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Limited complaints concerning METKA S.A. and PROTERGIA S.A. assessed, understood and resolved at the local level by the compa-
nies’ Management.
ACTION PLAN: We continue, through our open dialogue process with our Stakeholders, to understand and respond to their ex-
pectations, with a view to limiting complaints.
All Group Companies comply fully with the legal and regulatory provisions governing their operation.
The Group companies fulfil completely all their tax obligations, at the local as well as at the central level.
In 2013, we reconfigured the presentation of CSR issues in the consultation process (Dialogue Forums) with our Stakeholders and we
partially included Human Rights Protection and Anti-Corruption in the subjects covered. In this way, we achieved some progress to-
wards the target which we had set in 2013 to upgrade substantially the subject scope coverage of this process.
ACTION PLAN: (a) To fully include Human Rights Protection and Anti-Corruption as subjects in the consultations with our Stake-
holders. (b) To intensify our efforts to incorporate the results of the consultations with our Stakeholders in the development of
the business, social and environmental plans of our subsidiaries.
During 2013 a total of seven (7) accidents with interruption of work were reported in the Metallurgy & Mining sector, of which six (6)
in ALUMINIUM S.A. and one (1) in DELPHI-DISTOMON S.A.
ACTION PLAN: All seven accidents were thoroughly investigated, in accordance with the rules that we apply to ensure the Health
& Safety of our employees. The lessons learned have been absorbed and we have taken special corrective measures to prevent
such accidents from happening again in the future. Constant efforts are required, in line with our relevant policy, in order to achieve
the only acceptable target: “ZERO ACCIDENTS IN THE WORKPLACE”.
No incidents related to occupational diseases.
GENERAL DIRECTION: Constant efforts are required, in line with our relevant policy, in order to achieve the only acceptable
target: “ZERO INCIDENTS RELATED TO OCCUPATIONAL DISEASES IN THE WORKPLACE”.
Employee satisfaction ranges from 60% to 70%. NOTE: No change from 2012. This aggregate performance is a “guesstimate” from the
employee performance review process rather than from regular employee satisfaction surveys.
ACTION PLAN: To study and design a procedure for conducting regular employee satisfaction surveys in all our subsidiaries
companies by the end of 2015.
All Group companies have in place a formal education and training policy and take annual educational initiatives with clear objectives,
which are aligned with their business activities and with the needs of their employees. No change from 2012 as far as our target is con-
cerned.
GENERAL DIRECTION: We are planning the expansion of our educational programme during 2014, with the addition of sub-
ject areas that will combine more effectively the needs of employees with the Group’s social and environmental objectives.
The aggregate percentage of employees evaluated through the Career Development Review process applied by the Group companies
ranges from 81% to 90%.
GENERAL DIRECTION: Our objective is to achieve a percentage of employees receiving Career Development Reviews in excess of
90% by 2016, through the continuous improvement and systematic application of the Career Development Review procedures which
our subsidiaries have in place.
The aggregate percentage of employees recruited from the local communities where the Group companies operate ranges from 70%
to 85%.
GENERAL DIRECTION: No deviation from our policy on recruitment of employees from our local communities, whose objective
is to achieve a percentage in excess of 85% (always taking into account the particular characteristics of each one of our business
activity sectors).
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