Action Results:
Governance
1. Training was offered to all Chiesi employees on the company's commitment to environmental and social contribution (We Act Educational)
2.Added training to new colleagues about our Environmental & Social Mission as Chiesi
3. Added KPIs to measure our footprint on the environment, our contribution to society and the investment the company makes in training its employees
4. The company's financial information was posted (intranet) for the knowledge and information of all colleagues
5. The company communicates its environmental and social footprint annually (through a sustainability report) which is also posted on the company website
6. Added responsibilities/expectations regarding the company's environmental and social impact to the job descriptions and annual goals of all colleagues
7. Created a corporate Mission for Sustainability and a 3-year Sustainability Plan
8. No. 12 SDG was adopted with the aim of:
-Responsible consumption (reduction of energy, reduction of pollutants, reduction of water waste while at the same time making use of surplus portions of food (in collaboration with the NGO BOROUME)
-Choosing suppliers who use environmentally friendly practices and inspire others to do the same
-Safety of workers in the workplace
-Promotion of healthy practices and behaviors (check up during work hours)
9. All SOPs (Standard Operating Procedure- Corporate Regulation/Procedure), benefits, financial data were posted on the intranet with the aim of enhancing transparency
10. The CVs of the Board of Directors were posted on the intranet with the aim of knowledge and transparency
Employees
1. Increased the difference percentage of the lowest paid colleague in relation to the basic salary
2. All employees (fixed-term, part-time, hired through another company) were included for participation in the corporate reward program (bonus)
3. A corporate Pension Plan was designed, which is also combined with a Savings Plan
4. The Insurance Policy has been adjusted and includes a maternity benefit and free preventive checks
5. In 2019, 83% of open positions were filled internally giving priority to colleagues
6. Scheduled training hours for all colleagues
7. Training was carried out to FF/RMs in the Management of Performance and Feedback (feedback) with the aim of developing these skills
8. Coaching training for managers was planned in order to create a coaching culture within the company
9. Office workers are offered flexibility in attendance time (due to distance or gym)
10. Office workers were trained in safety and handling of unusual incidents
11. An email was created for the management to be informed by the employees about possible accidents ([email protected])
12. Reinforced the SOP (Internal Regulation 2018-2019) with a policy against Harassment & Discrimination and Bullying ([email protected], [email protected]). Possibility of anonymous information to the Administration in case of detection of misuse.
13. A 'finance for finance people' training is offered once a year with the aim of familiarizing employees with finance
14. Subsidized MBA education (year program abroad) for colleagues
15. Not only technical training of colleagues was planned but also development of life skills)
16. A procedure for the departure of partners with reduced performance was established in the SOP, which provides for specific mandatory actions to inform the employee
17. There was planning in terms of ergonomics in the new workplace. Training and information was offered to office colleagues.
18. Particular emphasis is placed on the development of colleagues and a personal development plan is created for everyone.
19. FF colleagues are freed from using laptops, focusing on easier forms of information (ipad)
20. Office colleagues are offered laptop use, focusing on more flexible forms of employment
Society
1. Created and offered Diversity & Inclusion training to new colleagues
2. Increased the % of women in the mgm committee
3. Adopted a corporate social giving program that allows employees to choose where donations will be made
4.Employees can offer up to 20 hours (within their working time) of volunteering per year
5. A monetary prize was announced, enhancing the action of We Act
6. Reduced executive travel and enhanced communication with the parent company via VC/skype calls
7. Subsidized the improvement of the Laboratory of the Faculty of Pharmacy Chemistry of EKPA
8. Communicated best practices for office heating
9.Updated the SOP to emphasize preference for local suppliers or entrepreneurs from deprived areas
10. We offered a Scholarship (pharmacy school) to strengthen science and society
11. Strengthened the SOP of the corporate regulation by incorporating a paragraph on Diversity & Inclusion
12. The company's preference to staff with people from the local area that opens a job position is communicated in the advertisement 13. A Code of Conduct for suppliers is created that focuses on the responsibility Chiesi expects its suppliers to have towards the environment and society
14. External partners are given the opportunity not to deal exclusively with Chiesi's account (but also with other clients), thus strengthening their viability
15. 770 of our pharmaceutical products were donated to society
16. A fund was invested in social information programs
17. Hours of voluntary work used (during working hours)
Environment
1. A paperless policy was announced and 43% less paper was consumed in 2018 compared to 2017
2. A policy is being drawn up to reduce our environmental footprint as a company (recycling, power supply for electric cars, natural light, bike racks, pollution reduction, highlighting technology as a means of communication, etc.)
3. The new building has environmentally friendly technology (automations for less energy and water consumption)
4. A 'plastic free' company policy was adopted
