Objective 5 - Equal opportunity, diversity and respect
| All sites must develop and implement a local plan to apply the group policies for equal opportunity and diversity, respect of Human Rights and Umicore’s Code of Conduct. |
All sites have implemented Umicore’s Code of Conduct and the Human Rights policy. Some sites are still in the process of drafting and formalising their local action plans to address equal opportunity. During 2007, no site reported specific potential risk concerning non-compliance with the Code of Conduct, including the Group’s Human Rights policy (figure 5).
In order to raise awareness amongst all levels of staff of the importance of these policies, a training kit was devised in the form of a board game. The “Umicore Way game” offers managers the possibility of organizing a 2-hour training session with their teams. The training helps employees to reflect seriously, albeit in a playful manner, on the importance of a range of policies (Code of Conduct, Human Rights, Sustainable Development) in their daily work. The material was designed and tested in pilot groups in 2007 and will be fully rolled out in 2008.
The percentage of female employees continued to grow at all levels of the organisation, especially following the carve-out of the Zinc Alloys business, except at the senior management level (figure Gender Balance). The number of female senior managers remained constant. In the course of 2007, of those promoted into senior management positions, none were women. The ratio of female employees reveals important differences between the regions, China marking the highest ratio with 40% women.
In the course of 2007, panel discussions were organised between the top management of the company and groups of female managers to further identify career barriers and initiate actions to remove them. During the Talent Management review Human Resources highlighted the need for gender neutral assessment of growth potential.
In France a proposal was voted into law at the end of 2005 obliging companies to ensure that at least 6% of the workforce is compromised of workers with a handicap. On a country-wide level, our French operation started with a ratio of 4.5%. The site of Bray is taking the lead in a pilot project. Meetings were held with the unions and the employees to raise awareness for creating an adapted working environment for colleagues with a handicap. Simultaneously, all work stations are being reviewed to possibly open them up for disabled people (either to allow people to continue working for the company or to attract new handicapped employees). The Bray site reached a ratio of 9%. Other French sites will learn from this experience, which will also be shared internationally.
Umicore on the way to sustainability