44 45 PROMOTERS OF CHANGE 2022 Sustainability Report Health and safety The issue of occupational health and safety is implemented and enforced through an effective management system, conforming to the highest safety standards and involving all levels in a coordinated manner: not only direct employees, but also external contractors and stakeholders who interact with the company along the entire value chain. The Safety Policy actively involves all resources in the organisation in the prevention of risks through continuous training and information, control activities to ensure compliance with company directives, the delivery and use of Personal Protective Equipment (PPE), and interventions and maintenance on machinery and equipment. The risk assessment and risk management processes, which are the responsibility of employers under articles 17 and 28 of Legislative Decree 81/08, as amended and supplemented, features several stages: • Sources of danger are identified based on the documentation produced by the research published by INAIL (Italian national institute for insurance against occupational accidents) with respect to the risk profiles of the sector and information gathered from the experience and contributions from those persons who, in various capacities, have contributed to the carrying out of the assessment itself (health and safety officer, workers' safety representative, company doctor, workers, etc.). • In the second stage, the risk assessment of the individual sources of danger identified is conducted using established quantitative methodologies, where available, or through estimates based on the probability of occurrence and the severity of the damage (e.g. fire risk, chemical risk, manual handling of loads, vibrations, electromagnetic fields, biomechanical overload, work-related stress, pregnant workers, etc.) • On the basis of the risks defined for individual work tasks and the evidence from the accident analysis, an improvement plan is defined to eliminate and, where this is not possible, minimise risk factors. • A near miss management procedure has also been implemented, through which workers and supervisors can report any dangerous situations or near misses. These situations are assessed by the RSPP (health and safety officer) and, following the outcome of the assessment, corrective action is taken so that today’s near miss does not become tomorrow’s injury. An example of the successful application of the process described was the implementation of semi-automatic labelling and handling solutions in the packaging department, which were effective in reducing the risk of biomechanical overload, improving working conditions and increasing productivity at the same time. In addition to monitoring the effectiveness of the actions defined in the plan, we regularly carry out internal and third-party audits to verify compliance with laws, local regulations and international health and safety standards. Workers, who are involved in the definition of the hazards, risk assessments and definition of the relevant controls, are given ownership through information documents and specific training, provided when recruited, when tasks are changed and when new technologies are introduced. Continuous training and appropriate signage offer effective prevention on all risks, but especially on the most relevant ones, such as the handling of loads by forklift trucks. Activities include programmes of: • cross-sectional training: this refers to training which is aimed at people from a variety of organisational areas from which common and shared training needs have emerged. This is the case for courses on topics such as quality, safety in the workplace, digitalisation, foreign languages, sustainability, and soft skills development. • specific training: this refers to the training needs of the individual function. It focuses on the acquisition and updating of technical skills such as project management, sales techniques, and regulatory compliance. In 2023, the training offered will be increased and supplemented with specific courses on sustainability and business ethics, so that everyone is actively involved in this paradigm shift that is profoundly changing the company's business model. of training compared to 2021 +570 hours and occupational diseases in 2022 0 accidents Performance management also plays a key role for us in the professional development and growth of people. Guided by listening to employees, the system underpins the definition of professional development pathways and makes it possible to recognise the contribution of each person to the achievement of company objectives. Internal communication is a crucial tool for accompanying organisational changes and developing a common culture, directing efforts towards the achievement of shared corporate objectives through contributions from everyone. As part of the goal of increasing people’s engagement and alignment with the company dynamics, we regularly share through internal communications information about the organisation and the business, highlighting the projects and initiatives supported by the company. 2022 2021 2020 Total training hours Men Women Men Women Men Women Management staff 173 0 14 0 40 0 Office workers 112 184 37 59 11 54 Manual workers 212 205 136 70 37 14 *Export and Customs, Sales, PM, IT and Electronic Invoicing, English, ESG 2022 2021 2020 52 104 156 206 110 316 422 464 886 TOTAL TRAINING HOURS Others* Compulsory hours
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