One Group Culture

Promoting human rights sensibility, awareness and education across the Group is one of our 26 roadmap goals.

Cementir's Human Rights Policy, Supplier Code of Conduct and Group Code of Ethics aim to support and guide management and employees in ensuring compliance with international standards, including the United Nations Declaration of Human Rights, ILO Conventions and the OECD Guidelines.
We recognize these international principles for respecting and promoting fundamental human rights in every geographical area in which we operate and in our business relationships.

Starting from 2020, Cementir is committed to verifing the effective compliance of each company for the following area: Child Labor, Forced Labor, Non-Discrimination, Conditions of employment, Security and Supply chain management, Community Relationship, Customer Management and Diversity, Equity and Inclusion. The results of these assessments are included in the annual Group sustainability reporting process and serves as further evidence of our commitment to operating responsibly. In 2023, the activity was carried out in the companies listed below, with a coverage of 100% of Cementir’s workforce worldwide, involving the following countries: Belgium, Denmark, Norway, Türkiye, United States, China, Malaysia, Egypt, Italy and Poland.

The results of these assessments are included in the Cementir Group's annual sustainability reporting process and serve as further evidence of the Cementir Group's commitment to responsible operations.

Human Rights Audit performed in 2023

The analyses carried out highlighted that internal operations are considered to be in line with internationally recognized human rights and no risks were identified during the audit activities. In accordance with applicable legislation, the Group has established a whistleblowing system to report suspected human rights violations and any other potential violation.

In 2023, the Human Rights assessment was conducted by the Group's main legal entities, covering 100% of Cementir's workforce worldwide.

In an international Group like Cementir the real added value is represented by the enhancement of diversity, equity, inclusion and multicultural integration. Analysis of 2023 data on personnel distribution shows that 87% of employees are male. This is widely linked to a high prevalence of men amongst blue collar employees (the main category of staff).

In recent years, we have adopted measures to promote equal gender treatment and opportunities within the entire company organization, starting with the definition of a Group value system and a model of Group skills and behaviors in which the concepts of inclusion and enhancement of diversity are strongly represented.

With this purpose the Group Diversity, Equity and Inclusion policy, published in November 2022, establishes some guidelines in the Cementir Group that promote a culture of respect for diversity, work equality, non-discrimination and the inclusion of labour groups in Cementir Holding. Through this, it strives to ensure equality of opportunities for group employees. The Group Diversity, Equity and Inclusion policy is part of the DEI roadmap, which also includes the definition of a specific action plan including the entire population of the Group.

The publication of the policy was followed by the launch of a new Diversity, Equality and Inclusion training course for employees to raise their awareness of inequalities and prejudices, but above all to strengthen policy development and ensure the creation of a safe and fair workplace for all.

The Group Internal Audit defined a work program for diversity, equity, and inclusion (DEI) audit. Starting from 2022, the diversity, equity and inclusion self-assessment was launched becoming integral part of Internal Audit process. The audit monitors the application of Cementir’s core equity and fairness principles to: hiring processes, compensation levels, annual salary reviews and promotions, work-life balance arrangements and events to foster interest in technical careers among women.
In 2023, the activity was carried out in all the Group’s companies, with a coverage of 100% of Cementir’s workforce worldwide, involving the following countries: Belgium, Denmark, Norway, Türkiye, United States, China, Malaysia, Egypt, Italy and Poland.
The analyses highlighted that internal operations are in line with internationally recognised Diversity, Equity and Inclusion principles, and furthermore that no risks were identified during the audit activities.

We have implemented an integrated management and development plan for our resources with the aim of spreading a culture of talent that attracts, develops, involves and retains people.

We have outlined a group policy for the hiring, evaluation and personal development of our people also through online evaluation tools. The collaboration and partnership between central and local Human Resources functions is a catalyst to achieve our corporate objectives in terms of quality of recruitment and employee engagement.

On a regular basis we undertake the programs for the identification, enhancement and development of our Group talents in order to support the potential managers who will provide our future leadership and growth.

Work on the Group Succession Planning process for critical positions was carried out to build a solid leadership bench. The list of critical positions has been updated and expanded in line with our Industrial Plan and the main strategic objectives.

In 2023, the Group re-launched the Annual Group Performance Management process that involves all executives, managers and white-collar employees that were hired within the first half of the year. Employees hired in the second part of the year, will be involved in the process starting from the following year.
This approach enables Cementir to monitor and align employees’ objectives, competencies and development plans with the Group’s strategic objectives. 
The Performance Management Process will support the development of a new perspective on performance evaluation. It is not only a tool for aligning people with business strategy but also a process that can stimulate constant development of organisational skills and competencies among people.
 

The idea of the Academy was born with the aim of developing and updating competencies and skills, integrating different know-how and cultures, preserving and spreading knowledge within our Group and promoting innovation and creativity.

Cementir Academy continued its extended mission to support Cementir’s strategy and business results, to develop current and future global leaders, to accelerate Group transformation and to foster diversity and inclusion across the Group. 

We designed and delivered key training and development initiatives which include:

• LinkedIn Learning. Launched at global level according to the Global People Survey action plan, this new platform offers to all white collars a variety of courses on business, technology and soft skills. Employees can choose to enrol in any course that interests them, without any obligation or requirement and, at least on a quarterly base, Group and local HR team provide a list of suggested courses based on the training needs identified during the Performance Process. The courses are delivered in seven different languages and cover more than 16.000 topics. 
• New online courses. We launched some new online courses in Cementir’s Academy catalogue, such as Cybersecurity minipills and Diversity, Equity & Inclusion.
• The Graduate program. This is a global initiative dedicated to new engineering graduates, with the aim of selecting, training and growing eight young talents to build our future leaders. Three different countries (Denmark, Türkiye and Belgium), coordinated by Group HR, were involved in the second edition that was redesigned according to feedback received last year and with the aim of continuous improvement. The program, entirely designed and developed by internal resources is ongoing and will end up in September 2024 with the assignment of the participants to a technical role to start their professional career path. So far about 60 internal trainers/tutors have been involved with more than 430 training hours including on the job training and project work assignments.
• The Emerging Talent program. This is the key programme for developing the leadership and managerial skills of our internal talents. The three modules have been delivered to a pool of 35 participants coming from all over the Group with a good satisfaction score from them and the main stakeholders involved. The first and second modules took place in 2022 and the third one in 2023. In September 2023, a follow up event took place in order to keep in touch with our talent pool and discuss the results and their career development
• The celebration of World Day for Safety and Health at Work as an opportunity to focus on our Golden Rules of Safety through specific initiatives such as team simulations, safety walk & talks and training sessions. In 2023, the key topic of the day was the "prevention of slips trips and falls”. 

Employee development is also supported through internal and external local training courses, accompanied by a series of other initiatives such as participation in work projects involving multiple departments and, in some cases, work experience abroad.

In 2023, more than 80,000 hours of training were provided, 25.9 hours per member of staff.