2025 - Page 3 of 13

The Role of Communication: Embedding Sustainability into Corporate Culture – Report from the BCSDH Communication Working Group Meeting

What is the digital carbon footprint of our communication? What tools are available to reduce it? How can communication contribute to sustainability? To what extent is sustainability a matter of self-awareness?

The working group meeting, held on September 23, 2025, began with measuring the carbon footprint of the participants’ social media consumption. The event was hosted by Virág Váraljai, Head of Marketing and Communications at MET Hungary, who welcomed the attendees. Ákos Jakab, Head of Technology and Innovation at MET Green Division, presented the sustainability achievements of the group.

György Huszics, Co-Founder and Managing Director of CARBON.CRANE, provided insights into the possibilities for reducing the digital carbon footprint. In a panel discussion moderated by Irén Márta, Tibor Hodik, Managing Partner of Progressive Advertising Agency, György Huszics, Co-Founder and Director of CARBON.CRANE, and Szabolcs Pécsi, Managing Director of HighVibes, explored the role of communication in achieving sustainability goals, along with the personal and broader challenges it entails.

The digital carbon footprint of corporate communication can be significantly reduced through conscious decision-making. The footprint of a single webpage largely depends on the size and format of the images used, the number of visitors, and also on how carbon-consciously the data is stored. Education plays a key role in this process.

The roundtable discussion highlighted the importance of ensuring that communication about sustainability remains within the realm of inspiring action. It must not be overshadowed by ecological guilt or fatigue that could paralyze meaningful steps forward.

25.09.2025

Transparency at all levels: the challenges of ESG reporting and the wage transparency directive

News

On September 18, the BCSDH ESG working group reached another important milestone: at a meeting held at the MagNet Community House, we heard first-hand experiences of preparing reports in accordance with the first Hungarian ESG law and gained insight into the details of the EU Pay transparency directive.

As Irén Márta, director of BCSDH, emphasized in her welcoming speech, our primary goal was for member companies to share their experiences and challenges through real-life examples, thereby supporting each other on the path to sustainability compliance.

In the first part of the meeting, representatives from MagNet Bank, ALTEO, Richter, and Grant Thornton shared their honest experiences with the process of preparing sustainability, CSRD and ESG reports.

Erika Barna, sustainability project manager at MagNet Bank, emphasized that reporting is not a goal in itself, but a tool for organizational renewal, cultural development, and deepening strategic focus.

Beatrix Szabó, sustainability and EBK director at ALTEO Nyrt., drew attention to the difficulties of the double materiality principle, new levels of data auditability, and the challenges of involving the supply chain.

Dorottya Magoss, Senior Sustainability Expert at Richter Gedeon Nyrt., and Dr. András Balásfalvi-Kiss, Partner at Grant Thornton Hungary, shared their experiences. They presented how the consultant helped the company with reporting and how they implemented cooperation with partner areas.

In the second half of the program, Zsófia Galambosné Dudás, project manager at BCSDH, presented the key points of EU Directive 2023/970 on pay transparency. The aim of the directive is to reduce the gender pay gap and eliminate wage discrimination, covering all employers regardless of size. Participants gained insight into the obligations companies must meet, from recruitment and employee information to reporting.

The event concluded with small group discussions, where participants were able to delve deeper into the topics discussed and share their best practices and dilemmas with each other. The working group confirmed that ESG compliance is not only a legal challenge but also an opportunity for long-term business value creation.

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19.09.2025

“A Fresh Spin, Not the Bin” – Upcycling practices at the Circular Economy Working Group meeting

News

Upcycling, or value-adding recycling, was the focus of the Circular Economy Working Group meeting on September 9, 2025, hosted by Dr. Gábor Farkas, managing director of SolServices Kft. at their office in Spitz-Villa.

Upcycling is the creative, value-adding reuse of waste or by-products, resulting in a product of higher value than the original. Unlike traditional recycling, which often results in lower quality materials, upcycling creates value. Ivett Takács, circular economy project manager at BCSDH, gave a brief presentation on the theoretical background of the topic, good examples, and the benefits available to companies.As an inspiring example of practical implementation, Bettina Bondár-Marosvári, Ayvens’ marketing and PR group leader, presented the company’s upcycling project. During the merger of LeasePlan Hungária Zrt. and ALD-Automotive Hungary Kft. and the rebranding process, the marketing materials of the two companies were not discarded as waste, but were recycled in a value-creating project. The end result was 250 bags, laptop bags, and backpacks used by employees. In addition, they also became tools for change management and internal communication.

