Plastic Omnium - 2018 Registration Document

3 STATEMENT OF NON-FINANCIAL PERFORMANCE CSR integrated in the business lines www.plasticomnium.com PLASTIC OMNIUM 2018 REGISTRATION DOCUMENT 106 The Division has recently acquired a new tool to fully assess the problems, motion capture sensors fitted on an operator to record their positions and movements, and to directly rate the problems. This tool will be used at the project design phase and directly with suppliers to approve workstations. It is the portable equivalent of the AlphaVision room at the Clean Energy Systems α -Alphatech center. At the end of 2018, 76% of Intelligent Exterior Systems workstations had been rated, in addition to the 86% ranked at Clean Energy Systems. 3% of workstations required adjustments. In 2018, best practice within Intelligent Exterior Systems was compiled for workstations; it will be included in the program in 2019. Training has also been an important working focus in the ergonomics program. In 2018, two e-learning modules were added to the MyLearningPlace platform: “Ergonomics – the basics” for all employees, and “Design ergonomics” which is specifically for the engineering teams that design the workstations. In 2018, 50% of concerned employees completed these modules. Therefore, the number of occupational illnesses declared and recognized – mainly musculo-skeletal disorders – remained stable. 2016 2017 2018 Proportion of workstations assessed Unavailable Unavailable 82% Number of occupational illnesses declared 17 12 14 Number of occupational illnesses recognized 15 9 10 At the same time, the ergonomics experts at Intelligent Exterior Systems are involved in a discussion platform to identify and assess future technologies, such as exoskeletons. The risk linked to use of chemicals is also being closely monitored with the help of an external partner. With the sale of the Environment Division, the number of chemical products used has fallen compared with previous years: from almost 3,000 products to 1,770 in 2018. 87% of these products were checked for the chemical risk they pose. The Plastic Omnium policy on chemical products is designed to be more stringent than legislation, and the Group intends to replace all CMR (Carcinogenic, Mutagenic, Reprotoxic) products and products containing SVHC (Substances of Very High Concern), as soon as technical solutions exist and without waiting for legislation to adapt. Concerning the working environment on the sites, sound, light and temperature levels are regularly monitored, and steps are taken to optimize working conditions, where necessary. EMPLOYEE ENGAGEMENT 3.2.2.3 Employee engagement is especially important for Plastic Omnium, due to its family roots. Proximity and recognition are the pillars to motivate employees and create a pleasant working environment conducive to high quality work. The image that the Company projects to external stakeholders is also closely linked to employee motivation. A regular engagement survey enables the Group to understand what motivates employees and what holds them back. Following the 2016 study, over 600 actions were implemented to strenghten the feeling of belonging; improve the quality of life at work and employee loyalty. At the same time, regular action plans at Group or local level are being implemented, and communication and integration actions have been stepped up to enhance proximity: telephone conferences for 400 managers of each Division, management meetings and site visits by senior management. In 2018, the number of collective agreements in each Division and/or business line increased. The organization of campuses and local events boost the initiative further. At the same time, the Group’s employee engagement actions are constantly being improved: team management: training programs for managers such as “Starter”, ● “Driving Success”, “Leading Manufacturing” and now “Booster” are one of the responses proposed by the Group to create a shared management culture within the Group; organizational efficiency and well-being at work: the Group focused on ● ergonomics on workstations, while local initiatives have been implemented to improve working conditions (such as a review of the way overtime hours are managed and experimentation of remote working); career management and development: careers and training are ● managed in OPteam which publicizes internal openings to promote mobility; training paths are decided in individual interviews. Annual assessment interviews are in a format decided by the Group; this format is being reviewed to include a peer assessment; recognition of work accomplished: the introduction of the HSE Awards ● by Plastic Omnium for sites and the Innovation Awards for employees showcase remarkable initiatives and encourage excellence. SOCIAL DIALOGUE 3.2.2.4 Social dialogue is key to providing a motivating work environment for employees. It also ensures a good Group image and avoids any downtime. In its Code of Conduct, the Group’s second commitment is to respect freedom of expression and social dialogue: employees’ rights to form labor unions and/or organize their representation in compliance with applicable legislation are recognized. Plastic Omnium will notify and/or consult employees or their representatives on matters covered by local regulations. In 2018, the Group dealt with two major issues in particular: the disposal of the Environment Division and the project to transform Compagnie Plastic Omnium’s status. Major dialogue took place with the European Consultation Board to successfully complete these two decisive stages for the Group. Both of these consultations were successful, and the projects put forward were unanimously approved by all of the social partners concerned. Discussions on the disposal of the Environment Division made it possible to manage the transition with the buyer which was well received.