Corporate and & Social Responsibility

VPM Vermogensverwaltungs (Wealth Management) – AG regularly participates in projects and campaigns which involve social problems in order to accomplish its public obligations as a legal entity.

We think that advertising and handling corporate social responsibility routines in a correct manner is an essential aspect of maintaining and raising our merits and value. The fundamental approach regarding corporate and social responsibility (CSR) is displayed in our Code of Ethics that also includes the Basic Management Policy.

We also have a special CSR Committee, which is accountable for the proper handling of all these actions.

cFounder’s Principles
VPM Vermogensverwaltungs (Wealth Management) – AG has always been dedicated to supporting social progress. We feel that It is our public duty and is strongly related to the functional manifestation of our Founder’s Principles.

Code of Ethics of VPM Vermogensverwaltungs (Wealth Management) – AG
VPM Vermogensverwaltungs (Wealth Management) – AG set up a Code of Ethics that is valid inside the company; this Code is in accordance with our Founder’s Principles mentioned above and addresses the rules that management and every employee in our company is supposed to follow in regard to CSR and corporate governance.

Nurturing Human Resources with a Respect for Diversity
As of now, our team is comprised individuals from various countries and nationalities, which represents our respect for diversity and inclusion. One of the top concerns of our human resources is to maintain diversity and inclusion as it provides us with great advantages to have a truly diverse workforce.

Our company offers a range options for every employee and team member to become active, productive, and make use of their skills and individual talents. Furthermore, the Code of Ethics of the company discourages any form of discrimination that is related to nationality, ethnic origin, gender, age, religion, opinion, social status, physical disabilities, or any other form of identity aspects. During the interview, the analysis and selection of new employees are not based on the differences mentioned above. This is also true about the salary determination.

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