Orsolya Jeney, founder and managing director of Upcycling Productions Kft., a unique business in Hungary, also introduced herself as the manufacturing partner for the Ayvens project products. Orsolya highlighted the opportunities of upcycling for individuals and companies through her personal journey.The second half of the meeting focused on the joint preparation of the Circular Economy Hotspot international conference, which will be held in Hungary for the first time between October 5 and 7, 2026. Led by Irén Márta, director of BCSDH, the participants began jointly planning the professional direction and focus points of the event. The working group once again demonstrated that the corporate sector is committed to circular solutions and is ready to think collectively for a circular future.

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10.09.2025

Professionalism, inspiration, community – BCSDH Team Building

News

Active recreation, quality time spent together, professional preparation, an inspiring environment, special culinary experiences – we held our two-day team-building event in Noszvaj, which was a great place and opportunity to strengthen our community and prepare professionally for 2026.

The program began with a new experience for many of us: we visited the caves of Noszvaj and the beehive stones of Szomolya on electric bikes provided by our member company, HelloVelo.

The active program was accompanied by delicious lunches and dinners with special flavor combinations, most of which were made from locally sourced ingredients by our accommodation, the Nomád Hotel Noszvaj.

We devoted our second day to professional tasks, moderated by Attila Kelemen, CEO of ProSelf International, in the spirit of the BCSDH’s three pillars: professionalism, inspiration, and community. The assessment of the current situation, the review of new methodologies, and the professional preparation for 2026 played a prominent role in this, with an emphasis on the European Circular Economy Hotspot organized under the leadership of BCSDH.

We would like to thank HelloVelo and ProSelf for their active support and we are confident that the inspiring environment and joint thinking will be put to good use in the implementation of the tasks ahead of us.

03.09.2025

Digital Awareness Week in cooperation with BCSDH – September 22-28

News

BCSDH has joined as a collaborating partner in Digital Awareness Week (DT7), which will be held between September 22 and 28, 2025, and is being organized in partnership with our member company, Carbone.Crane. This unique initiative is an awareness-raising program that provides a comprehensive overview of sustainability, cybersecurity, and reliable information in the digital world.

The organizers are dedicating a specific period of time—one day—to each topic, during which experts will summarize the most important information with the help of articles, interviews, and podcasts. In order to ensure that concrete steps are taken, challenges related to the topics will also be published, which participants will be able to join.

The aim of the program is to make the environmental, energy, and social impacts of digital technology visible to users and, as a result of the series of events, to articulate the need for #digital awareness and to develop conscious use based on this.

03.09.2025

SPAR: A strategic response to labour market challenges through internal development

Member News

The SPAR Talent Expand It! succession programme has successfully concluded and continues to thrive: its third edition has given new momentum to future leaders and key experts.

SPAR Hungary has successfully completed the second cycle and launched the third edition of its Talent Expand It! succession development programme, one of the company’s most comprehensive talent management initiatives. Launched in 2021, this 15-month development journey offers participants intensive professional and personal growth through training sessions, coaching, mentoring, and an international benchmarking trip. They also take an active role in strategic projects. The programme’s goal remains the same: to prepare future leaders and outstanding experts to tackle SPAR’s organisational challenges.

“Identifying, developing, and retaining talented and conscientious employees is one of the greatest challenges in today’s business world. In a rapidly changing market environment where knowledge is one of the most important competitive advantages, our key objective is to offer our colleagues a clear development path and real career prospects. The Talent Expand It! programme not only prepares the leaders of tomorrow but also reinforces the principle that investing in internal talent development is the best long-term strategy,” emphasised Ildikó Szijjné Kállai, head of HR at SPAR Hungary.

Regarding entry into SPAR’s internal programme, a renewed, multi-stage selection process was launched last autumn. Interested candidates could initially apply through an open call — not only via leadership nomination but also independently. Those who met the professional expectations (higher education qualification, language skills, and length of service at SPAR) progressed to the next stage, where they could demonstrate their suitability through an online Development Centre process. The selection decisions were made jointly by SPAR leaders and external HR partners, based solely on the candidates’ performance on the day.

The programme participants were divided into two groups: the High Performer (HIPE) group, which included young specialists who demonstrated outstanding results in a short period, and the High Potential (HIPO) group, comprising colleagues with several years of experience who show leadership potential and are ready to take on leadership roles within the next 1 to 3 years. During the programme, members of both groups acquire competencies that ensure their long-term professional and leadership development.

The experiences of previous years have confirmed the significance of the programme: 91% of the participants have been retained within the company, and the promotion rate has reached 75%. Although the programme does not automatically guarantee a career leap, many alumni already hold responsible leadership positions. Following the completion of the latest edition, the Talent Alumni community was also established, which continues to serve as a platform for knowledge sharing and networking. In addition to talent development, SPAR operates a comprehensive internal training system. The SPAR Online Academy offers more than 150 e-learning courses available to all employees of the company. In 2024, our colleagues completed over 65,000 digital learning modules, dedicating a total of more than 34,000 training hours to online learning. The courses include professional training, onboarding, IT security, and soft skills topics. The content follows a modern, storytelling-based educational methodology and is accessible nationwide, including via mobile devices.

