MYTILINEOS HOLDINGS | 2016 Sustainability Report - page 18-19

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MYTILINEOS HOLDINGS - SUSTAINABILITY REPORT
2016
6.2 Response to Stakeholders’ requests raised in the 2015 Engagement process
Main proposals/
recommendations
regarding Protergia’s
relationship with
its employees.
Main proposals/
recommendations
regarding Protergia’s
relationship with
its suppliers.
Key expectations of Stakeholders
Development of corporate volunteerism.
Actions addressed to families of employees that include
persons dealing with long-term unemployment or
health issues.
Support for the children of employees with top school
grades (Scholarships at universities abroad).
Training in the protection of the natural environment.
Incentives for the submission of proposals and
innovative ideas.
Personnel education and training in new technologies.
Briefing of suppliers on the findings of the evaluation
carried out in the context of the company’s Quality
Management System.
Implementation of a Supplier’s Code of Conduct.
Improvement and safeguarding of harmonious and
stable partnerships.
Support to domestic suppliers, where possible.
Introduction of sustainability criteria to the supplier
selection process.
contributions
concerning:
6
contributions
concerning:
5
Main proposals/
recommendations
regarding Protergia’s
relationship with
its clients.
Promotion of energy-saving issues.
Creation of a more friendly consumption monitoring
programme.
Promotion of Protergia's environmental footprint from
the operation of the RES projects it manages.
Continuous and reliable flow of information on services,
prices and offers.
Briefing of customers about Protergia’s CSR initiatives,
with the aim of having the customers themselves
participate in them.
contributions
concerning:
5
G4-27
Key issues raised & expectations of AoG’s
Stakeholders who participated in the special
thematic dialogue on “Health and Safety at the
Workplace”, carried out by the company in 2015:
Response
Further development of collective responsibility spirit, with regard
to Safety measures, so that each working team shows solidarity
with the other working teams and every employee cares for the
safety of his or her colleagues.
As part of the communication initiatives of the Health & Safety (H&S)
Activity, the message “CARE FOR OTHERS” has been included in the
form of videos, posters and screensavers. In addition, the message
“CARE FOR OTHERS” is also shown as the optimal maturity level in the
application of the Safety Culture Maturity Level Assessment tool.
Better approach to the foremen (and the middle-management
hierarchy in general) to help them understand their responsibility
towards their colleagues and to assume their role as leaders with
regard to Health & Safety issues, giving priority to Hygiene.
This issue is covered by the application of the “Management Safety
Visit” tool, which authorises the members of the middle-management
hierarchy to take preventive action regarding on safety issues. Seeking
to constantly improve the leadership skills of its personnel, in 2016 AoG
designed and has already launched a leadership training seminar for its
personnel (middle and senior management).
To introduce the role of the “observer employee”. This employee
will be entrusted with overseeing the correct implementation of
the Health & Safety regulations at the workplace. Where possible,
assignment of this role should include the rotation of roles and
jobs..
This was applied in AoG in the 1990s. It was later replaced by more
efficient tools, such as Management Safety Visits, Personal Safety
Action, Safe Occupational Movement, Safe Occupational Behaviour.
Toplacegreateremphasisonprovidingtheemployeesofcontractors
with training in Safety measures and in the consequences of non-
compliance with these.
The implementation of an annual training programme for the personnel
of associated contractors has been a key practice of AoG for many years
now. However, additional training man-hours are spent whenever
required and on any subject considered necessary.
To carry out a questionnaire-based survey, drawing on the OHSAS
18001 standard, in order to assess the Health & Safety culture,
strategy and results achieved by the company’s employees across
all levels of its hierarchy.
AoG has adopted this proposal by carrying out a special survey entitled
“Safety Culture Maturity Level Assessment”. The relevant findings were
evaluated and then incorporated in the H&S objectives for 2017. This
practice has expanded the list of safety tools used by AoG.
To introduce a procedure for employees to commit themselves, in
writing, to using the Personal Protective Equipment (PPE).
Following an evaluation of this proposal, AoG did not consider that its
implementation was necessary. Personnel are aware of the obligation
to use Personal Protective Equipment (PPE) (legislation, work rules,
work instructions). The use of PPE is always covered in the inspections
carried out by the senior management.
The key issues that emerged from the Protergia Consultation, according to the views of the company’s key Stakeholders and broken
down by main social impact category (employees, suppliers and clients), are presented in the table below:
G4-27
1,2-3,4-5,6-7,8-9,10-11,12-13,14-15,16-17 20-21,22-23,24-25,26-27,28-29,30-31,32-33,34-35,36-37,38-39,...68
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