Catalytic Instruments GmbH & Co.KG develops, manufactures and markets products to condition the exhaust and to allow accurate measurement of particle concentration. Our catalytic stripper technology is designed to remove the volatile compounds and to avoid renucleation effects by means of an oxidizing catalyst. The core technology was developed at the university of Minneapolis with a focus on environemental aerosols, today a growing interest is the investigation of combustion generated particles. The company was founded in 2013 and produces and markets the concept jointly with a key researcher Jacob Swanson from the University of Minnesota.

The technology has a broad range of applications, which have only been investigated in a narrow research and application area. Customized OEM solutions, integrated into particle measurement equipment or as stand alone solutions, we provide tailored units to meet specific customer requirements and research needs.


“To be a global leader in creating innovative solutions for conditioning emissions and accurately measuring particle concentration, driving excellence in research and positively impacting the world through our pioneering technology.”


“Our mission is to develop, manufacture, and market cutting-edge products that condition emissions and enable precise particle measurements with a creative technology.”


“We are dedicated to promoting diversity, equity, and inclusion in all aspects of our company, recognizing that the collaboration of diverse perspectives is essential for our collective success.”


This plan was last revised in September 2023.

Catalytic Instruments is proud to strive for diversity, equity, and inclusion. We recognize that harnessing the full spectrum of backgrounds, experiences, and perspectives within our team is not just an ethical imperative but a catalyst for our collective success. This plan underscores our intention to foster an environment where all employees can reach their full potential, where bias is confronted, and where we continuously evolve to mirror the diverse world that we serve. Our commitment to this plan is a tangible commitment to action, transparency, and accountability, ensuring that every step forward aligns with our core values and strategic objectives. The following is a broad overview of our goals and actions plans related to our efforts to achieve excellence through diversity, equity, and inclusion. Our goals encompass a holistic approach to promoting diversity, equity, and inclusion while providing clear action plans and methods for measuring progress.

  1. Increase Diversity in Hiring:
    • Goal: To enhance workforce diversity by actively recruiting individuals from underrepresented backgrounds.
    • Action Plan: Implement blind recruitment processes, expand recruitment sources, and collaborate with diverse professional networks and organizations to attract a broader talent pool.
    • Measurement of Success: Track demographic data of new hires regularly, comparing it to benchmarks and previous years. Success is demonstrated by a consistent increase in the representation of underrepresented groups.
  2. Equitable Compensation:
    • Goal: To ensure that compensation across all levels of the organization is equitable, regardless of gender or other factors.
    • Action Plan: Conduct regular pay equity audits, review compensation structures, and establish clear guidelines for salary adjustments based on objective criteria.
    • Measurement of Success: Regularly assess pay equity through audits and surveys. Success is achieved when gender and other demographic-related pay gaps are eliminated or significantly reduced.
  3. Gender Equality and Inclusion:
    • Goal: Achieve gender equality in all aspects of the workplace, including leadership representation and career progression.
    • Action Plan: Implement mentoring and leadership development programs for women, promote a culture of inclusivity, and actively monitor and address gender-based biases.
    • Measurement of Success: Track the percentage of women in leadership roles, monitor gender-based disparities in promotions and compensation, and regularly conduct employee surveys to gauge perceptions of gender equality.
  4. Cultural Competence Training:
    • Goal: Enhance cultural competence among employees to foster a more inclusive workplace.
    • Action Plan: Implement regular diversity and inclusion training programs that address unconscious bias, promote cultural awareness, and encourage open dialogue.
    • Measurement of Success: Collect feedback from employees after training sessions, track participation rates, and conduct surveys to assess improvements in the workplace climate and employee perceptions of inclusion.
  5. Accessible Work Environment:
    • Goal: Ensure that the workplace is physically and digitally accessible to all employees, including those with disabilities.
    • Action Plan: Conduct accessibility audits, make necessary accommodations, and develop digital content and tools that meet accessibility standards.
    • Measurement of Success: Regularly assess the workplace’s accessibility through audits and employee feedback. Success is demonstrated by a consistent improvement in accessibility scores.
  6. Supplier Diversity Initiatives:
    • Goal: Support economic inclusion and equity by partnering with a diverse range of suppliers.
    • Action Plan: Identify and engage with diverse suppliers, set supplier diversity goals, and actively seek opportunities to source from underrepresented groups.
    • Measurement of Success: Regularly assess the percentage of spending with diverse suppliers compared to the total supplier spending. Success is indicated by a growing percentage of diverse suppliers in the procurement portfolio.
  7. Inclusive Performance Evaluation:
    • Goal: Ensure that performance evaluations are free from bias and promote equity.
    • Action Plan: Train managers on unbiased evaluation techniques, implement standardized performance criteria, and monitor feedback for fairness.
    • Measurement of Success: Monitor the consistency of performance ratings and feedback across demographic groups. Success is achieved when performance evaluations are consistently fair and free from bias.


Details regarding wages, personal training and parental leave can be reviewed internally. Due to the low number of employees data privacy does not allow to publish these data.


Catalytic Instruments GmbH & Co.KG

Zellerhornstrasse 7

D-83026 Rosenheim

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