With idealo's inclusion agreement, we want to ensure an accessible workplace for colleagues with disabilities. We are proud that not only our severely disabled employees receive the legally prescribed five days additional annual leave, but also those with equivalent status. An action plan supplements our agreement in which the Representative for Disabled Employees, the Works Council, and the Inclusion Representatives define concrete measures for a barrier-free and inclusive working environment.

1. Idealo is an equal opportunity employer.
We are committed to the inclusion and active
participation of all employees at idealo.
Our commitment to foster diversity by creating an inclusive
environment for disabled and equivalent employees.

2. OUR APPROACH TO INCLUSION
Equal opportunities for all are important to us. This includes the
constant reflection of our corporate culture and an inclusive approach
to each other. Our long-term goal is to employ even more people with
disabilities than is required by law.
● We create a barrier-free working environment.
● We ensure a working climate in which all employees can admit to
being disabled without having to fear disadvantages.
● All employees, especially leaders, are sensitized to the topic of
inclusion.
● We encourage and support the qualification and further training of
disabled employees.

3. PREVENTION, HEALTH PROMOTION AND REHABILITATION
The occupational health and safety of all employees is important to
us. Therefore inclusion topics are part of our regular health
activities and campaigns by default. Our goal is to preserve the
workplace and to adapt the working environment to individual
needs. This applies to employees who could be affected by a
disability too.
● As part of our company integration management, handicapped
employees can always consult the representative for severely
handicapped persons, the company doctor and the integration
services.
● Support within the framework of company integration
management can include participation in medical and vocational
rehabilitation measures, but also vocational retraining and
qualification. This also includes individual support in case of a
performance-related change of job and/or work tasks.

4. PRIVACY
The privacy of colleagues with disabilities is particularly
close to our hearts. For this reason, personal data,
especially if it is related to the disability, must be
treated with absolute confidentiality and in accordance
with the applicable data protection regulations.

5. INCLUSION IN PERSONNEL PLANNING AND IN THE
APPLICATION PROCESS
We specifically examine employment opportunities for people with
disabilities. To this end, we are in regular exchange with the
Federal Employment Agency and the specialist integration services.
● Our job advertisements are explicitly directed at applicants with
disabilities. For applicants with disabilities, our representative
for severely disabled persons will be part of the interview and
hiring process.
● We adapt working and break times to the needs of handicapped
employees and find individual arrangements for the workplace
if required.
● Severely disabled colleagues receive the additional annual leave
of 5 days and it’s applicable for equivalent employees too.

6. THE ACTION PLAN ON THE INCLUSION AGREEMENT
Our inclusion agreement is supplemented by an action
plan. In this action plan, the Representative for
Disabled Employees, the Works Council and the
Inclusion Officer define concrete measures for a
barrier-free and inclusive working environment. The
parties involved ensure their actual implementation.

7. Discrimination and
exclusion have no
place at idealo.