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It is Africa's highest mountain. The summit of Kilimanjaro reaches a height of 5,895 meters. For Carl Arntzen, director at Bosch subsidiary Worcester, the challenge was two-fold: He and his team of five management co-workers from the heat engineering company would set out to scale the icy summit and they also wanted the expedition to raise 50,000 pounds in donations for the South African children's aid organization SACRED. When Arntzen, a keen marathon runner and endurance sports enthusiast, was asked by his colleagues to take part in the fund-raising challenge, he was quick to agree.
The harsh winter that Britain experienced at the beginning of the year 2010 gave the heat engineering specialist the perfect training conditions. After all, he had to prepare for a grueling five-day tour, with five to six hours of climbing each day. Arntzen finally achieved one of his greatest challenges when, in the early hours of the morning on March 13, the team were able to take photographs from the summit.
And the expedition was also extremely successful in terms of its second goal. The team had collected almost 800 euros in donations for every 100 meters they climbed. As a result, reaching the summit enabled them to hand over almost 50,000 euros for several projects run by the aid organization SACRED.
The Bois de Boulogne has been the setting for “Courir Ensemble” for 12 years. Organized by Handicap International, handicapped and non-handicapped people run together in this charity race. Runners can opt for either a 5 or 10 kilometer course. A group of 45 Bosch associates took part in the latest event – all dressed in Bosch jerseys, of course. Just like the other 2,000 or so participants, they too wanted to raise awareness and understanding for handicapped people and make their wider integration easier.
And that is also the objective of “Mission Handicap”, which was set up at Bosch in France. The project comprises numerous activities designed to make associates more
aware of the issues surrounding integration and how to prevent discrimination. During a special awareness week, similar to the concept of “Courir Ensemble,” several Bosch associates each spent a day with an unemployed handicapped person, familiarizing them with their own area of activity.
“Mission Handicap” focuses in particular on people with visual impairments. Following on from seminars about eating in the dark and starter courses in sign language, a special event was organized during the soccer World Cup: Associates had the opportunity to play soccer with blind and visually impaired people. Over 150 people enjoyed playing “blind” passes.
It was five years ago that Conny Doeleke first visited Malawi, one of the poorest countries in the world. She had just completed training as a volunteer development assistant and had gone to spend six months in the Chilongoma region. In addition to her official task – helping to improve the ailing education system by providing courses at an education facility – Conny also launched a whole range of projects. She converted a grass school into a solid stone building, started up a beekeeping project and established a vegetable garden. By selling the honey and vegetables, the community was able to establish a modest income and make much-needed purchases.
In 2010, Conny returned to Malawi. She now works in solar cell production at Bosch Solar Energy. Two co-workers accompanied her on
her return trip and the team took with them 60 kilograms of donated equipment and a small financial contribution from the workforce. Conny's adopted family in particular was overjoyed to see her again. The Bosch associates distributed the donations, which included a large number of writing pads and pens, among the schoolchildren and the local schools.
Conny was also able to see how her earlier projects had developed. The beekeeping project had grown fifteenfold and the income from vegetable sales was paying the wages of two teachers. Conny hopes that the “Invisible Hope” foundation she set up recently will be able to support more projects in the future, such as providing power to hospitals.
With a name that could have been taken straight from the pages of a children's classic, the “Wilde Wanne” (literally: “wild tub”) daycare center in Stuttgart, Germany, is a daily adventure for almost 100 children and an island with a huge diversity of species. The children are divided into imaginatively named classes according to their age, with “Penguins,” “Dolphins,” and “Starfish” sharing a habitat with “Lion Detectives,” the “Pizza Gang” and “Gangster Bears”. The center is a home from home for children from ages 1 to 12.
On one day in the summer they received a visit from a group of adults. The 60 Bosch associates made a colorful troupe, although not much earlier they had been spread over four different departments and 12 locations including Karlsruhe and Reutlingen (Germany), Campinas (Brazil), and Solothurn (Switzerland).
The man behind the novel get-together was David Matzo. He wanted to organize an event for associates in his newly formed department that would help them get to know each other and promote team spirit, while also doing something useful for others. The “Wilde Wanne” was picked from a list of several favorites.
The day proved to be a memorable experience for all involved. The children got a new climbing wall and an upgraded playhouse and the garden was also spruced up. The memory of their group effort is still very fresh in the minds of the Bosch associates, who were brought closer together by this shared experience.
However, associates at other locations have also been busy working for the benefit of others.
The Bosch plant in Homburg is one of the first Bosch locations to be awarded energy management certification in line with DIN EN 16001
The development and certification of the energy management system at the Homburg location is part of the company's initiative to systematically cut CO2 emissions at the manufacturing locations of the Bosch Group worldwide. Cutting CO2 emissions is a top priority for the Homburg location, which has set up a dedicated steering committee to pursue this goal.
The Bosch Group is aiming to reduce CO2 emissions at its manufacturing locations by at least 20 percent compared to 2007 levels by 2020. To achieve this goal, the Homburg location has made cutting CO2 emissions one of the top priorities of its business excellence process. The comprehensive measures initiated by the CO2 steering committee include the development of an energy management system to EN 16001. The Homburg plant has a workforce of around 5,000 associates who produce, among other things, injectors and high-pressure pumps for diesel engines. The plant's environmental management activities have been certified regularly since 2003. This was the same year that the Homburg location started to base its activities on the EFQM business excellence model. In 2009, the Bosch plant in Homburg was awarded the Ludwig Erhard Prize in recognition of its quality management and improvement culture.
In addition to environmental management, the new energy management system has now also been certified by an environmental auditor. The energy management system is based on standard EN 16001, which came into force in 2009. It sets out standardized criteria for energy management systems throughout the EU. The energy management system at the Homburg location includes measures such as compressed air management, disconnection options for machines, systems, and equipment, and the identification of peak consumers or energy bottlenecks for analyzing the energy utilization of machines and systems. These measures are designed to cut the location's energy consumption and thus its CO2 emissions by more than 17,000 metric tons of CO2. Having completed the tests on the new energy management system, the Homburg plant is one of the first Bosch locations to be awarded an energy management certificate.