APC 2011 Annual Report Download - page 74

REGISTRATION DOCUMENT 2011 SCHNEIDER ELECTRIC72
SUSTAINABLE DEVELOPMENT
2COMMITTED TO AND ON BEHALF OFEMPLOYEES
which imply safety assessments, prevention campaigns, specifi c
trainings and e-learning on safety aspects.
Certifications
In 2009, Schneider Electric started to implement occupational
health and safety management systems that meet or exceed the
requirements of ILSO/OHSAS 18001 standards. The deployment
of these management systems is over 83% complete.
In 2011, the Group started to run a global program to certify OHSAS
18001 (or equivalent) 100% of its manufacturing and logistics sites
by end of 2012 (sites with more than 50 people and within two
years of creation or acquisition). The deployment of this program is
tracked at regional level through the SERE organisation and is 50%
complete at end of 2011.
Training
Training and communication are key in Schneider Electric Health &
Safety program. This includes a strong commitment to employee
training on both the awareness level and on task specifi c training,
ensuring that its employees and contractors have the knowledge
base to work safely. Schneider Electric also communicates
workplace hazards, practices to protect employees from hazards,
best practices found in various locations globally, progress on health
and safety goals and objectives, and management commitment to
employee safety.
The process of standardising safety training on a global basis was
initiated in 2011. The regional organisations began the development
and implementation of global safety training program, with the fi rst
offering focused on general safety awareness and the expectations
for improving occupational health and safety within the organisation.
Several additional courses have been added in 2011 and the
process will continue into 2012.
Additional actions for 2011 included: the development of the
Annual Safety and Environmental Assessment (ASEA) shared
across each region; the standardisation and improvement of global
safety KPI reporting; and a strong focus on the communication of
serious work-related injuries, along with action plans to prevent
reoccurrence, to the Executive Management team.
Focus on stress management
Stress at work is managed by the Human Resources organisation
within the Group. Effective measures are in place locally to address
stress reduction in the workplace. In North America for example,
Human Resources promote stress reduction via incentives and
communications on the healthy lifestyle program in place (exercise,
proper diet, smoking cessation, stress management, preventative
medicine, etc.) which is encouraged both on and off the job. In
Asia Pacifi c, Human Resources promote stress reduction via health
lecture, yoga class, sport club, stretching program and annual
health welfare.
In France, a special program is in place regarding psychosocial
risks induced by stress at work, with the identifi cation and the
address of risk factors. Schneider Electric has developed and
deployed a management tool to prevent psychosocial risks. It
includes a training module, a collection of indicator and a reading
guide to identify factors contributing to psychosocial risks in a work
organisation. So far, 22 sites have received training, six are under
diagnoses, and 10 are implementing corrective action plans. A
second management tool is deployed to maintain employment for
people with occupational health problems and prevent the sources
of work stress that may impact physical and mental health.
Examples
Schneider Electric has received several recognitions for its safety
program in 2011, including:
•the Green Cross Award, presented by the National Safety Council
to the North America region;
•208 safety awards from the National Safety Council for several
Schneider Electric sites in the North America and Asia-Pacifi c
regions. They reward the practices of the Group in such fi elds
as health management, weak occupational accidents frequency
rate, prevention of risks related to trucks driving, etc.
Teams across the globe celebrated their safety successes by
submitting entries for consideration to the 2011 Schneider Electric
One Trophy Award campaign. The One Trophy Award is an internal
award program designed to recognise team actions for activities
that contribute to the One company program priorities. In 2011,
there were 40 entries for safety related projects, with heavy
emphasis in the EMEAS region. To recognise the good efforts of the
employees who participated actively in these safety projects, the
EMEAS region created a special Safety Award category in addition
to the EMEAS regional Trophy Awards.