Employment practices

60 nationalities are represented in our top and senior managers.

We are committed to recruiting, employing, developing and retaining the best people in our industry, and strive to be the most attractive employer in our industry by providing the best possible conditions.

In striving to be one of the most attractive employers in our industry, we ensure wages that reflect local industry standards, and at the lowest paid entry level, our Group companies, on average, pay 163% above local minimum wage.

By valuing diversity and promoting equal opportunities, Holcim benefits from having a diverse, multicultural workforce. Our 1'957 top and senior managers represent 60 nationalities. Women constitute 12% of the workforce. More than half our global workforce is represented by independent trade unions. Group companies report that, on average, a minimum of five to six weeks' notice is given to employees prior to implementing significant operational changes.

Our CSR policy currently states “we value diversity and promote equal opportunities in recruitment, employment, development and retention”. This includes non-discrimination in respect of aspects such as gender, religion or ethnic origin.

The Holcim values of strength, performance and passion are being embedded in all Group companies.

Employee satisfaction is measured within individual Group companies. In 2010, 41% of Group companies conducted a survey. The annual "dialog" performance appraisals are also a good platform to discuss issues. Furthermore, 88% of Group companies have systems to collect and handle employee grievances and complaints, and 76% have arrangements for submitting complaints and/or grievances anonymously. Five Group companies reported incidents of discrimination in 2010, which were dealt with in accordance with the Holcim Code of Conduct.

Holcim's people development strategy is focused on two key areas: expertise and behavior. Both aspects taken together secure the Group's long-term success. Holcim strives to provide a work environment in which people feel valued and have opportunities for professional and personal growth. This is vital to ensuring a loyal, motivated and productive workforce.

In 2009, our Group companies , reported a total of 1,241,159 hours of training for employees, 75% of which was received by non-managerial level employees. At Group level, new leadership programs complement existing management training focused on imparting leadership competencies. Developing leaders and employees is, and remains, one of the Group's most important tasks.