Creating quality employment
The People philosophy entails a holistic view of our employees’ experience, encompassing their working environment as well as personal, family and motivational aspects.
Changes in the number of employees broken down by geographical region
Work-Life Balance
The balance between work and family life is key to employee well-being. 131 employees took parental leave during 2020, of whom 32 were women and 99 were men.
On the other hand, the year 2020 was marked by the pandemic and the series of measures taken by the company in terms of occupational risk prevention. In this regard, since the beginning of the pandemic in March, a system of rotating shifts for home working was implemented for all those jobs that could be delivered this way. This measure cannot be considered as a new policy in itself. Once this exceptional period is over, the Company will resume the analysis of the work-life balance measures to be permanently implemented.
Health Insurance
One of our priorities is to improve conditions for our employees, especially in locations or cases where the socio-economic situation hinders access to health and social security benefits.
During 2020, all health coverage benefits have been maintained for sites where they were already in place.
Health and Well-Being Programmes
Cosentino’s responsibility to its employees is translated into strategies that invite them to incorporate a healthy diet and physical activity into their everyday life in order to reduce the incidence of diseases associated with a sedentary lifestyle. In keeping with these aims, the Health Promotion Programme was continued in 2020 focusing on:
- Raising awareness of healthy nutrition through information sessions delivered by nutrition specialists and advisors from the Andalusian Regional Government to workers at the Cantoria work centre (Almería, Spain).
- Promotion of Physical Activity: The Activate project has been launched with a pilot project to monitor the physical activity programmes for 3 months using the New Me smartphone app.
To mitigate the effects that the pandemic may have had on workers’ health, the PSYCAP study was carried out in 2020 with the collaboration of Mutua Universal. Being aware of the impact that COVID-19 has had at all levels and the exceptional situation experienced, the Mutual Insurance Company for Accidents at Work and Occupational Diseases – Mutua Universal – launched this study to analyse the consequences of the pandemic on people’s psychological well-being.
Flexible Remuneration
In 2020, Cosentino continued to offer employees the option of flexible remuneration. This compensation system allows each employee to decide, voluntarily, how to receive part of their monetary remuneration to suit their personal and family needs at all times, making the most of the tax advantages of certain products and services. This plan is currently offered in Spain and Portugal.
During 2020, following the strong momentum of the previous year, the number of users of flexible remuneration in Spain continued to grow, from 571 to 615, representing an increase of 7.7%.
Corporate Relationships
59.3% of our employees worldwide are signed up to collective agreements. All of our employees in Spain, where more than 55.4% of our workforce is based, are signed up to one of the 22 existing collective agreements.
In addition to Spain, these collective agreements apply to all employees from the following countries:
1. Cosentino The Netherlands.
2. Cosentino Italy.
3. Cosentino Belgium.
4. Stone Services of France.
5. Cosentino Austria.
COMPANY BUS ROUTE
In 2020, the company’s bus routes operating in the previous year continued to be available, largely subsidised by the Company. In the case of the Almería route, it operates both office hours and factory shifts. Meanwhile, the local route covers factory shifts. In view of the situation caused by the pandemic, the Almería route was suspended during this period in order to maintain health and safety measures.
Dialogue with our employees
To ensure that individuals play an active role in their own professional development, dialogue with our employees across the globe is crucial – finding out their interests, capturing the best ideas and advancing together on the road towards excellence.
Internal communications by e-mail
In 2020, more than 500 internal communications were shared from the different areas of the organisation. Each communication is personalised to have maximum impact on employees. They include videos, infographics and striking images to bring the content life.
Cosentino® Ideas
Platform to collect employees’ ideas and suggestions. Enables voting for the best proposals. The best ideas are rewarded and implemented.
In 2020 we received more than 450 proposals.
Corporate Intranet
Digital portal for all employees.
Enables the company to share notices and news.
Cosentino® Virtual Family Day
‘Virtual’ open day at the Cantoria Industrial Park (Almería, Spain).
Open to employees and their families.
It offers a virtual tour of our offices, showroom, auditorium and production facilities. Over 100 visitors (employees and family members) attended the 2020 edition.
Chatter
Corporate social network.
This allows all employees to share content and interact.
Made up of groups, such as the product consultation group, which is one of the most successful and allows our commercial network to resolve queries about our products in real time.
Cosentino® One Magazine
Semi-annual global internal publication.
It connects all employees from across the world.
With a print run of 5,000 copies.
Virtual Cafés with Management
Monthly meetings between managers and employees.
