Annual report 2018
At Marel, our objective is to develop food processing solutions that help feed the needs of a growing world more safely and efficiently, while minimizing any adverse environmental and social impacts. To meet these objectives, we need to act responsibly towards society, including our employees, our customers, and other stakeholders. Making social responsibility a priority of our corporate culture means we are dedicated to providing a safe and healthy working environment with equal opportunities for all of our employees. We feel it is imperative to foster individual and team development and to ensure the right of freedom of association for all of our employees.
One aspect of our social responsibility is to engage with local communities and stakeholders where we operate to seek local participation and insights. We are investing in these locations for the long term. Engagement at this level is not only good for our business; it helps spur innovation and education among our local labor force. Naturally, human rights violations, including any forced labor, underage labor or illegal labor conditions, are not tolerated under any circumstances.
Our human resources mission is to engage competent employees and to provide them with a supportive and ambitious work environment that motivates and encourages them to make Marel’s vision their own. To do this, we offer excellent work training with opportunities for further education and job development. We work hard to promote a spirit of teamwork and co-operation throughout the whole organization.
We recognize the value of cultural diversity, while at the same time encouraging and strengthening our values of unity, innovation, and excellence. A policy of open communication, as well as promoting a culture that seeks a healthy balance between work and personal life, is essential, and our employees value this, too.
We are convinced that this will not only help our employees maintain a creative and stimulating work environment but also foster innovation and employee satisfaction that will benefit our company in the long run.
To deal with seasonal fluctuations in order processing and other variations in project loads, Marel employs a number of temporary workers. In 2018, the ratio for full-time temporary workers was 16.2% of the total workforce.
Providing a healthy and safe working environment for all of our employees, contractors, and visitors working in Marel facilities is the right thing to do and we take pride in doing it well. Health, safety, and the environment concern all of us and we do our utmost to make sure our employees have the necessary competence, tools, and instructions to perform their work professionally and safely.
Marel employees are accountable for their own safety. Local management of all Marel entities is responsible for ensuring that processes and procedures are established within their entity that comply with Marel’s Health, Safety and Environment Policy and all applicable local laws.
A global Marel Health, Safety, and Environment (HSE) team monitors compliance with the Marel HSE Policy and facilitates the process for improvement.
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2018
|
2017
|
|||
|---|---|---|---|---|
|
Total
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Per 100 employees
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Total
|
Per 100 employees
|
|
|
Number of accidents with fatalities or severe injuries
|
0
|
0
|
0
|
0
|
|
Number of serious accidents resulting in absence from work
|
30
|
0.5
|
50
|
1.2
|
|
Number of accidents
|
158
|
2.8
|
179
|
4.2
|
|
Number of near accidents / Safety concerns
|
765
|
13.7
|
44
|
1.0
|
|
Number of environmental accidents
|
2
|
0.04
|
2
|
0.05
|
A global diversity and inclusion policy was adopted by the Board of Directors in 2017 and has been in force since 2018. Its objective is to ensure diversity and inclusion within Marel as well as increasing job satisfaction and general wellbeing in the workplace. We aim to make sure that employees are not discriminated against on the grounds of their gender, beliefs, nationality, race, sexual orientation, religion, color, personal finances, family, age or on any other grounds.
We believe this policy helps make Marel a more desirable and responsible workplace that will, in turn, attract and keep the most qualified employees. Our global diversity and inclusion policy applies to all Marel employees and governance bodies, including the Board of Directors, its sub-committees and the Executive Team.
The diversity policy rests on the four following pillars, each equally important:
The data and statistics on diversity that we collect are systematically evaluated to ensure successful implementation of the policy. The results will be presented in a clear and organized method and used to help management understand where we need to improve, and where we are performing well regarding diversity.
|
2018
|
2017
|
|
|---|---|---|
|
Female
|
19.3%
|
19.9%
|
|
Male
|
80.7%
|
80.1%
|
|
2018
|
2017
|
|
|---|---|---|
|
Marel total
|
11.8%
|
12.2%
|
|
2018
|
2017
|
|||||
|---|---|---|---|---|---|---|
|
Female
|
Male
|
Total
|
Female
|
Male
|
Total
|
|
|
Board of Directors
|
43%
|
57%
|
7
|
43%
|
57%
|
7
|
|
Executive Team
|
17%
|
83%
|
12
|
9%
|
91%
|
11
|
|
Employees
|
15.4%
|
84.6%
|
5,794
|
15.4%
|
84.6%
|
4,912
|
We have a zero-tolerance policy at Marel where human rights violations are concerned, including child labor, or any illegal labor conditions. All of our employees must have reached the legal working age in the country where they work. None of our facilities allow illegal labor practices or forced labor conditions. In 2018, we required all new suppliers to comply with the same standards as Marel does on issues related to human rights and labor, as described in our Code of Conduct.
There were no reports of human rights violations in 2018.
We are committed to respecting the right of all employees to freedom of association and collective bargaining without discrimination, as established in the Freedom of Association and Protection of the Right to Organize Convention (C. 87), and the Right to Organize and Collective Bargaining Convention (C.98). We ensure that all of our employees and those of our business partners directly associated with Marel’s services, products and operations can exercise these rights.
Our primary involvement in local communities occurs through our operations in the countries where we work. We focus mainly on educational outreach in collaboration with local educational institutions and through continuing education of our employees. Many of our production facilities have internships and trainee programs to assist talented young individuals to enter the workforce and to develop their skills in a professional and safe working environment.
Another aspect of engaging with local communities is our commitment to fast-track economic development in developing countries. By introducing new food processing technologies to these locales, we have immediate and radical effects on production capabilities, worker safety, and food traceability. One of the main growth sectors for us is the creation of shared value through partnerships in new and emerging markets. We intend to deliver market-altering solutions that increase both general wellbeing and economic progress in all the markets where we operate.
Well-designed charitable activities and social participation programs can contribute to a better standard of living and increase social stability. Marel’s charitable activities and social participation guidelines align with our pledge of corporate social responsibility. Our guidelines are designed to direct the company’s efforts in being the partner, neighbor, employer, customer, and primary supplier of choice around the world. Through partnerships, we aims to empower external organizations, customers, and employees to support the communities where we operate.