In a three-part series, we are looking into Greiner’s sustainability performance in 2021. Here in detail: The people behind Greiner and how we aim to improve their work situation.
One thing is clear to us: committed employees are essential if Greiner is to achieve the most far-reaching transformation in its recent history: the transition to a sustainable company; a change that is absolutely imperative in view of the current climate crisis.
Fewer work accidents, more training
The people at Greiner form the third and, in our view, especially important pillar of Greiner’s efforts to attain sustainability. We have already explored the other two areas, climate protection and the circular economy, in this blog. Our surveys on the situation of the people at Greiner have highlighted both successes and deficiencies. One welcome finding is that the frequency of serious work accidents fell by 14.2 percent year-on-year in 2021. To make work accidents even less frequent, all minimum requirements for a safe working environment have been set out in our Group-wide Health & Safety Policy. The policy has been in place since May 2021, and is being (or has already been) implemented at all sites worldwide.
Another positive development is that training hours rose from 8 to 12 hours per person on average. This increase stems from an easing of the pandemic compared with 2020 as well as a greater understanding of e-learning options such as webinars.
Focus on diversity and inclusion
The areas where we definitely need to do even more are diversity, equity, and inclusion. 27 percent of managers were female in 2021, the same percentage as in the previous year. By 2025, at least 35 percent of managers should be women – a big challenge that we are facing up to. In-house, we have completed the 100 Percent project, a consulting program that promotes equality of men and women. Assisted by the consulting firm Deloitte, equality at Greiner AG and Greiner Packaging has been analyzed, with specific measures being derived for recruitment, career development, and maternity management.
Whereas we previously prioritized the diversity dimension of “gender”, in the future we will be stepping up our focus on differences in terms of age, sexual orientation, physical and intellectual capabilities, social origin, etc. To achieve this, an international, cross-divisional working group has been set up, and is currently developing a road map for diversity, equity, and inclusion at Greiner. Further initiatives and more on this subject can be found in the 2020 sustainability report: Diversity – Greiner 2020 Sustainability Report.
Three health measures at every Greiner site
We have set ourselves the goal of introducing measures for healthcare at all Greiner sites worldwide – from annual check-ups and vaccination campaigns to an in-house fitness room. Around 56 percent of all Greiner production sites achieved this goal last year. We need to step up our efforts significantly here, as our requirements will gradually become more ambitious in the years ahead. Every Greiner site is expected to provide at least three health measures for its employees by the end of this year.