3.2 New working world: ‘new normal’ The coronavirus pandemic has also changed the world of work. Working from home has been the order of the day for many employees at our German locations since March 2020. However, what will the world of work look like after the coronavirus pandemic? Will employees spend every working day back in the office? How will you be able to work most efficiently in the future and where will which task be completed most effectively? The concepts of new work, ‘new normal, new work’, deal with precisely these questions. Remote work, working digitally, working models, office concepts, etc. are just a few keywords that also influence Festo. As an attractive employer, Festo is therefore already working on its first pilot projects. Four pilot projects Festo is currently running four pilot projects in which colleagues are testing a possible working model of the future: flexibly switching between remote and in-person work. The idea is to work without a fixed workplace, with bookable work options in different zones – e.g. a quiet work zone, a communication zone or a meeting zone. The pilot projects will test whether such a flexible working model makes sense for the first time – and, above all, what needs to be taken into account in everyday working life. The biggest change will probably affect one’s own desk one day: there should only be a few workplaces that are permanently designated to certain people. For example, colleagues that reliably work in the office almost every day. With the first pilot projects, Festo hopes to gain insights into what an office working environment could and could not look like in the future. Revolving mobile and in-person work Mobile work has established itself as an important supplement to working in the office. And also among the participants of the pilot project, the tendency is clear from the start: in future, the majority want to intermittently take advantage of mobile work and therefore not be permanently present in the office. In the pilot areas, Festo is therefore currently testing the shared-desk model and standardised equipment such as a docking station and monitor. Social solidarity However, social and collegial solidarity should not be underestimated as part of the transformation of the world of work. Therefore, the question is: how can Festo manage to combine ‘the best’ of both worlds and integrate this into everyday work on a long-term basis? Findings from pilot projects influence the new normal at Festo Regular feedback opportunities will be held to record and reflect on the experiences of the colleagues in the pilot projects: how will the shared desk work, for example? What (perhaps still unforeseeable) obstacles are there? The pilot projects were carried out in coordination with industrial safety, the works council and in accordance with the specifications for occupational health and safety. Our offer of individual organisation of working hours goes beyond the models regulated by law in some countries (part-time work, parental leave and care leave). Self-determined and flexible working enables a better work–life balance in the age of digitisation. In this context, mobile work is a format in which the work tasks can also be fulfilled outside the company premises. All employees in Germany – regardless of whether they work parttime or full-time – receive fair overall remuneration and attractive social benefits such as: • L imited places in nurseries for children of employees. • F amily service and social counselling by external counselling partners. • Holiday care for children of employees. • Company pension scheme. • S ocial fund for special financial burdens (Freud- und Leidkasse). • Variety of sports and health offers. • F urther training (face-to-face and e-learning) and innovative learning offers. • Options for bicycle leasing with employer subsidy. • S ubsidised canteens or meal subsidies for our branch offices. 3. People at Festo • Discounts on various discount portals and with regional partners. • D iscounts on local public transport at the Esslingen site. • Special leave (e.g. wedding, moving house or birth of child).  GRI 401-2 Total remuneration and collective agreement The total remuneration package consists of a monthly basic salary, a performance-related remuneration component and a number of additional benefits such as a company pension scheme. This enables fair remuneration for personal performance and promotes employee motivation. Remuneration is based on tasks or activities and is therefore independent of gender.  GRI 405-2 The appreciation and responsibility towards our employees is reflected in good remuneration and working conditions, which at least meet all relevant local and legal requirements. In Germany, the companies Festo SE & Co. KG, Festo Didactic SE, Festo Polymer GmbH and Festo Vertrieb GmbH & Co. KG are subject to the collective agreement of IG Metall.  GRI 102-41 3. People at Festo 26 27 Festo SE & Co. KG Sustainability Report 2021 Festo SE & Co. KG Sustainability Report 2021