They deal with topics such as health and safety, strategy, expansion, quality or new products. Two virtual cafés a month are held with teams from any geographical location.
Cosentino® Internews
Monthly newsletters.
Summary of the month’s highlights.
Cosentino® Mobile App: Connected
Consolidation of our mobile app, which allows Cosentino employees to keep up to date with the latest corporate news and consult the most used applications at corporate level.
TV Channel
Real-time content is broadcast on our screens at the Cantoria and Stone Systems factories.
Events
C.Next: Cosentino Next is a live, online and simultaneous event for all Cosentino employees worldwide. It is a new way of communicating Cosentino’s news. An event where we present and share our next steps, launches, inspiration and initiatives. In 2020 we held two editions with all our employees worldwide.
Notice Boards
These provide information to employees who do not have a computer in their place of work.
Weekly content updates.
Virtual Information Sessions
Informative sessions that allow a topic to be explained in depth, with the ability to ask the speaker questions. Different topics of interest for Cosentino employees are discussed. Thanks to these virtual sessions, we can reach our employees in the Centres and Cities.
Employee Social Actions
ACOES Honduras Solidarity Campaign and Tíjola Book Bank: social action in which Cosentino employees donated toys and school supplies.
Food Bank Solidarity Campaign: social action in which Cosentino employees donated non-perishable food items to the Food Bank.
Other Communication Tools
Competitions: we held a drawing competition for employees’ children under 12 years of age. We also organised a photo competition for employees with the theme ‘a year of solidarity and commitment to social action’.
Raffles: we held raffles for tickets to sporting events for employees, such as the Sierra Nevada ski pass.
Our commitment to equality
Our growth means recruiting more diverse talent. Our commitment to effective equal opportunities is reflected in our Equality and Diversity Plan, which integrates this commitment into all recruitment, selection, communication and training processes. This Plan has been registered and is in the process of being published. Various national and international legal instruments guarantee the defence of human rights in general and the principle of equality and non-discrimination in particular, which have been taken into account in the development of Cosentino S.A.U. Equality Plan II.
This Internal Policy places special emphasis on the promotion of women, both within the company and in partner companies and society in general. In line with the above mentioned, we make the following commitments regarding gender equality:
→ To promote women’s access to positions of responsibility.
→ To proactively incorporate equality in people management and in advertising and marketing policies.
→ To partner with organisations that promote the labour insertion of women. To name jobs in a neutral way.
→ To incorporate equality into the selection processes of partner companies.
→ To raise awareness of equality and non-discrimination among those responsible for the selection of personnel.
→ To promote female candidates for positions where women are under-represented.
→ To promote the balanced assumption of family responsibilities.
→ To promote a positive work-life balance for our employees.
→ To avoid or resolve any situation of harassment or discrimination based on gender.
Integration
Cosentino’s Code of Ethics, Conduct and Regulatory Compliance is the guiding principle of our business behaviour, which applies to all group companies with regard to the non-discrimination of people with disabilities or social and occupational exclusion. Cosentino does not tolerate any kind of workplace discrimination for reasons of age, race, skin colour, sex, religion, political opinion, heritage, sexual orientation, social background or disability.
This promotes effective equality, which in practice means promoting gender diversity as well as the professional and personal development of all employees, ensuring equal opportunities.
In addition, we encourage the employment of people with disabilities in two ways: direct contracting and outsourcing of employment to integration companies for specific projects.
In this context, the table below lists employees with disabilities:
Discrimination and prevention of harassment
Non-discrimination is a key factor in our commitment to employee welfare. We have a clear commitment to preventing and eradicating this type of behaviour in the workplace, whether by reason of birth, race, sex, religion, opinion or any other condition or personal or social circumstance.
Harassment is a risk in the workplace. At Cosentino, we strive to maintain an organisational structure that prevents harassment and we are committed to allocating the necessary human and material resources to prevent and respond to possible cases.
Cosentino’s Harassment Prevention Protocol, in which we state our intention to implement all necessary measures to promote a harassment-free working environment, is available to all employees on the corporate intranet. Thanks to the training programmes we work with, we are prepared to act.
Cosentino’s Complaints Channel is a tool to report or make inquiries about discrimination issues. Both access and reporting can be done anonymously.
In 2020, we received 10 complaints referring to cases of harassment and 2 complaints regarding discrimination through this portal.
After conducting the relevant internal investigation, with a thorough study of the circumstances and in compliance with the impartiality standards, the Ethics Committee closed all the cases.