SPAR’s goal is not only to create opportunities for development but to actively support it — from joining the company to becoming a key expert or leader. The Talent Expand It! programme has proven that there is a path to future career goals; it simply requires giving talented individuals the chance to prove themselves.

02.09.2025

Digital leap in HR – SPAR innovates with artificial intelligence and E-learning

Member News

SPAR welcomes its employees with a new career website, a modern recruitment system, and e-learning opportunities.

SPAR Hungary has completely revamped its career website and recruitment processes to reach potential employees more effectively, while maintaining a people-centric approach. The company’s goal is to support both applicants and the HR team with the most advanced technological solutions – whether it’s for applying, selection, or onboarding.

“SPAR Hungary is one of the largest employers in the country, with nearly 14,000 employees. For us, human resources are not merely an operational matter, but a strategic asset. That is why we place special emphasis on ensuring that even the recruitment process reflects the company’s professionalism, people-centric approach, and commitment to innovation. The aim of the newly introduced developments is to engage future employees across the country even faster, more efficiently, and in a more personalised way,” emphasised Ildikó Kállai Szijjné, head of HR at SPAR Hungary.

SPAR’s new career platform offers a user-friendly, clear, and mobile-optimised interface. Applicants can create personalised profiles, set their job search preferences, and receive automatic notifications about opportunities that match their interests. The document upload and application processes have been simplified, and the system ensures continuous communication between applicants and the recruitment team.

The new recruitment software fully digitises HR administration by covering the entire selection process—from position approval to sending out job offers. The system allows for quick, targeted management of job advertisements, real-time tracking of candidates’ statuses, and digital acceptance of offers. This paperless operation not only makes processes more sustainable but also faster and more transparent.

SPAR also integrates cutting-edge technologies into recruitment: AI-supported job advertisements and interactive avatars help authentically showcase the company culture. The AI-driven ads reach candidates in a personalised way, while the avatars provide an engaging experience of the company’s values and daily life.

Focus on digital learning

Internal development efforts at SPAR go beyond recruitment: the company places strong emphasis on employee education and growth. The SPAR Online Academy is a digital platform accessible to all employees. In 2024, our colleagues completed over 65,000 digital learning modules, dedicating a total of more than 34,000 training hours to online learning. Available courses include occupational safety and quality assurance training (machine operation, HACCP), specialised professional training (bakery, meat, fruit and vegetables), IT security courses, soft skills training, onboarding programmes, and even video materials from international collaborations.

The SPAR Online Academy also integrates the mentoring and onboarding programme as well as the Procurement Academy, offering new employees and managers the opportunity to evaluate the training process—thus supporting high-quality integration. Learning-dedicated devices, such as store tablets, are available in every store to ensure access for all staff.

SPAR’s goal is not only to bring employees into the organisation but to foster their long-term development within it. Therefore, the company is expanding its e-learning offerings even further, with particular attention to competency development and incorporating topics raised by employees into the learning materials.

02.09.2025

The European Commission has also recognized Jász-Plasztik’s achievements: positive decision on the mechanical PET recycling process

Member News

Jász-Plasztik Ltd. has been committed to high-quality plastic processing for 35 years. In addition to our wide range of technologies, we place great emphasis on reducing waste and thus on the topic of proper recycling. Recent years have highlighted that consciously designed product manufacturing can be a good foundation for a sustainable future.
It is important to mention that our company has been involved in the recycling of pre-sorted waste collected from the public for more than 10 years, namely PET bottles, PE bags, and lead-acid batteries. All of these recycled materials are integrated into the products manufactured by our company, thereby contributing to reinforcing the circular economy model.
It is well-known that plastics can be recycled very effectively when treated properly, and thus protecting our environment and promoting greater consumer awareness. Our commitment is clearly demonstrated by the fact that we support high-quality recycling with mechanical and material testing in our own R&D laboratory, and we even provide education for the next generation through university cooperations.
One of the activities of Jász-Plasztik Ltd. is producing packaging materials that are in line with the latest trends, with a strong focus on food packaging. For about 10 years, we’ve been operating our own PET bottle recycling line, where we use the washed PET granulate to make crystal-clear PET foils through extrusion, which is the material of our 100% RPET vacuum-formed trays and egg trays. In addition, we also have decontamination-granulation technology that produces high-purity plastic PET regranulate. This RPET granulate is a raw material that is 100% usable and food-contactable according to a certificate issued by the European Food Safety Authority (EFSA). This means that it can even facilitate the integration of PET beverage bottles into a circular economy model.

