Social Impact
Professional, competent and responsible employees are the Group’s greatest asset. The Group aims to ensure a respectful and caring relationship, a sustainable working environment and foster well-being as well as development of their workforce. In 2023, Hegelmann Group initiated a number of projects to increase employee engagement and satisfaction, retain and attract talent. The management of this area is embedded in several specific documents:
Human Rights
The Group respects the principles of human rights protection, do not tolerate any violation of human rights, advocate a fair and transparent remuneration policy, comply with the laws on overtime and working time, respect the right of workers to rest and do not tolerate any form of harassment and violence.
Hegelmann Group opposes discrimination and forced labor of any kind. Employees of the Group have equal rights and opportunities regardless of gender, nationality, social or marital status, membership of a social or political organization or personal characteristics. In 2023, the Group did not record any human rights violations or complaints in relation thereto.
Employees
Diversity of governance bodies and employees
Employee wellbeing and satisfaction
Employee wellbeing and satisfaction is an essential part of the Group’s culture. To find out more about employee needs, the Group conducts employee surveys which helps to get a better understanding of improvement areas. The Group encourages regular two way communication via 1:1 meetings, yearly reviews and The Hegelmann Group Newsletter.
In 2023, for a second year in a row, Hegelmann Group received the Top Employer Lithuania certificate awarded by the Top Employers Institute. The certificate is awarded for excellent workplace management which also demonstrates that the Group follows best international practices.
There were no recorded incidents of discrimination during the reporting period.
In 2024, the Group plans to revise an event plan by adding initiatives for staff development.
Social initiatives
Social initiatives are part of the Group’s yearly events which greatly contribute to an overall sense of belonging to a wider community. A number of Hegelmann Group colleagues attend such events on behalf of the company or individually. During the reporting period 553 employees took part in 49 social initiatives. The Group donates money and human aid to the following community centers and events:
- A charitable center for families in need
- Initiative for people in need
- Paralympics for children
- Blood donation centers
- Sports initiatives (such as marathons, kayaking, FC Hegelmann football academy for children)
Remuneration
Remuneration is described in Remuneration Policy and defined when signing employment contracts. The Remuneration Policy does not apply to members of the highest governing body and senior executives. Annually, a shareholder meeting is convened to establish guidelines and objectives for the upcoming year. This gathering entails a comprehensive review of the achievements and progress of ongoing projects from the previous year. Within this session, the assessment of executive compensation considers the success and returns generated by implemented projects, coupled with an evaluation of the overall economic health of the company.
Occupational health & safety
The Group is committed to providing a safe working environment for its employees as safety is one of its highest priorities.
In addition to national and international health and safety regulations and legal requirements, an Occupational Health and Safety Policy, Health and safety manual and ISO 45001 procedures are in place to help manage this topic. To ensure the successful and effective implementation of safety and health procedures, the Group regularly evaluates the effectiveness of it by performing internal external audits (such as ISO). This helps to ensure the ongoing identification and assessment of related risks, the definition of risk management measures, and the monitoring of their implementation.
The occupational health and safety system and practices cover all employees, operational activities and workplaces.
403-2 hazard identification, risk assessment, and incident investigation
Hazard identification and risk assessments are performed annually by the Health and Safety department and have been evaluated in all workplaces and related areas. Should there be any associated risks identified, the corrective action plan is then implemented and followed. In addition to this, external inspections are also conducted and the results are presented to the Health and Safety department committee.
All interested parties can report threats and/or dangerous situations to their supervisors or Occupational health & safety officers by talking to them, via email or internal SharePoint System. Should there be a confirmed threat or risk the corrective action plan (including an internal 5 Why Method) is then implemented and followed.
As part of our commitment to safety, the HR department educates all employees during onboarding on the use of the system, ensuring a comprehensive understanding of reporting procedures. This proactive approach aims to empower our workforce, fostering a culture of safety and reinforcing our commitment to the well-being of our employees.
403-5 worker training on occupational health and safety
When it comes to training, Hegelmann Group follows a procedure for training of workers. An approved training plan defines training for each specific group of co-workers based on their job area. Periodic health and safety training is mandatory (based on national regulations in countries that the Group operates) and carried out by an external training provider every year.
During the reporting period, the Group implemented an electronic health and safety system which led to increased efficiency as well as positively impacted health and safety culture within the Group.
In 2024 the Group plans to review training plans for all employees.
Work-related injuries for all employees:
Employer attractiveness & development
Hegelmann Group provides continuous professional development for its employees including but not limited to internal and external training to ensure that they have all the necessary certificates, develop the competences they need to do their job, and are able to strengthen their teams. Employees are given the opportunity to develop their professional skills according to their individual needs and yearly employee surveys are conducted for this purpose.
In 2023, there were 276 different training courses for employees, which means that on average 1 employee attended 0,0269 training sessions per year.
During the reporting period, the Group has also implemented a Drivers’ Academy project in Poland (which aims to educate drivers on work related matters) and strengthen relationships with universities (to further enhance their relationships with students who are also Group’s potential employees). The Group plans to expand the university network in 2024.
Hegelmann Group is proud to consistently be rated as a TOP Employer in Lithuania.
