Why it is important to us
It is our responsibility to ensure that our employees are safe and satisfied at work. Concurrently, our employees’ motivation is also a fundamental factor in securing productivity and loyalty, in addition to attracting new employees. In addition to our full time administrative employees, those at the edge of the cages and at the process facilities, we have a responsibility to support our suppliers and part time employees who contribute to production and transport. Among these suppliers there is a risk of unacceptable salary and employment conditions. We therefore work systematically to ensure that our business with our suppliers is conducted in a healthy, safe and enjoyable way.
Our main principles
Ensuring our employees’ health and safety demands a positive safety culture including guidelines, procedures and processes as instruments to prevent and manage injuries, sickness, accidents and fatalities. We want a workplace where our employees thrive and develop. The overall HSE goal is to avoid injuries to human beings, the environment and material goods. Our zero philosophy can best be described as: accidents don’t just happen, they are caused. All accidents can therefore be prevented. We will therefore strive towards an excellent safety culture where the individual employee has a personal understanding of risk and consequence.
Positive working conditions and all workers’ rights shall be safeguarded according to international and
national conventions, and we will work to ensure that this applies to hired workers and suppliers. We will have a focus on working systematically to avoid social dumping in relation to our production. We will work continuously to identify areas of improvement and implement measures and prioritise resources in order to put in place the necessary measures above and beyond statutory tasks.
Our efforts and results
We shall provide a work place where our employees can thrive and develop. Grieg Seafood has throughout 2015 worked continuously to improve our employees’ health, safety and work environment. We work in accordance with the authorities’ demands for health, environment and safety. This applies to such areas as preventing and following up on sick leave and accidents that caused personal injury throughout 2015.
Grieg Seafood is dedicated to securing proper training and oversight of our new employees. The goal is to ensure that an employee:
- Is acquainted with the guidelines, procedures etc. applicable to the position in which they are employed.
- Is integrated into the business in a satisfactory way.
- Is followed up in relation to the tasks he or she is to complete, ensuring that both follow-up work and any deviations from expectations can be documented.
When we hire someone, we have clear expectations to the work our new employee will be doing. We have expectations of goal orientation, effectiveness, quality, professional delivery and that the person is to become a part of our work culture. Our new employee expects to contribute as quickly as possible, and to enjoy meaningful work with great colleagues where relationships can develop. Some are preoccupied with career and knowledge development. Some want varying degrees of responsibility, delegated tasks and opportunities to determine their workday, etc. They all wish for competent leaders who guide and facilitate development.
As we sometimes employ subcontracted workers, we also work systematically to follow up these staffing companies in order to ensure that the company’s hired workforce is not exposed to social dumping through employment contracts which don’t safeguard relevant workers’ rights and demands for an adequate work environment.
Table 5 gives an overview of our results with regard to occupational health and safety. These are reported in accordance with GSIs guidelines in order to ensure comparability with the industry. Since 2014 we have made focused efforts to reduce sick leave in the regions where this has historically been high, with focus on creating a more positive work culture. This work continued in 2015. In 2015 we also reorganised our GSF Finnmark entity and some of the support functions were moved to the main office. This led to some uncertainty among the employees in the region. Management handled this by providing employees with clear information about further plans, and by calling for a more open environment we expect reduced sick leave in 2016. Shetland has in 2015 started working to change the culture from a hierarchical to more flat structure, with a focus on openness and a positive work environment. There was in 2015 a health and safety policy introduced that now all employees are trained in. In Rogaland we conducted internal audits focusing on HSE-related aspects. The company’s plant managers and line managers also participated in leadership development courses. Moreover, an HSE manager was employed in the region in order to increase safety awareness and further develop procedures.
At group level, we gathered all the regional management teams and our group management to discuss how we best can work together and how our leaders should behave. We have also initiated a group-wide HR project that aims to improve a common Grieg Seafood culture. In this regard, it was decided to hire an HR director for the group centrally. The HR Director will manage and develop the HR function in dialogue with management and each region, to develop a common culture throughout the Group.
Our ambitions and goals
Our ambition is zero injuries and accidents. We will therefore continue to work in order to improve awareness and routines going forward. We strive to build a Grieg Seafood culture that emphasizes feedback and clarity, both good and bad. We believe that this will be important in terms of satisfaction, sick leave and for ensuring safety. We continue to focus on developing our leaders, and to ensure that our leaders get the feedback they need to improve their performance. Furthermore, we have a goal to reduce sickness absence in the group.