Note: This is a machine-translated version of the original German text. The translation was generated with AI assistance. In case of any discrepancy, the German original shall prevail.

This is a summary. You can find the full JEDI plan here.

JEDI is not a programme that PNZ sets up once. It is an ongoing process – with the goal of creating a working environment in which different perspectives are heard and fair conditions exist for everyone.

At a glance:

• 4 dimensions: Justice, Equity, Diversity, Inclusion
• 8 articles in the JEDI Policy – adopted by management
• 10 measures in the 2025/26 action plan
• Anonymous feedback on equal treatment and belonging

Chapter 01 — What JEDI means

For PNZ as a company of around 45 employees, JEDI means: not a large diversity programme, but honest, concrete work on a company culture in which everyone is treated fairly and can make their contribution.

• J – Justice: Recognising, naming and actively reducing structural disadvantages
• E – Equity: Equal conditions for all, regardless of origin, gender, age or identity
• D – Diversity: Actively promoting different perspectives and experiences as a strength
• I – Inclusion: A working environment in which everyone feels they belong and can contribute their perspectives

Chapter 02 — Principles for dialogue and participation

Dialogue and participation

• Discussions based on respect, objectivity and mutual understanding
• Different perspectives are consciously welcomed
• Criticism is understood as part of a learning process, not as an attack
• Managers bear particular responsibility for a constructive culture of dialogue

Anonymous surveys and feedback mechanisms

PNZ uses anonymous surveys to obtain a realistic picture of perceptions within the company – including on topics that may not be raised in direct exchanges. Direct feedback has its limits. Anonymous surveys are not a vote of no confidence, but an instrument for more honest listening.

• Anonymous feedback on working climate, equal treatment and belonging
• Participation voluntary; no conclusions possible about individuals
• Findings are translated into measures and communicated internally

Continuous development

• Measures are reviewed regularly
• Feedback is continuously integrated
• New formats and approaches are developed as needed

Chapter 03 — Our JEDI commitment

As a company, we commit to taking justice, equity, diversity and inclusion into account in all areas. This commitment was adopted by management, is publicly accessible and is reviewed regularly.

• We create a working environment characterised by respect, fairness and openness
• We promote equal opportunities and actively oppose discrimination
• Our commitment applies internally and externally: employees, business practices, external partners and society

Chapter 04 — PNZ JEDI Policy

The JEDI Policy sets out in binding terms how PNZ implements the principles in daily practice. It applies to all employees, managers and processes.

1. Principle: Promote JEDI in all areas of the company and integrate it into decision-making processes
2. Scope: All employees, application processes, business partners, internal and external communication
3. Equal opportunities: Decisions based on qualification, performance and potential – no discrimination
4. Working environment: Respect, openness, mutual appreciation; conflicts addressed objectively and solution-orientedly
5. Management responsibility: Fair, transparent decisions; open, respectful team culture
6. Supply chain and external partners: Compliance with basic social standards; fairness and transparency
7. Review: Regular review; feedback from within the company is taken into account
8. Objective: A working environment in which people can develop their potential

Chapter 05 — PNZ in society

For us, JEDI does not end at the factory gate.

Education & social participation:

• Nepal Medical Careflight: School construction in the Humla region – one of the most remote areas of Nepal
• Eichstätter Dienste: Product donations to a non-profit organisation for people with particular support needs
• Kindergarten donations: Regular product donations to childcare facilities in the region
• Kulturraum München: Financial donations for free cultural access for people with low incomes

Environment & climate justice:

• Pure Water for Generations e.V.: Actions for clean Danube water; financial support
• Fridays for Future: Participation in the climate strike September 2019; all online shop revenues for the day donated in full

Humanitarian engagement:

• United4Rescue: Civil sea rescue in the Mediterranean
• UN Global Compact: Active member; annual Communication on Progress (COP)
• Business Ambition for 1.5 °C: Climate targets aligned with the 1.5 °C pathway and registered with SBTi

Chapter 06 — Measures and action plan

Status: 15 May 2026

Collecting data & building knowledge:

• JEDI survey and evaluation: trilingual anonymous survey (DE/EN/HU) – completed 03/2026
• JEDI training for management, team leaders and employees – completed 03/2026

Policies & documents:

• Review of employment contracts for JEDI compliance – completed 06/2025
• Review of job posting templates; inclusive language; structured interview format – completed 10/2025
• Review of leave regulations for completeness and fairness – completed 12/2025
• Review of supply chain Code of Ethics for JEDI principles – completed 03/2026
• JEDI Policy with 8 articles created and adopted – completed 03/2026

Workplace measures:

• Two internal working groups established ("International Employees", "Work-Life Balance") – completed 07/2025
• Accessibility review of internal communication tools (WCAG) – completed 02/2026

Measures beyond the workplace:

• Accessibility review of www.pnz-shop.de (WCAG) – completed 12/2025
• Communication guide with inclusive language (DE/EN/HU) distributed to all employees – completed 02/2026

Next steps: Evaluation of the JEDI survey 03/2026 → derivation of concrete follow-up measures → update of this plan by 12/2026 at the latest. Progress will be communicated transparently – including areas where targets were not met.