair und ohne Diskriminierung zu behandeln. Gleichberechtigung bedeutet, dass alle Menschenrechte als Grundwerte betrachtet werden und diese ebenso von ALDI SÜD Mitarbeiter:innen respektiert werden. Diese Grundsätze finden sich auch in den ALDI SÜD Diversity & Inclusion Policy wieder. Die Unterzeichnung der UN Women’s Empowerment Principles ist Teil von ALDI SÜDs kontinuierlichen Strebens nach einer Verbesserung des Arbeitsplatzes für alle Mitarbeiter:innen. Damit verdeutlicht ALDI SÜD das Bekenntnis: Bei ALDI SÜD werden alle Geschlechter fair und chancengleich behandelt. „Wir bei ALDI SÜD leben schon lange Gleichberechtigung und Wertschätzung. Wir verstehen die Chance und sehen es als unsere Stärke, die einzigartigen Persönlichkeiten all unserer Mitarbeiter:innen anzuerkennen, einzubeziehen, zu respektieren und zu fördern. Wir haben bei ALDI SÜD ein Arbeitsumfeld geschaffen, das frei von Diskriminierung und Belästigung ist und wir sind stolz darauf, dass wir damit an die Wertvorstellungen der UN Women’s Empowerment Principles anknüpfen. Durch die Unterzeichnung der UN Women’s Empowerment Principles verpflichten wir uns auch öffentlich, Frauen in allen Bereichen unseres Business und unserer Lieferkette zu fördern. Wir sind überzeugt davon, dass sich der Erfolg unseres Unternehmens auf die Vielfalt und Chancengleichheit aller Mitarbeiter:innen stützt“, sagt André Giesen, Group Director Human Resources ALDI SÜD, Deutschland. Die Unternehmensgruppe ALDI SÜD fördert Geschäftspraktiken, welche die Gleichstellung aller Geschlechter stärken. Dies spiegelt sich in den internationalen Richtlinien zur Gleichstellung der Geschlechter entlang ALDIs Lieferketten wider. Dieser Schritt steht im Zusammenhang mit der bestehenden Mitgliedschaft im „Activator programme“ der „Women’s Empowerment Principles“, mit dessen Hilfe ALDI SÜD die Geschlechterkluft in der Privatwirtschaft schließen will. Downloads Sie finden die Pressemitteilung und alle Medien zum Download hier. Pressemitteilung herunterladen Hinweis: Verwendung von Bildmaterial Das von ALDI SÜD zur Verfügung gestellte Bild- und Textmaterial darf ausschließlich für redaktionelle Zwecke in Deutschland verwendet werden. Bei der Verwendung dieses Bildmaterials ist im Fotonachweis das Copyright ©ALDI SÜD zu nennen. Pressekontakt Das könnte Sie auch interessieren Folgen Sie uns                

Code of Conduct Chapter General Principles ↓ Conflict of interests and acceptance of Benefit ↓ Bribery ↓ Donations and Sponsoring ↓ Fair Competition ↓ Absolute Customer Orientation ↓ Employee Welfare and Human Rights ↓ Protection of Business and Trade Secrets↓ Data Protection ↓ Company Property ↓ 01 | General Principles Compliance with Laws We comply with the respective laws of all countries in which we conduct business. Our company has always been committed to this rule, irrespective of any potential commercial disadvantages this may cause. We expect the same commitment from our business partners. We would rather abandon any objective we could achieve than violate our legal obligations. If there are differences between national laws and the Code of Conduct and relevant international policies or guidelines, the more stringent regulations will be followed. Each individual Employee is responsible for Compliance Each employee is personally responsible for complying with the law within his/her area of responsibility. Each person´s  attitude, behaviour and actions contribute to the image of ALDI SOUTH. Management staff function as role models for all employees. They demonstrate how the standards specified in the Code of Conduct should be put into practice and ensure that their employees know and adhere to the Code of Conduct. Reporting Violations Each employee is obliged to report any breaches of law or violation of the Code of Conduct or other applicable policies. To do so, employees should always consult their direct leader. However, if this is not considered appropriate in a particular case, the employee must report the violation to the next higher levels, the ALDI Alert Line or the Counsels of Trust. An employee who witnesses a criminal act in the course of business must report the offence as set out above. Any statutory obligation of notification must also be observed. Employees reporting an offence in good faith must not be discriminated against. Any investigation of reported violations will be conducted with utmost confidentiality. Details on the informant will only be forwarded if the informant agrees, or if absolutely necessary to clarify the situation. Responsibility Violation of the Code of Conduct may result in severe consequences not only for the relevant person, but for the ALDI SOUTH group as a whole. Disciplinary action up to and including termination of employment will be taken against any employee who violates the Code of Conduct. Actions for damages and criminal charges may also be pursued. 