Our technological process was registered by the European Food Safety Authority (EFSA) in 2018 under the number EFSA-Q-2018-00529. The new Regulation 2022/1616 made it necessary to re-certify our existing process. As a result of the certification audit, our recycling technology received positive reviews from both EFSA and the Hungarian National Food Chain Safety Office (Nébih). Our company has thus received the identifiers RIN:HU3-2O1-0I6, RON:HU3-5FN-0O6 and RFN:HU3-7G6-0FT required for distribution within the European Union, which enables us to supply regranulates (that also serve as raw materials for beverage bottles) with a quality certificate in compliance with EFSA regulations. Our food industry partners are very satisfied with using our recycled raw materials for the production of their preforms and/or bottles. Of course, we also use it for all of Jász-Plasztik Ltd.’s consumer-available own-brand products, such as windscreen washers and ion-exchanged waters.

Lastly, in July 2025, the European Commission accepted our recycling process and officially acknowledged our performance. We’re proud that Jász-Plasztik Ltd. is proving that environmentally conscious plastic processing is possible. Furthermore, it is our personal mission to encourage our partners and consumer communities alike to build a shared, conscious, liveable future.

01.09.2025

E.ON facilities powered exclusively by renewables

Member News

Last year, the E.ON Hungary Group operated 70 sites entirely on renewable electricity and the company’s total CO2 emissions fell by 84 per cent compared to 2019 levels.

The E.ON Hungary Group has taken a major step forward in reducing greenhouse gas emissions in 2024. Since January of last year, around 70 of the company’s sites have been operating on 100% renewable electricity, thus reducing the firm’s annual CO2 emissions by more than 2,000 tonnes.

The emissions output of E.ON’s solar power plants increased by 30 per cent, and the company plans to install more solar facilities and invest even more into green energy in the near future. Total CO2 emissions related to the company’s operations decreased by 84 per cent compared to those for 2019.

Last year, E.ON spent more than HUF 160 billion on developing its electricity networks. By building new substations and energy storage facilities, it facilitated the connection of renewable energy sources to the grid. The smart grid roll-out also continued: 87,000 smart meters were installed in 2024, bringing the total number of those in operation to more than 520,000 by the end of the year.

The establishment of E.ON’s new headquarters is an important milestone in terms of the company’s energy efficiency. The new office building in Budapest has been awarded a BREEAM Excellent certification. E.ON has also carried out energy efficiency investments at its other properties, which have resulted in achievement of more than four times the previous year’s energy savings in 2024.

Last year, the company’s waste recycling rate was 96.9 per cent, and the proportion of domestic suppliers remained high at 96.5 per cent. The former figure provides impetus to circular economy development, while the latter is beneficial from an environmental perspective as well as demonstrating support for local business. The company implemented an HUF 235m in bird conservation measures at more than 300 locations throughout Hungary.

01.09.2025

E.ON helps ring 915 stork chicks throughout Hungary

Member News

E.ON experts provided hands-on support during this year’s stork ringing and assisted experts from the National Park Directorates and the Hungarian Ornithological and Nature Conservation Society (MME). In the counties of Northern and Southern Transdanubia, as well as in the vicinity of Budapest, the ringing involved placing bands on a total of 915 stork chicks in 297 nests in 199 settlements. The company spends hundreds of millions of forints annually on bird conservation measures.

Most of the bands were placed on chicks’ legs. The total number in Veszprém County was 253, followed by 157 in Győr-Moson-Sopron, 144 in Tolna, and 114 in Fejér County. Chics received a distinct ornithological mark that can be read from a distance. The metal bands help identify migrating storks, both in Hungary and distant destinations, that take flight in August. They provide information about their migration, mate selection, and return home next year.

There were significant age differences among this year’s baby storks, with several late hatchlings. During the ringing operations in June, experts found not only 7-week-old chicks, but also tiny, 1-week-old chicks that were not yet ready to be collared whose legs were banded at a later date. Some chicks which had fallen out of their nests in the spring and raised in an aviary, were released back into the wild among their peers of similar age during the collaring process.

50 settlements saw a higher than average number of nests with four chicks, and seven settlements saw nests with five chicks.

Bird tagging operations also provide experts with information about chicks’ health and are an opportunity to remove any rubbish or hazardous materials from nests. Baling twine, which can cause chicks serious injury, was cleared from numerous nests.

E.ON cooperates with national parks throughout the year to protect storks and other birds, and provides support for nest building and repair, nest cleaning and chick rescue.

01.09.2025