People are the differential value on which the future of Viscofan is built. Nearly 5,000 employees in 19 countries constitute an extraordinary human wealth. People management is key to achieving our goals and that is why we want to attract and develop the best team in the industry
OUR COMMITMENT TO SDG
Decent work and economic growth
Viscofan is made up of a large group of people who are spread across 19 countries in which the company has a presence and that reflect its marked international character. An multicultural, competitive, qualified team in constant training, which shares solid values and common ethical principles, despite having different cultures. In short, a rich and complex multicultural environment, which is both a challenge and an opportunity for the international development for all employees.
The average workforce at December 2020 stood at 4,967 employees, up 7.3% (339 employees) if compared with the average workforce reported in the previous year. It must be stressed that 4.2 p.p. of this increase relates to the inclusion in the 2020 scope of the workforce of Viscofan Collagen USA Inc. and Viscofan Collagen Canada Inc., which were acquired effective from 31 December 2019 and which represent 196 employees, the remaining 3.1 p.p. (143 employees) relate to the increased workforce at the remaining subsidiaries.
At 2020 year-end, the workforce comprised 5,128 employees (up 8.8% on the workforce at 2019 year-end), of which 3,621 are men (3,332 in 2019) and 1,507 women (1,381 in 2019).
The breakdown of the average workforce by country and their coverage by collective agreements is as follows:
|Average workforce by country
||TOTAL||% covered by collective agreement||Men
||TOTAL||% covered by collective agreement
|Europe and Asia||2,182||947||3,129||74%||2,122||893||3,015||74%|
As part of Viscofan’s internationalisation strategy, each year different initiatives are implemented in the area of International Mobility to reinforce the transfer of the Group’s best practices through benchmarking from the Group to all its subsidiaries. In fact, there are numerous projects to transfer knowledge between the different production plants, and to develop specific global training seminars for Group workers.
In 2020, however, the tendency to travel, characteristic of Viscofan, was conditioned by the global situation. International mobility within the Group remained stable, with an average of 43 employees that participated in international projects and which were posted abroad for a long duration (39 in 2019). Most short trips, however, were suspended or postponed, in line with the travel guidelines and the travel restrictions set by the company.
Faced with this scenario, Viscofan reinforced investment in technology and new digital tools to overcome the travel restrictions and reduce the risk and the economic and environmental costs associated therewith. Connectivity and remote working suddenly imposed on many companies in the industry due to the pandemic were successfully extended in the case of Viscofan to a significant number of employees, where possible, facilitating business continuity and factory operations.
It should be noted that 83% of the members of the senior management team are recruited from the local community, that is to say, they were born in the country in which they hold their position.
The potential of our team is based on young talent and experience. The average age of the workforce is 42 years, as in 2019. Of the total average workforce, 31% are people under 35 years old, 42% are between 35 and 50 years old, and 27% are over 50 years old.
Likewise, in line with the rules of the International Labour Organisation that appear in the Conventions 138 and 182 on child labour, Viscofan does not employ children under 14 .
|Between 17 and 34 years||1,065||479||1,544||1,026||469||1,495|
|Between 35 and 50 years||1,440||642||2,082||1,341||569||1,910|
|More than 50 years||1,017||324||1,341||934||289||1,223|
|Between 17 and 34 years||1,273||271||1,544||1,278||217||1,495|
|Between 35 and 50 years||1,961||121||2,082||1,817||93||1,910|
|More than 50 years||1,312||29||1,341||1,202||21||1,223|
Our business model has a marked industrial character: about 51% of the people working in Viscofan are operators and 18% are specialised personnel. Within this industrial context, Viscofan is committed to stable and quality employment, with nearly 92% of the workforce working on a permanent contract and over 98% on a full-time basis.
|Technicians and supervisors||875||333||1,208||824||299||1,123|
|Technicians and supervisors||1.173||35||1,208||1,080||43||1,123|
|Technicians and supervisors||11||7||18||7||5||12|
|Between 17 and 34 years||6||8||14||9||4||13|
|Between 35 and 50 years||11||15||26||11||12||23|
|More than 50 years||25||15||40||26||11||37|
In a growing team, the policy on staff selection and recruitment is key to ensure continuity in leadership. In this regard, the development and recognition of the Viscofan Group’s in-house staff is being stepped up by listing the company’s job vacancies in internal information channels and on the intranet. In addition, the attraction talent strategy is pursued through international management tools for selection, hiring, internal mobility and expatriation processes.
