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Sustainable Development Goals
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 our presence.

Management approach

The company shares social responsibility for the well-being of the regions where its enterprises are located: it improves people’s welfare by creating conditions for a healthy lifestyle, for decent work and the development of entrepreneurial activity.

We use an integrated approach in developing the following systems: management of organisational changes; recruitment and selection of personnel; training and development of personnel; motivation and remuneration; social guarantees; corporate information; respect for human rights; and non-discrimination.

Contribution

To resolve this task, our Company:

  • not only creates jobs at enterprises, but also contributes to the creation of jobs in the regions of its presence, including through the programme for development and support of entrepreneurship;

  • conducts a set of corporate social programmes in order to ensure a decent level of working conditions;

  • supports and develops existing enterprises, as well as builds new high-tech production facilities;

  • is a leader among domestic enterprises in terms of growth in labour productivity and makes efforts to ensure further growth through the introduction of new technologies and training of personnel, programmes to improve efficiency and optimise business processes;

  • purchases from SMEs in the regions of its presence on a priority basis.

GRI 203
Indirect Economic Impact
GRI 204
Procurement Practices

Commitments and Targets

Our goal is to work in accordance with the interests of the regions and continuously improve the social and living conditions of the personnel:

  • the new strategic cycle proposes building new high-tech production facilities and boosting fertilizer product output by more than a quarter (27.5 %) by the year 2025 vs 2018;

  • as a result of conducting promising investment-based production development projects in the Kirov, Volkhov and Balakovo branches of Apatit JSC (Cherepovets), more than 500 highly qualified jobs will be created by 2025.

Our Results

The company has invested >RUB 2 billion in developing a Russian regional sales network. Deliveries of mineral fertilizers to Russian farmers in 2020 amounted to 3.54 million tonnes, which is 12 % higher than the value of the previous year.

By developing production and creating new jobs, the Company focuses on the priority of employing residents of the region. In 2020, up to 97 % of the employees who worked at PhosAgro enterprises were local residents.

The expenses for the Company’s social programmes in 2020 was RUB 731.33 million. In 2021, we plan to more than double our spending on social programmes.

More detailed information is presented in the data book and Integrated reports.

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 Labour Organization, according to which work should be free, fairly paid, safe, socially protected and provide equal opportunities for all, remain relevant.

Management approach

We guarantee that all employees are employed on a voluntary basis. Our Company prohibits the use of child and forced labour.

In accordance with the adopted Code of Ethics, Personnel Management Policy, the Company does not allow any discrimination whatever it may be. It is mandatory for the employees to become familiar with the Code of Ethics. It establishes mechanisms for communicating all rules and norms to employees, declares the obligation of employees to know and comply with the provisions of the Code, to promote compliance with these rules and norms by other employees.

Contribution

To resolve this task, our Company:

  • is one of the most preferred employers in the regions of its presence;

  • attracts highly qualified specialists and efficient managers regardless of their gender, sexual orientation, religion, national identity or ethnic origin;

  • additionally supports people with disabilities, which is not limited only to observing the equality of the rights of candidates for employment. In particular, it introduces additional staff units specifically for such employees, and they make an important contribution to the development of the Company’s enterprises.

GRI 102
Overview
GRI 202
Market Presence
GRI 203
Indirect Economic Impact
GRI 401
Employment
GRI 404
Training and Education
GRI 405
Diversity and Equal Opportunity

Commitments and Targets

The Company’s goal is to maintain a working environment where there are no restrictions as to national identity, gender, age, religion and other identities protected by applicable law.

By the year 2025:

  • increase the employee satisfaction and loyalty index to 65 %.

Our Results

The Company’s employees, as well as other interested parties, may contact the PhosAgro hotline with regard to issues related to the observance of human rights and acts of discrimination in any forms, as well as other issues related to interaction between the employee and the employer. In 2020, no complaints by employees were communicated via the hotline with regard to human rights violations.

The employee loyalty and satisfaction index increased from 30 % in 2013 to up to 63% in 2020.

More detailed information about the main results of the Company’s activities in the areas of occupational health and safety and personnel development is presented in the data book and Integrated Reports.

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 Company’s activities, due to their specifics, are associated with difficult working conditions, risk of injuries, therefore, all our enterprises implement comprehensive programmes of measures to manage impact factors and the risks associated with them that have direct impact on both the Company’s employees and the employees of contractor organisations.

Management approach

The company provides managers, specialists and workers with the opportunity to undergo OHS training, both that required by national legislation and additional training on safety issues. A system of audits and inspections has been introduced aiming to ensure compliance with the requirements of state regulations and corporate standards of the Company. The biggest enterprise of the Company, Apatit JSC, is certified for compliance with the requirements of the international standard OHSAS 18001.

Contribution

To resolve this task, our Company:

  • pays particular attention to ensuring compliance of the existing occupational health and safety system (hereinafter, OHS) with legislative requirements and advanced international standards in this field, closely monitors and strives to apply state-of-the-art OHS methods in its activities;

  • constantly works to improve the occupational safety culture, to develop conscious employees’ attitude towards safety issues, identification of sources of danger and correction of dangerous actions and conditions by assigning a leading role in this process to managers at all levels, studying and applying best practices in the field of occupational safety and health.

GRI 102
Overview
GRI 402
Labour/Management Relations
GRI 403
Occupational Health and Safety

Commitments and Targets

By the year 2025:

  • reduce occupational injuries (by 10 % annually);

  • reduce the number of incidents (by 10 % annually);

  • improve the occupational safety culture development and management system.

Our Results

The company continues its course aimed at creating a safe working environment:

  • in 2020, the number of accidents decreased by 29 % as compared with the previous year;

  • in 2020, no fatalities took place at the Company;

  • the LTIFR indicator (per 200 thousand hours) for the main production sites shows a decrease from 0.23 to 0.11 in the period 2011–2020.

More detailed information about the main results of the Company’s activities in the areas of occupational health and safety is presented in the data book and Integrated Reports.

Other goals