02 | Conflict of interests and acceptance of Benefit Conflicts of interests arise whenever commercial decisions are influenced by personal interest. To prevent any such conflicts, employees must separate their private interests from commercial interests so unbiased decisions in the company´s interest are taken. Business Partners and Competitors Business interests with business partners or competitors that are held by employees personally are not permitted if there is a risk of any professional conflict of interests. Employees must not establish business relationships with any business partner that can be indirectly or directly influenced by the employee to a significant extent. Private Benefits derived from Business Relationships Employees must not use their role with ALDI to gain private benefits from business partners or competitors. Personal favours or private benefits from a business partner or competitor may bias any decisions to be made by the employee in the context of a business relationship or the initiation of a business relationship. These must therefore be avoided. Any private commissioning of business partners with which an employee is in direct or indirect contact during their daily work must be subject to the corresponding corporate policies. Invitations to Lunch/Dinner and Gifts Invitations to lunch or dinner may only be accepted if they are considered reasonable within the normal course of business and cannot be interpreted as an attempt to influence the employee in their corporate decision-making. Gifts should not be accepted by employees. Gifts of token value may be exempt from this rule if rejection would be considered offensive by the respective local culture and/or provided that these gifts are not likely to affect the business decisions of the accepting party. However, it is not allowed under any circumstances to accept cash or equivalents (e.g. vouchers). Value thresholds for accepting gifts or invitations will be defined for each country. Disclosing Conflicts of Interests Employees must disclose any potential conflicts of interests to their superior and discuss how such conflicts are to be avoided. Employees should document any such discussions and agreements in their own interest. 03 | Bribery The ALDI SOUTH group does not under any circumstances tolerate acts of bribery. Relationships between ALDI SOUTH and public officials, companies and private parties must be established in a manner in which any suspicion of corruption is avoided. We therefore do not permit the offering or granting of any form of favour that may be interpreted as an attempt to exert influence. Business Partners Business partners of ALDI SOUTH will not be offered, promised or granted free benefits. Donations (see below under ‚IV Donations and Sponsoring‘) and business meals constitute the only exceptions from this rule. Naturally, these rules may not be bypassed by utilising third parties (e.g. consultants, brokers or middlemen). Public Officials It is especially important to exercise utmost restraint when dealing with public officials. In this context, the term ‚public official‘ is to be understood in the broader sense and irrespective of any definition provided by the relevant national legal system. In any case, this definition always includes public servants and employees of any authorities, public bodies, state-owned companies and international organisations as well as candidates, representatives and employees of political parties. 04 | Donations and Sponsoring Donations made by the ALDI SOUTH group will be provided as social commitment in a transparent way and on a voluntary basis without expecting any service in return. The purpose of the donation, the recipient and the donation receipt are documented in order to ensure transparency. No Donations to Political Organisations The ALDI SOUTH group does not make any direct or indirect donations to political organisations, parties or individual politicians. Sponsoring In contrast to donations, the ALDI SOUTH group will receive public relations or promotional services in return for their sponsorship. All sponsoring activities must be based on a written agreement and rendered in proportion to the promotional services received. Sponsoring may not be used to bypass the stipulations regarding donations. 05 | Fair Competition We are committed to the principle of fair competition as a prerequisite for social market economy and will act in compliance with any laws for the protection of competition. All employees are obliged to adhere to relevant competition laws, and illegal exchange of information, price fixing and market-sharing agreements with competitors or suppliers must not occur. We explicitly oppose espionage, theft and use of other illegal methods to gain information on competitors or their business activities. The CR Principles must be followed when engaging in business with suppliers and business partners. 06 | Absolute Customer Orientation Quality of our Products We aspire to always provide our customers with the best price-performance ratio on the market. Consequently, quality assurance is an integral part of all of our operations. Our product safety and quality standards often significantly exceed the relevant legal requirements. Where it becomes necessary to stop sale of a product or to recall a product despite our extensive upstream quality assurance measures, each employee involved will be responsible for exercising the utmost care in order to help avoid any negative effects on our customers. Handling Customer Enquiries positively We undertake to respond to any customer enquiries in as positive a manner as possible. We always strive to find an appropriate solution that will be acceptable for our customers. 