PALFINGER has been committed to sustainability for more than 10 years. As a responsible employer, we produce sustainable products in an eco-efficient manner and we stand for fair business activity. In a four-part series, we now wish to introduce the four sustainability areas and how we at PALFINGER live up to them on a daily basis.


Interview with the sustainability area: FAIR BUSINESS

Economic efficiency is reflected in the goal of earning a profit as well as growing in a sustainably profitable manner. Subjects such as the Code of Conduct, diversity, corruption prevention, Integrity Line, and fair taxation are prioritized. MARTIN BINDER, Head of Corporate Counsels, will now answer some questions on the “Fair business” sustainability area.


1. Please tell us a little bit about yourself!

As head of the legal division, I have been advising the PALFINGER Group for nearly 15 years. During this time period, our sustainability management has evolved steadily alongside our significant growth. For me, this focus on sustainable economic activity was and still is an essential guarantor for my personal motivation to contribute to the further development of the PALFINGER Group. Human beings, the environment, and an equitable relationship are the priorities here. This is likewise reflected in our corporate culture and in our values – entrepreneurship, respect, learning. In this regard PALFINGER has a pioneering role in the industry, and that’s something we can be proud of!

2. What is your daily work routine like?

In my position, I deal with the legal framework conditions of our global corporate group and the drafting, auditing, and negotiation of all types of contracts. From the legal standpoint, many projects relating to company acquisitions are also part of our daily business in the division. We thus get well acquainted with other companies and cultures. And in cooperation with other specialists, we evaluate the extent to which an integration in the PALFINGER Group is possible and worthwhile.


3. What does sustainability mean to you? and how far has your area come in this respect over the last few years?

Human rights violations and corruption are neither economically constructive nor compatible with our values. Therefore, they are a no-go for PALFINGER. I consider identifying and minimizing the risks of this to be an essential job for my division. We have developed appropriate guidelines and cooperated in the (further) development of our Code of Conduct. Many of PALFINGER’s business partners have also come to recognize the volatility of these topics in recent years. And they gladly accept our Code of Conduct as a basis for good cooperation. In the scope of acquisition projects, we also pay close attention to the corporate culture, the understanding of leadership, and the business practice principles in the target company.


4. And what’s the outlook for the future? Where do you want to go?

There’s still a lot to do. The complexity in the PALFINGER Group is increasing, we are continuing to grow in the international environment. As a result, the cultural diversity at PALFINGER is becoming greater in terms of national cultures and because of (additionally bought) corporate cultures. I consider this diversity to be a positive thing. But at the same time we need to adhere to our fundamental values and communicate them, live them, and ensure them worldwide. This requires continuous and also more intense training and implementation of our intrinsic values. In this manner, PALFINGER will continue to develop in a sustainable manner over the long term.

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