arrow-right angle-down-sx angle-down-dx menu-hamburger search
test
test
test
test
test
test
test
test
test
test
test
test

TOP CONTENT

Here at Prysmian Group we are committed to nurturing talents in an environment valuing diversity, fostering inclusion and promoting wellbeing for our people and the communities they live in.

Beyond the company, we also seek to ensure our suppliers respect human rights.

With the aim of addressing our most relevant Human Rights Issues identified in our Human Rights Policy and preventing negative impacts on identified stakeholders and vulnerable groups, through the years we have developed and carried out different preventive and mitigating actions.

 

Prysmian Group believes in the value of individuals, backgrounds, leadership styles and attitudes because each person has the potential to generate value to the Company. We  therefore promote Diversity and Inclusion at all levels of the organization.

We make decisions about who to hire and promote based on qualifications, performance, skills and experience, and we adopted a standardized methodology to promote the highest standards for our hiring activity.

We foster an inclusive, collaborative community across boundaries – regionally, nationally and internationally, and have a strong focus on international mobility.

Prysmian also aims at creating tools and conditions that allow all the employees to better manage their unique life and work, and among other initiatives we adopted a Global Maternity Policy

We do not allow employees to be treated differently or unfairly by managers or co-workers based on characteristics such as skin color, religion, age, disability, politics, sexual orientation, race, gender, cultural affiliation, their place or origin, or any other basis. We do not tolerate disrespectful or inappropriate behavior, unfair treatment or retaliation of any kind.

We therefore adopted a Global Anti-Harassment Policy, organize workshops and training initiatives for managers that strengthen the awareness around diversity, and support the development of a more inclusive leadership style.

Related links:

Diversity and Inclusion Policy

Insight Story: Prysimian Group launches Side by Side Global Maternity Policy

Insight Story: Helping workers at Slatina manage their childcare needs with a new preschool

Diversity and Inclusion

Global Mobility

Prysmian believes child labor is a severe human rights violation and adheres to the principle for which hazardous work is prohibited to children under the age of 18.

The minimum working age should respect the age of compulsory schooling, and should be no less than 15 years of age.

The group commits to providing decent work for young workers, and ensuring protection and safety of children in all business activities and facilities.

We can ensure child labor doesn’t exist in our operations, but we are aware that there are risks of child labor within our supply chain: In order to manufacture certain safety cables, Prysmian purchases limited quantities of a few types of glass-based tape that contain small quantities of mica, whose extraction is considered to be at risk of under-age working, but we do not use this mineral directly in our products and production processes.

We are committed to the effective elimination of child labor in our supply chain and we therefore request all suppliers of products with a sub-supply of mica to complete a questionnaire certifying the absence of child labor anywhere in the supply chain and continuously monitor it.

Prysmian is committed to ensuring that all of our workers are safeguarded, treated fairly and with dignity.

Employment at Prysmian Group is voluntary and we will not tolerate any form of exploitation, forced labor and human trafficking, whether this relates to our directly employed workforce or any of our supply chain.

Forced labor includes threatening workers with severe deprivations, such as withholding passports or other ID documents, food or land or wages, physical violence or sexual abuse, or bonding workers through debts.

On our supply chain side, we implemented a program of supplier engagement, including several from areas identified as high risk, and we continue to monitor and assess our supply chain in terms of identifying areas where there is a risk of slavery and human trafficking.

 

Related links:

Modern Slavery Statements

Freedom of association, collective bargaining and the employee’s voice

Prysmian believes that the contribution made by the social partners represents both a stimulus and essential support for the HR policies adopted by the Group.

We respect our employees’ right to join, form or not join a labor union without fear of reprisal, intimidation or harassment.

Where employees are represented by a legally recognized union, we are committed to establishing a constructive dialogue with their freely chosen representatives and to bargaining in good faith with such representatives.

We recognize that workers’ representatives and trade union organizations operate independently, in compliance with local legislation and practices, and guarantee the involvement and consultation of unions at all levels, from plant to international (European Works Council), in the main processes followed for the collective management of personnel.

Prysmian Group EWC Agreement

 

Prysmian Group strongly believes in protecting the health and safety of all employees and subcontractors. We believe that a safe and healthy workplace is fundamental, and for us safety always takes priority.

Our Human Rights Policy requires that we take responsibility for maintaining a productive workplace in every part of our Group by minimizing the risk of accidents, injury and exposure to health hazards for all of our associates and contractors.

We therefore identify hazards in our plants and assess risks to safety and health. We train staff to avoid risks on equipment and risks potentially associated to the storage and management of hazardous materials and waste, with an overall goal of avoiding occupational diseases and reducing the frequency and severity of injuries.

We also invest in environmental activities, including energy efficiency, water and waste.

 

Related links:

Life in our Plants

HSE Policy

Working conditions

As an engineering and manufacturing company, its clear to us that our people are our key strength. Prysmian guarantees the fullest possible opportunity for each worker to qualify for, and to use his/her skills and endowments in a job for which he/she is well suited.