07 | Employee Welfare and Human Rights We commit to fair working conditions and to safeguarding the rights of our employees. Our AMS is the binding framework that regulates the essential aspects of the cooperative internal work environment as well as the management and development of employees. Work Health and Safety The health and safety of our employees is of immense importance. We therefore invest in creating safe working conditions and have work health and safety integrated into all areas of our operations. All employees must adhere to our safe working arrangements at all times, and must immediately report and/or fix any deficiencies within their respective area of responsibility. All managerial staff must support their employees in complying with these obligations. Freedom of Association and Collective Bargaining All employees may choose to be represented by any person or organisation they wish in any matters associated with their employment, and may, consistent with national law, reach agreement with ALDI South about the terms and conditions to apply to their employment. Equal Treatment Based on the Charter of the United Nations and the European Convention for the Protection of Human Rights and Fundamental Freedoms, all human rights are considered fundamental values to be respected by all employees. We will not tolerate any form of unlawful discrimination and harassment. Such actions are illegal and contrary to our Code of Conduct. 08 | Protection of Business and Trade Secrets Business and trade secrets must be handled as confidential information. Sensitive information may neither be used to pursue personal interests nor be disclosed to third parties. Company information must be secured at all times, including using technical means. Information received from our business partners will also be handled with the same level of confidentiality. Likewise, our suppliers and other business partners are contractually obliged to handle information confidentially. Public communication and media requests are managed exclusively by nominated employees. 09 | Data Protection Protecting the personal data of our employees, customers and business partners is of high importance to us. Therefore, personal data is only collected, stored or processed if required for predefined, unambiguous purposes, compliant with the law. Data is secured by both technical and organisational measures. Employees must follow any data protection rules that apply to their area of responsibility to the best of their ability. 10 | Company Property All ALDI SOUTH employees are to treat the property of our company with care. Company resources must be used economically, carefully and appropriately, and in accordance with national policies and guidelines.

Compliance At ALDI SÜD, responsible and lawful action is our top priority in order to secure economic success and prevent damage. Compliance is therefore a fundamental component of corporate responsibility and reinforces our values: simplicity, responsibility and reliability. Appropriate compliance measures, such as regular training for our employees, are designed to ensure that all our employees act in accordance with the rules. ALDI SÜD has set up an independent Compliance Department which is responsible for developing the compliance management system on an ongoing basis. Because only an effective system can serve to protect our company, the management and all employees from fines, personal penalties and financial losses and protect our reputation. In addition, the compliance values are embodied by the company management and infused throughout the company by regularly setting the "tone from the top". Code of Conduct The Code of Conduct of the ALDI SÜD Group has formed the basis for compliance in the company since 2016 and serves as a guideline for all employees. It sets out the principles that we adhere to in our daily dealings with each other, customers and business partners. The following video shows the essential contents of the Code of Conduct. Contact Point for Compliance Violations For the purpose of investigating potential compliance violations, ALDI SOUTH maintains an open whistleblower culture. ALDI SOUTH employees and external third parties (such as business partners, suppliers, employees of suppliers) therefore have the opportunity to report violations of the law, of the ALDI SOUTH Code of Conduct or other ALDI SOUTH internal policies. In order to process these reports, the ALDI SOUTH Group in Germany has set up a standardised process to allow anyone to report grievances anonymously or in their own name. In addition, ALDI SOUTH has established a complaints mechanism through the channels listed below. This also enables individuals in the supply chain to report grievances such as human rights violations, environmental law violations, inadequate occupational safety or non-payment. The following topics may, in particular, be reported (anonymously, if desired) to the Counsel of Trust: Theft, embezzlement Breach of trust, fraud, falsification of documents Breaches of cartel law Fair competition violations Infringements related to a conflict of interest Corruption/bribery, acceptance of prohibited financial benefits Discrimination, bullying, sexual harassment Labour law violations and infringements of occupational health and safety regulations Misconduct by superiors, employees and colleagues Breaches of data protection stipulations Violations of quality assurance guidelines Human rights violations Violations of environmental laws Disclosure of confidential information Violations that could result in significant financial damage or a loss of reputation Counsel of Trust Dr Carsten Thiel von Herff Thiel von Herff Lawyers Loebellstraße 4 33602 Bielefeld Tel.: +49 521 55733-0 (Monday to Friday 8.00 a.m. to 6.00 p.m.) Mobile: +49 151 58230321 (Monday to Sunday 6.00 a.m. to 10.00 p.m.) E-mail: ct(at)thielvonherff.de Whistleblower system: https://report-tvh.com/ Website: https://thielvonherff.com/ The Counsel of Trust of the ALDI SOUTH Group in Germany is available as an external point of contact for whistleblowers. The Counsel of Trust can be reached globally via their website. It is possible to provide information in German and English, as well as many other languages. In addition, the Counsel of Trust provides a telephone number as well as a fax number, either of which can be used to submit relevant information. If the language of a whistleblower is not covered by the system, the report will be translated. Compliance Department Besides contacting the Counsel of Trust, whistleblowers can also directly contact the Compliance Department in the event of (potential) compliance violations. E-mail: Compliance.Deutschland(at)aldi-sued.com Violations of data protection regulations can be reported directly to the Data Protection Department. E-mail: datenschutz(at)aldi-sued.de If you wish to report confidential issues to the Data Protection Officer, please refer to the information provided in our privacy policy. Rules of procedure

Was sind Öchsle? – Fachbegriffe bei der Weinverkostung Zugegeben: Bei einer Weinverkostung in einer Vinothek wird der Begriff „Öchsle“ wohl eher selten fallen – aber die Öchslegrade spielen bei der Herstellung von Wein eine wichtige Rolle. Gemeint ist damit das Mostgewicht, also der Zuckergehalt des frischen Traubensafts. Dieser beeinflusst maßgeblich die Güte des späteren Weins. Öchslegrade: Wie reif sind die Trauben? Wann sind die Trauben eigentlich bereit für die Lese? Die Antwort auf diese Frage liefert dem Winzer der Öchslegrad. In Deutschland zücken Winzer mit Beginn des Spätsommers ihre Messgeräte, um im Weinberg das Mostgewicht des Traubensafts zu bestimmen. Je nachdem, welches Prädikat der Wein bekommen soll, entscheidet der Zuckergehalt in den Trauben über den Erntezeitpunkt. Reifere Beeren enthalten mehr Zucker als junge und sind damit auch schwerer. Bei der Gärung wird der Zucker in Alkohol umgewandelt. Das Mostgewicht lässt somit Rückschlüsse auf den späteren Alkoholgehalt zu. Insbesondere überreife Trauben mit sehr hohen Öchslegraden weisen eine deutliche Süße und einen hohen Alkoholgehalt auf. Wie viel Öchsle muss ein Wein haben? Das kommt ganz auf den Wein an: Für einen Kabinett-Wein müssen die Trauben bei der Lese ein Mostgewicht von mindestens 67°Oe (67 Öchslegrade) haben. Für eine Auslese braucht es 83°Oe und für eine Trockenbeerenauslese sogar 150°Oe. Je nach Traubensorte und Anbaugebiet variieren diese Definitionen. Und was genau misst der Öchslegrad? Die Einheit Öchslegrad gibt an, um wie viel schwerer beziehungsweise dichter der Traubenmost aufgrund des Zuckergehalts im Vergleich zu einem Liter reinen Wassers ist. 1°Oe ist gleichzusetzen mit 1 g (Gramm). Das bedeutet, ein Liter Most wiegt 1001 Gramm. Multipliziert der Winzer das Mostgewicht mal 2, erhält er den (ungefähren) Zuckergehalt des Mostes. Teilt der Winzer das Mostgewicht durch 10 und multipliziert das Ergebnis mit 1,26, erhält er die Volumenprozente an Alkohol im späteren Wein.   Beispielrechnung bei einem Mostgewicht von 75°Oe Gewicht: 75 + 1.000 = 1.075 Gramm/Liter Zuckergehalt: 75 x 2 = 150 Gramm Zucker/Liter Alkoholgehalt: (75 / 10) x 1,26 = 9,45 Volumenprozent   Wie die Öchslegrade zu ihrem Namen kamen Der Erfinder der Messeinheit war Christian Ferdinand Oechsle. Der Pforzheimer lebte von 1771 bis 1852 und arbeitete als Apotheker, Goldschmied und Physiker. Oechsle nutzte für die Bestimmung des Mostgewichts eine Senkspindel: Je höher die Schwimmtiefe, desto höher das Mostgewicht. Heute nutzen Winzer vorwiegend ein Refraktometer. Bei diesem optischen Messgerät wird das Mostgewicht mithilfe des Lichteinfalls bestimmt: Die Zuckermoleküle brechen das Licht in einem bestimmten Winkel, der den Öchslegrad angibt. In anderen Ländern ist die Bezeichnung mit Öchslegrad übrigens nicht üblich. In Frankreich beispielsweise wird das Mostgewicht in Baumé angegeben, in Amerika mit Brix. Die Österreicher bestimmen den Zuckergehalt nach der Klosterneuburger Mostwaage. Alle Einheiten beruhen jedoch auf dem Gewichtsunterschied zwischen Most und Wasser. Darauf stoßen wir an