Gabriel_Annual_Report_2024-25 - Flipbook - Page 64
CONTENTS // SUSTAINABILITY STATEMENT // SOCIAL – OWN WORKFORCE
Policies and processes
Gabriel’s policies for its workforce are integrated in
the company’s management system, which consists of
processes for the prevention, assessment, addressing
and mitigation of impacts and risks and enhancement
of opportunities relating positively or negatively to the
workforce.
The policies’ objective is to minimise identified negative
impacts and risks facing the employees and to pursue
the opportunities for promoting a healthy, safe and inclusive working environment with equal opportunities for
development and participation for all. Gabriel’s management system is the foundation for its ambition to
maintain and develop a positive working environment.
The management system includes the policies and processes below related to Gabriel's own workforce. The
policies are laid down and approved by the CEO and
apply throughout the Group.
Occupational health and safety policy
Gabriel provides a safe and healthy working environment with working conditions at least meeting applicable law. The objective is to prevent workplace accidents
and illness and minimise sickness absence.
Diversity policy
The policy is the foundation for the Group’s efforts within
diversity, which Gabriel understands in a broad sense and
which, in addition to sex, age, ethnicity etc. also covers
diversity of personal and professional skills.
Policy on wellbeing
The policy summarises guidelines for the psycho-social
and physical working environment, covers all employees in the Group globally and is integrated into Gabriel’s
group employee guide.
Flexible working policy
The policy is designed to accommodate the varying
needs of employees and define solutions that enable
them to better reconcile work, family and private life
while aligning employees with the corporate culture.
The need for flexibility changes through life and Gabriel
gives employees the opportunity to adapt their work life
to life in general.
IT policy
The policy contains guidelines on personal use of the
company’s IT and email systems. The company has
written GDPR policies and processes to minimise the
risk that personal employee data are leaked/shared.
Information and guidance is distributed to all employees annually.
Code of Conduct
Gabriel’s Code of Conduct sets out guidelines for responsible, ethical and respectful conduct among employees,
management and business partners. The objective is
to protect integrity and the environment and to support
Gabriel’s culture. The policies also set out human and
labour rights and proscribe human trafficking, forced or
compulsory labour and child labour. For more, see the
Business conduct section on page 74, which states that the
company’s policies comply with relevant internationally
recognised instruments such as the OECD Guidelines for
Multinational Enterprises and the UN Global Compact.
Group employee guide
The guide summarises guidelines, policies and practical information. It covers all employees in the global
Group and underpins a joint understanding of working
conditions, responsibilities and rights across countries
and functions.
Employee satisfaction surveys
Employee satisfaction surveys are carried out at company
level in the individual countries and the local management uses the results to identify focus areas.
Addressing negative incidents and whistleblower policy
An actual or potential material negative impact on
Gabriel’s own employees prompts action by Gabriel’s
management system. Gabriel’s group employee guide
describes what to do and who to contact in a situation
of discrimination, harassment or other inappropriate
conduct. It also contains Gabriel’s definitions of diversity, discrimination, equal treatment, inclusion and harassment and underlines that Gabriel has zero tolerance of discrimination and harassment of any kind. The
company believes that its existing efforts and policies
address material impacts in relation to particularly vulnerable employees. The operational responsibility is anchored in the local management and Group HR. Gabriel’s whistleblower policy can be used to report violations
of applicable law to enable remediation of the impact.
See the Business conduct section on page 74 for more.
Core values
The core values are essential to Gabriel as they feed in
to corporate culture. Integrity is one such core value and
reflected both in the company’s environmental approach,
its efforts in environmental transition and in social and
business conduct-related matters. In Gabriel’s view this
work has a positive impact on the workforce and contributes to job creation, upskilling and increased employee attraction.
Gabriel believes the company’s transition plans for reduction of negative impacts on the environment do not
negatively affect or pose material risks to its own workforce. On the contrary: the transition initiatives are considered a strategic business driver creating opportunities
for innovation, job creation and upskilling.
Occupational health and safety committee
The company’s occupational health and safety committee at head office in Denmark carries out statutory
workplace risk assessments (APVs) covering psycho-social as well as physical impacts. The committee consists
of employee and management representatives. It prepares policies with Group HR to be used as the starting
point for global health and safety policies, which are
determined and approved by the CEO. The committee
is a channel for employees to raise any concerns they
may have about negative impacts and opportunities
to improve the working environment, for consideration
by the company.
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