Compliance with local work hours and overtime laws is a fundamental component of our Human Rights Policy. Employees are guaranteed the respect of working hours, access to all the necessary facilities to create a pleasant working environment and holidays according to national legislation. We make sure employees have appropriate rest and meal breaks and we keep proper and accurate records of all such breaks.

Contracts must have written agreements on employment, containing agreed terms and conditions, including notice periods on both sides. In the case of leaves of absence, we act in accordance with applicable law to protect employment during an employee’s leave.

We provide training to all employees and we are committed to equality of access to development and education opportunities. In addition to the initiative of the global HQ Academy center, local People Development teams pursue remarkable initiatives focused on local training needs, including also specific trainings for Non Desk workers.

 

Related links:

Prysmian Accademy

Diversity and Inclusion

Prysmian ensures a fair and equal remuneration to its employees in compliance with national regulations.

We offer compensation aligned with the market, and set wages according to industry standards and local legislations with regarding minimum wage and benefits. We keep proper records of the hours worked, wages and bonuses paid, authorized deductions and benefits provided. Employees should be provided regular pay slips outlining this information in a clear and understandable manner.

We strive to reward our employees through performance-base compensation programs that foster pay fairness and encourage our employees to keep achieving great results and share our success via participation in our share ownership program.

We believe that employees have the right to equal pay for equal work. Our remuneration systems are not influenced by gender, age, ethnicity, cultural background or race. We value the diversity of our people and support inclusion by avoiding pay differentials related to any form of discrimination.

 

Related links:

Rewarding talents

YES: Your Employee Shares

Remuneration Policy

We work towards enriching the communities around us, because we depend on them. We design, build and sell cables all across the globe. Wherever we go, we pursue socially responsible business by supporting the economic, social and cultural development of the communities where we work, ensuring a fair, equal and respectful treatment of local and indigenous people and exerting a positive influence on the local area.

We believe that access to energy and telecommunications is fundamental in the economic and social development of local communities. That’s why our corporate citizenship and philanthropy activities aim to support this access - especially in developing countries, where we acquire some of the raw materials that make up our cables.

Among other initiatives, Prysmian has joined the Solidaritas Foundation, a group of businesses with the aim of working towards achieving the UN’s Sustainable Development Goals, through which several Corporate Volunteering events where organized.

Prysmian also helps to support social projects via the hours paid to employees involved in charitable activities at local level.

 

Related links:

Working for the community

Insight story: “Mission Accomplished” at Chiulo Hospital

Insight story: Very proud of Prysmian volunteers to clean the environment

Mitigation Action Full year

With reference to our Human Rigths Due Diligence Process, we share in the table below some of our numbers. For more information on our Due Diligence Process see the section “Our Human Rights Approach”

NA APAC LATAM EMEA Total Plant - (%Plants)
Prysmian Plants
24
13
16
54
107
Assessment in progress
0
0
0
0
0
Plants assessed
24
13
16
54
107 - (100%)
Potential High risk
0
5
0
2
7
Audit in progress
2
3
1
0
6
Audit closed
0
0
0
0
0
Audit result
-
-
-
-
-
Remediation plans
0
0
0
0
0
NA APAC LATAM EMEA Total Plant - (%Plants)
Prysmian Plants
27
13
15
53
108
Plants assessed
27
13
15
53
108 - (100%)
Potential High risk
3
7
2
1
13 - (12%)
Audit in progress
0
0
0
0
0 - (0%)
Audit closed
1
4
1
1
7 - (54%)
Audit result
Low risk
Low risk
Low risk
Low risk
Low risk
Remediation plans
1
4
1
1
7 - (100%)

North America

FINDING: In the Plant is missing a dedicated procedure for plant emergencies and industrial accidents affecting the surrounding community from an environmental standpoint.

The Plant has different, yet valid measures (e.g. safety instructions during accidents, training for all managers related to emergency situations, evacuation plans) across multiple documents but does not have a dedicated policy and procedure that covers environmental health and safety in relation to local communities.

RECOMMENDATION: It is recommended to implement an environmental health and safety communication procedure which includes all the safety and emergency measures already in place

PRIORITY: Low

ACTION: An environmental health and safety communication procedure will be documented and communicated to all employees. This procedure will include all the safety and emergency measures already in place.

TIME: First Half 2021

FINDING: While the overtime pay rate are communicated to employees, there is not a documented overtime policy that formalizes the pay rate and process for instituting overtime (voluntary vs. mandatory)

RECOMMENDATION: It is recommended document the overtime process and procedures and communicate the process to all employees.

PRIORITY: Low

ACTION: The overtime process and procedures will be formalized. Once formalized the process will be communicated and accessible to all plant employees.

TIME: First Half 2021

FINDING: Should ensure that periodic analysis are conducted on noise level, air pollution and machine vibration.

