We are reliant on our employees to deliver our Purpose and Mission and we strive to attract and retain the best people by promoting ourselves as an employer of choice. This is fundamental to our success.
People are more attracted to work for businesses that can demonstrate a clear purpose that benefits society beyond the pursuit of profit and the economic benefits to shareholders. It is important for our business to match their aspirations in this regard, and to go beyond delivering on the basics of the employer/employee relationship, such as:
– complying with all relevant labour-related laws:
– keeping our employees healthy and safe at work and, as appropriate, provide information and support for them to lead healthier lives;
– respecting the human rights of our workforce in relation to fair pay and working hours, freedom of association and collective bargaining, diversity and anti-discrimination and no forced, bonded or child labour;
– providing opportunities for employees to develop in their roles and acquire new skills.
Engagement with employees occurs through a number of channels, including regular updates posted on our Group-wide intranet, ‘town hall’ meetings in all our operations, updates from our CEO and other members of the leadership team, and through dialogue with union representatives and works councils. As a further communication channel, we also operate a whistle-blower system.
A business has a fundamental duty of care to ensure its employees are kept safe at work, and that their health is not impacted as a result of their employment. Our largest manufacturing sites all have a dedicated EHS Manager (who report to local management at the facility) and there is a Global EHS team which leads on drafting policies, auditing operations against the policies and standards, and providing advice and support to local teams.
The Company has developed 22 H&S policy standards, covering both our EHS management system and specific H&S topics. These policies are available on our intranet and training has been undertaken by the vast majority of the management team personnel at our operations locations. Extensive benchmarking has been completed across all manufacturing locations in 2017, with audits identifying best practices, gaps, and opportunities for strengthening H&S management systems, internal audit programmes and risk assessments.
For detailed information on our 2017 performance and activities please see our Corporate Responsibility Report.
We support the ten principles of the United Nations (UN) Global Compact, the UN Universal Declaration of Human Rights, and the UN Guiding Principles on Business and Human Rights. We have incorporated these concepts in our Human Rights and Labour Standards Policy, which also reflects International Labour Organisation ( ILO) conventions, and applies to all ConvaTec employees.
This Policy builds on our existing Code of Ethics and Business Conduct. All employees are required to complete the training relating to the Code every year. Together, the Policy, and the Code, cover a broad range of human rights issues. We established a cross-functional Human Rights Steering Committee to guide our approach.
Diversity, including gender, age, ethnicity, nationality and experience, enhances our ability to achieve our Purpose.
Our gender diversity strategy focuses on three areas:
––Leading, Promoting and Educating – establishing policy statements, forming appropriate governance, setting up employee engagement forums and enhancing existing eLearning capabilities around diversity;
––Building, Developing and Promoting Talent – focusing on promoting and developing a diverse talent pool at senior levels;
––Sourcing Talent – actively sourcing a diverse range of candidates for all senior roles.
We track employee diversity through our human resource systems and our Board will review metrics as part of their assessment of executive management.
Our employees are critical to our success and we want to create an environment where everyone can fully contribute. To help our employees progress their careers and also ensure that we have the right experience and skills across the Group and a pipeline of talent for the future, we invest in training and development opportunities which are underpinned by policies, systems and technologies which we embed across the Group.
Every employee should have a development conversation with their manager each year focusing both on short-term development needs to support performance, but also, their longer-term career progression. Employees with access to our online Performance and Talent Development portal are able to drive their performance development reviews, setting agreed objectives and reviewing their performance throughout the year with their managers.
For more information on our approach to employee development, see our Corporate Responsibility Report, and our Annual report [LINK].