To crystallize this major ambition, five commitments have been made as part of the Group's CSR roadmap.
1. Ensure the health and safety of employees and subcontractors
Guaranteeing every possible safety condition is a key prerequisite. To eliminate all dangerous practices, a host of concrete measures have been taken at both a Group level and in the subsidiaries, including omnipresence in the field (2,500 supervisors since 2016), the implementation of new safety tools and habits, training, etc.
2023 objectives: reduce the number of deaths to zero and halve the number of accidents with or without lost time (FR2 < 4).
Covid-19 Solidarity Plan
In April 2020, while the Covid-19 epidemic was spreading rapidly on a global scale, Eramet announced the establishment of a Group solidarity plan, accompanied by an exceptional budget of 1.5 million euros. At the end of 2020, almost all of the Group's exceptional budget had been used, the balance being set aside to continue actions to fight Covid-19 in 2021.
The majority of this allocation was used to support the subsidiaries in the purchase of health equipment and supplies, foodstuffs and basic necessities, intended for local stakeholders. This was notably the case with Comilog and Setrag in Gabon, with the distribution of more than 300,000 masks and PPE. In New Caledonia, SLN distributed more than a thousand health kits and food baskets. Eramine, in Argentina, provided the nearest village with an ambulance. In France, the sites of the Group's two divisions worked hard to supply more than 100,000 masks and other protective equipment to their residents. The Group has also made financial donations to partner associations and institutions carrying out research to combat the virus and in support of the most disadvantaged groups in France and has organized a solidarity campaign among its employees, whose donations were matched. In addition to this Group allocation, efforts were made by the subsidiaries, such as Comilog and GCO's support for public institutions, with the organization of a medical mission to the Amissa-Bongo hospital in Franceville and support for the Senegalese government's Force Covid-19 fund.
Certain CSR actions at the sites, in particular in Senegal and Gabon, have also contributed to the resilience of communities in the face of the crisis in the health and economic fields, by increasing their community investment expenditures in favor of health, infrastructure construction, and activities supporting local employment. The Eramet Group and its subsidiaries thus mobilized more than 10 million euros in 2020 to support its stakeholders in the fight against the health and economic crisis linked to the Covid-19 epidemic.
2. Enhance skills, promote talents and career development
Internal mobility, online training courses, validation of prior experience... a Group is only as strong as its talents. This conviction is at the origin of the implementation of a training policy that is constantly adapted to the company's strategy and to the reality of the job market. People reviews are also used to regularly assess the performance of Group employees at all levels of the organization.
2023 objective: ensure that all employees take training during the year.
3. Strengthen employee engagement
Eramet's employees have inherited a history spanning over 140 years, and are now focused on the key challenges of the 21st century. The Group and its subsidiaries are conducting multiple actions to strengthen employees' commitment and their desire for collective success: regular communication of the Group's long-term strategic vision to all employees, engagement surveys, attractive compensation packages, actions to promote diversity and inclusion, and particular attention given to managers’ engagement.
2023 objective: achieve a commitment level of over 75%.
4. Incorporate and foster diversity as a valuable contribution
Eramet is one of the few industrial groups with a female leader. Despite being an excellent achievement, more needs to be done: from creating an internal mixed network (WoMen@eramet) to including at least one woman on each recruitment shortlist and implementing female people reviews, significant measures have been conducted on this topic.
Note: our gender equality indexes improved.
2023 objective: achieve more than 30% female managers.
5. Be a valued and contributing partner to our host communities
Implementing and sharing best practices with communities and developing community engagement programs are the field actions that improve the daily lives of people nearby our sites.
2023 objective: implement at all operational sites (mines and plants) a mechanism for dialog with stakeholders, as well as a community investment program, targeting youth in particular.