Goal 8
Decent work and economic growth
Target 8.3
Promote development-oriented policies that support productive activities, decent job creation, entrepreneurship, creativity and innovation, and encourage the formalization and growth of micro-, small- and medium-sized enterprises, including through access to financial services.
Impact of stakeholders We have both direct and indirect impact on the creation of jobs in the cities of its presence.
Contribution
In this role, our Company:
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Not only creates jobs at its companies, but also contributes to the creation of jobs in the regions where it operates. In 2019, the Company invested over RUB 800 mln in the Khibini Airport and Tirvas Sanatorium infrastructure. In five years, the aggregate tourist flow has seen a more than 300% rise, exceeding 175,000 people in 2019;
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We carry out a number of social programmers focused on improvement of working environment;
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Being a leader in terms of labour productivity growth, the Company strives to push it even further by introducing new technologies and staff training, as well as running efficiency improvement programmers and streamlining business processes. Every year from 2013 to 2019, we increased our labour productivity by some 18%;
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Purchases from SMEs in the regions of its presence.
GRI INDEX
GRI 202-1
Ratios of standard entry level wage by gender compared to local minimum wage
GRI 204-1
Proportion of spending on local suppliers
Management approach
Our Company uses an integrated approach in developing the following systems:
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organizational change management system;
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personnel recruitment and selection system;
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personnel training and development system;
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motivation and remuneration system;
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system of social guarantees;
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corporate information system;
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respect for human rights and non-discrimination.
Our Company has developed and implemented a set of Social and Personnel Management Policies.
Company Commitment
We commit itself to supporting and developing existing companies, and to building new high-tech manufacturing plants.
Strategic goals
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In the new strategic cycle, we plan to build new high-tech production facilities and boost fertilizer output by more than a quarter (27.5%) vs 2018;
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Apatit (Cherepovets) expects that production development investment projects implemented at its Kirovsk, Volkhov and Balakovo branches will create more than 500 new jobs for highly qualified employees by 2025.
Target 8.5
By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
Impact of stakeholders The fundamental principles of the International Labor Organization, according to which work should be free, fairly paid, safe, socially protected and provide equal opportunities for all, remain relevant.
Contribution
We are one of the most preferred employers in the regions where it operates. The main goal is to recruit highly qualified specialists and effective managers irrespective of their gender, sexual identity, religion, or nationality or ethnicity.
We go beyond simply observing equal rights of candidates to employment, but additionally supports people with disabilities. In particular, our Company introduces jobs specifically for such employees, and they make an important contribution to the development of our facilities.
GRI INDEX
GRI 202-1
Ratios of standard entry level wage by gender compared to local minimum wage
Management approach
Our Company has developed and implemented a set of Social and Personnel Management Policies.
PhosAgro’s current Risk Assessment Procedure covers human rights risks, including issues related to modern slavery. The assessment did not identify any such risks within PhosAgro Group companies.
Company Commitment
In accordance with the PhosAgro Code of Ethics and Personnel Management Policy, the Company does not allow any discrimination in any form. The Code of Ethics is mandatory for all employees. The Company guarantees that all employees are employed on a voluntary basis and prohibits the use of child or forced labour. The Code of Ethics determines how rules and standards are shared with personnel and declares that it is mandatory for employees to be familiar with and comply with the Code, while also promoting compliance with its rules and standards for other workers.
Strategic goals
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Increase employee satisfaction and loyalty rate from 57% to 65%;
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Increase the average number of annual training hours per employee by 50% to 123 hours in order to boost performance.
Target 8.8
Protect labour rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment.
Impact of stakeholders The fundamental principles of the International Labor Organization, according to which work should be free, fairly paid, safe, socially protected and provide equal opportunities for all, remain relevant.
Contribution
The Company strive to:
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Place a great emphasis on making our health and safety system compliant with applicable laws and the highest international standards. We carefully monitor and seek to implement the best practices in this area;
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On top of that, we are consistently improving our safety culture, employee responsibility and awareness, hazard identification procedures and danger prevention measures by putting managers at all levels in charge and applying the most advanced health and safety techniques.
GRI INDEX
GRI 202-1
Ratios of standard entry level wage by gender compared to local minimum wage
Management approach
In its work, the Committee relies on the principles of social partnership. Its members interact with the Company’s executive body responsible for health and safety, state supervisory bodies overseeing compliance with Russian health and safety laws, other government’s watchdogs, and the Company’s trade union.
Our executives together with blue- and whitecollar staff take OHS training as required by the national laws, as well as additional safety training. Our Company has introduced a system of audits and inspections to ensure compliance with statutory requirements and corporate standards. Apatit, our largest enterprise, is certified for compliance with OHSAS 18001.
Company Commitment
We view the life and health of our people as our top priority. As part of our commitment, we focus on creating a safe and healthy working environment for our employees, contractors and suppliers and also make it an essential component of our sustainability strategy. Our aim is to completely eliminate fatalities, take a leading position in terms of key health and safety indicators, and achieve the highest standards in this domain.
Strategic goals
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Reduce workplace injuries (by 10% annually);
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Reduce the number of incidents (by 10% annually);
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Improve the health and safety management system and culture.