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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

In the period from 2018 to 2021, the PhosAgro Group invested more than 2.5 billion rubles in the development of the Russian regional network.

In 2021:

  • The storage capacity of the network’s warehouse facilities exceeded 765 thousand tons, including the record capacity for Russia of 66 thousand tons of liquid mineral fertilizers;

  • The number of the network’s distribution centers reached 31 in 2021;

  • 97% of the employees of PhosAgro enterprises are the staff hired from the locals;

  • The expenses for the Company’s social programs amounted to RUB 1,353.3 million, which is 83% greater than in 2020.

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 2021, no complaints by employees were communicated via the hotline with regard to human rights violations.

In 2021, the Board of Directors and the Remuneration and Human Resources Committee paid special attention to human rights focusing on diversity and equality of genders. The discussion led to the key conclusion that every employee who works dutifully and has professional skills and competencies may apply for any position within PhosAgro Group, including in an executive role.

In 2021, the Company revised the Transparency Statement regarding the Modern Slavery Act and expanded the boundaries of responsibility to include suppliers.

The employee loyalty and satisfaction index in 2021 was 57% as compared to the 2025 target level of 65%, approved in the Strategy.

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 2021:

  • A reduction of 75% in the number of severe traumatic accidents was achieved as compared to the number in 2020—from 12 accidents to 3;

  • A reduction of 75% in the number of incidents as compared to the level of the year 2020—from 8 incidents to 2;

  • For two years in a row, there were no deaths among own personnel of the company;

  • Across the Staff of JSC Apatit and its Kirovsk, Balakovo and Volkhov branches, the overall LTIFR (per 1 mln of hours worked) was 0.85 (against 0.52 a year earlier), with the Cherepovets site of Apatit slightly improving its result from 0.42 to 0.40, and Balakovo branch achieving a zero LTIFR (against 0.48 in 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