employees in 2018
Our company proactively encourages and supports employees to take ownership of their career development. GRI 102–8
Important material topics related to our employees which are defined in the Materiality Matrix 2017/2018:
|Topic||Target 2018||Status||Target 2019|
|Fair treatment of workers||New Code of Conduct||Published in 43 languages||Implement on a global level|
|Employee relations and engagement||Survey Employee Satisfaction (“Pulse Check”)||Positive feedback and employees’ opinions collected||Working on actions to improve and prepare and share the new survey mid of 2019|
|Occupational Health and Safety||“Get Home Safe” Campaign||Middle East and Africa: 1,000 employees were trained in Defensive Driving. Campaign introduced in North and South Asia Pacific regions||“Get Home Safe” Campaign will be further rolled out to other Kuehne + Nagel regions|
Raising Diversity Awareness
In a multinational company operating globally, diversity is substantial. At Kuehne + Nagel, we do not differentiate our employees by their age, gender, religion, race, or sexual orientation. We are committed to continously building a diverse and inclusive workplace with equal opportunities for all employees.
To reinforce our diversity approach, the Equality & Diversity Policy was implemented at a regional and local level. The Policy’s purpose is to promote equal treatment for all colleagues or potential candidates, and to ensure that this is managed in such a way that the company complies with the Code of Conduct. Our Human Resources department is responsible for ensuring the implementation, maintenance, review and updating of this policy.
The policy is applicable to all colleagues, including part-time and fixed-term colleagues, contractors, casual workers and agency staff, as well as all job applicants. The policy has particular relevance to all those concerned with recruitment, training, promotion procedures and / or decisions, disciplinary and grievance procedures, and termination of employment.
The principles of non-discrimination and equality of opportunity also apply to the way in which colleagues treat visitors, clients, customers, suppliers and former colleagues. We are working hard every day to improve relationships between employees and to bring the factor “care” to everyday business. We strive and focus on training our managers. In such trainings we include explanations of what the policy means to the company and its effects on all colleagues, for instance, we explain the different forms discrimination can take (e.g. direct, indirect, victimisation and harassment) and provide guidance on the danger of generalised assumptions and prejudices.
For us, diversity means more than recruiting and fostering a diverse workforce. It is a way of thinking differently and making sure we are getting the best ideas, effort and performance from all of our people. GRI 102–8
Kuehne + Nagel’s diversity approach also encourages women to develop into managerial positions. Some of the actions have already begun to be carried out through workshops, mentoring programmes and working on sharing best practices between women.