RECOMMENDATION: It is recommended that periodic health & safety analysis for noise level, air pollution, and machine vibration are conducted and communicated to employees.

PRIORITY: Low

ACTION: The plant conducts a variety of health & safety analysis for items such as noise level, air pollution, and machine vibration. Leadership will communicate these analytical results to plant personnel via safety meetings and plant-wide communications.

TIME: First Half 2021

LATAM

FINDING: Although the local recruiting policy makes explicit reference to ensuring no discrimination during the recruiting process and the treatment of all candidates with equal respect and transparency, local procedures should include:

  • A statement regarding equal professional opportunities for all existing employees, in terms of career development and advancement, and against discrimination in the workplace;
  • A statement regarding protection of minority groups, including employees with disabilities, against any form of discrimination or harassment.

It is important to note that the Company fully complies with legal requirements and that Prysmian Group’s Code of Ethics states that the Company promotes equal opportunities and prohibits any form of violence or harassment to any employee based on diverse characteristics.

RECOMMENDATION: Local policy and procedures should include specific statements:

  • Regarding equal professional opportunities for all existing employees, in terms of career development and advancement, and against discrimination in the workplace;
  • Regarding protection of minority groups, including employees with disabilities, against any form of discrimination or harassment.

PRIORITY: Low

ACTION: Development, launch Diversity and Inclusion Policy to all employees.

Establish a Diversity & Inclusion Committee and create a 2021 plan of activities/initiatives.

TIME: First Half 2021

FINDING: The Company has implemented an onboarding training program for new employees, both WC and BC, which includes 1 slide regarding the Code of Ethics and the Helpline Policy.

However, this onboarding training should be enhanced to make it more complete and include specific reference to:

  • Strong statement against discrimination and harassment;
  • How to report violations through the Helpline Policy.

The Company should also make sure that periodic training & awareness campaigns regarding Code of Ethics and Human Rights topics are performed.

Note: Helpline posters have been affixed in various areas of the plant.

RECOMMENDATION: The employee onboarding training should include and make specific reference to:

  • A statement against discrimination and harassment;
  • How to report violations through the Helpline Policy.

In addition, periodic training & awareness campaigns regarding Human Rights and Code of Ethics topics should be performed.

PRIORITY: Low

ACTION: Implement an annual training for all employees (WC + BC) regarding code of ethics, helpline policy, and discrimination/harassment.

TIME: First Half 2021

FINDING: A review of the mandatory employee health check-up plan revealed that, as of January 21st, only 73% of employees had completed it. There are specific reasons for this delay:

  • Due to the COVID-19
  • Inevitable absenteeism as part of the COVID-19 pandemic

Note: The Company has re-initiated the health check-ups with a target completion date of 31/03/2021.

RECOMMENDATION: The Company should complete the action plan in place to ensure all employees undergo a health check-up.

PRIORITY: Low

ACTION: Complete the 2020 action plan in place to ensure all employees undergo a health check-up

DONE: All active employees have completed their health check-up

FINDING: The Company performs monthly controls to monitor working hours of its employees (excluding employees in home office working conditions) to ensure compliance with legal requirements.

During 2020, working hours for several employees have frequently exceeded.

RECOMMENDATION: The Company should:

  • Conduct meetings with functional leaders of the different areas to perform a root cause analysis, discuss cases of specific employees who frequently exceed the working hours requirement, and identify opportunities to simplify existing processes/procedures; 

PRIORITY: Medium

ACTION: Formal meeting with country functional leaders to analyze the issues and formalize an action plan.

DONE: define the corrective action plan

EMEA

FINDING: With regard to local communities, it was noted that the Plant does not have a dedicated procedure to prevent and address health emergencies and industrial accidents affecting the surrounding community.

The Site has different yet valid measures (e.g. safety instructions during accidents, training for all managers related to emergency situations, evacuation plans) across multiple documents but does not have a dedicated policy and procedure that covers environmental health and safety in relation to local communities

RECOMMENDATION: It is recommended to implement an environmental health and safety procedure which includes all the safety and emergency measures already in place

PRIORITY: Low

ACTION: Development, launch health and Safety procedure

TIME: December 2021

China

FINDING: Promote the group polices & procedures as guidelines, and translate in local language.

RECOMMENDATION: All policies and procedures will be translated, incorporated into local policies and aligned with local regulation.

PRIORITY: Medium

ACTION: Traslate and publish the global Policy.

TIME: First Half 2021

FINDING: Promote the use of Whistleblower procedure, for which are not clearly explained the scope and the access

RECOMMENDATION: Whistleblower procedure/flow will be also posted out, as well as the suggestion box

PRIORITY: Low

ACTION: Advertise and training

TIME: First Half 2021

FINDING: Health and safety process is in place but it is not properly communicated

RECOMMENDATION: Include the Process defined in the EHS procedure

PRIORITY: Low

ACTION: Update the Procedure

TIME: First Half 2021