Responsible action
in our own operations

PrismaLife is made up of dedicated and highly qualified staff who have been with the company for many years. We adopt a management approach that puts people first and actively embodies our corporate values.

Back in 2018, following an intensive process of discussion and development, PrismaLife drew up a set of core values centred on treating one another, our customers and our resources with care and consideration. The values process, initiated by senior management, has been and continues to be driven by the commitment of our staff. At PrismaLife, we operate in accordance with our internal Code of Conduct and Integrity: ‘together, thoughtfully and with enthusiasm’. These values provide a framework for collaboration and day-to-day operations. ‘Together’ stands for trusting collaboration, characterised by team spirit, reliability and mutual respect. ‘Mindful’ describes a careful and responsible approach to decision-making and the use of resources. Each individual takes responsibility for their tasks whilst keeping the bigger picture in mind. ‘Vibrant’ stands for passion, innovation and a zest for life.

Responsible human resources management is particularly important for the development of our company. This is because only with a team of well-trained, healthy and satisfied employees can PrismaLife position itself on the market in the long term as a specialist or niche provider. That is why our human resources policy aims to ensure the long-term retention of our employees, as well as to foster the development of their skills – both within the context of the company and on an individual basis – and to promote their health.

Another factor is the ability to balance family and work. PrismaLife offers excellent working conditions in this regard. The flexibility of working hours is particularly attractive: ever since PrismaLife was founded in 2000, we have offered our staff the option of working part-time. In the ‘Family-Friendly Liechtenstein’ survey conducted at the end of 2023, 84 per cent of PrismaLife employees surveyed agreed with the statement ‘All in all, I can say that this is a very good place to work’. The goal- and value-oriented management style practised at PrismaLife received particularly high approval ratings: 95 per cent of employees agreed with the statement ‘I can discuss issues relating to work-life balance with my line manager’.

Part of our efforts to ensure a future worth living is to manage and, where possible, optimise the consumption of resources and the climate-related footprint arising from the company’s operational activities. Key factors here include energy consumption and the associated climate-related emissions, primarily from business travel, journeys between home and work, and office operations. In addition, we consider issues such as paper consumption, waste and recycling, and water consumption within the company.

The guiding principle is: reduction and innovation take precedence over offsetting. Offsetting only makes sense where there are no options for reducing emissions and no scope for process improvements. In this way, we ensure that genuine reductions in emissions within our operations take precedence over the purchase of offset credits.