Viscofan aspires to be a company where the talent of its employees can develop and reach the highest level. In this sense, several of its corporate directors have been recognised with awards for the best professional career, as is the case of the Group’s Financial Director and R&D Director.
Also, Viscofan has 985 employees with university degrees (959 in 2019), of which 42 had a doctorate (40 employees in 2019). A very high level of training that demonstrates Viscofan’s rigorousness and the means used to achieve excellence in production and maintain the levels of innovation necessary in our activity.
Viscofan’s employment environment enables the professional and personal development of all people that form part of the company, integrating them and allowing them to participate in the company’s future regardless of their race, ethic group, gender, sexual orientation, age, religion or nationality, among others.
The high percentage of men (71%) compared to women (29%) continues to be significant. A similar percentage to that of companies in the sector, where the incorporation of new companies into Viscofan’s scope throughout the strategic period MORE TO BE continues to present a similar percentage, thus diluting the results of greater employability of women carried out by Viscofan.
|Technicians and supervisors||72.4%||27.6%||73.4%||26.6%|
Increasing the weight of the less represented gender is one of the challenges that we face, especially with respect to the retention, development and promotion of female talent. Accordingly, we set ourselves the objective of increasing the number of female directors to 30% by 2030.
The Viscofan Group has formed a Corporate Conciliation Committee, reporting to the Appointments, Remuneration and Sustainability Committee, which aims to analyse opportunities and follow up initiatives that facilitate a work-life balance. This Committee met twice in 2020 (twice in 2019), where it has analysed the tendency of the workforce by gender, monitoring the universal leave approved last year for the birth of children and the death of spouses and children, even in countries whose legislation does not provide for this and in which no policies for work disconnection were approved last year.
In this area, in 2020, the II Equality Plan was extended at Viscofan, S.A., with which improvements are proposed and the objectives to achieve equality and a work-life balance are set. Through the GEW (Gender Equality in the Workplace) process, the plan has centred on four main areas: Leadership; Policy and Strategy; People; Process management and Relationship with the environment, so that a specific action plan is in place for each of them to date. For the diagnosis prior to the III Equality Plan (2021-2024), since the end of 2020, unbundled data is being collected by gender, in line with the new Spanish legislation in force RD901 and RD902.
Viscofan’s work centres contribute to human development, basing themselves on a culture and shared values, and where they offer conditions that facilitate collective talent, the exchange of ideas, innovation, contrasted opinions and shared initiatives. However, the pandemic has led to a rapid transformation to ensure health and an adequate work-life balance in a strict lockdown situation; accordingly, in many countries, Viscofan adopted extraordinary flexibilisation and work-life balance measures, reducing working hours and providing leave to take care of minors or dependent people, among others.
In Germany, the work-life balance measures of Naturin Viscofan GmbH, were recognised with the “Berufundfamilie” certificate, which acknowledges the best family work-life balance policies at companies in that country.
In addition, in order to promote and improve management in this area, the Viscofan Group participates as a Collaborating entity and a member of the Management Committee of the Observatory of Conciliation and Joint Responsibility at Comillas Pontifical University.
Workers are a key part of the MORE TO BE strategic plan. Their commitment, constantly evolving work and improvement are a clear competitive advantage for the Group.
During the early years of MORE TO BE, the workforce was increased, due to the need to implement the new capacity and technology at different plants, particularly plant 4 in Cáseda, Spain. In addition, improvements in efficiency and productivity have reduced the need for personnel at other Group plants. This year, in an adverse global context due to the impact of COVID-19 and an increased workforce following the company’s latest acquisitions, company earnings remained stable.
|Revenue in Mn €||912||850||784|
|Revenue per employee (thousand €)
* Excludes Globus
** Excludes personnel of Viscofan Collagen USA Inc and Viscofan Collagen Canada Inc
The average workforce increased by 7.3% in 2020 as opposed to 2019, situating the net variation in employment* at 339 people. The breakdown by category, age and gender in 2020 as opposed to 2019 is as follows:
|Breakdown by age||Men||Female||TOTAL||Men
|Between 17 and 34 years||39||10||49||-20||-45||-65|
|Between 35 and 50 years||99||73||172||6||18||24|
|More than 50 years||83||35||118||22||6||28|
|Breakdown by cathegory||Men
|Technicians and supervisors||51||34||85||-8||36||28|
* The net variation in employment is calculated as the difference between the 2020 average work force and 2019 average work force
The importance of these stakeholders - the employees - can be seen in the generated and distributed resources table. In 2020, employees received €194 million of the total value generated by the Group (€180 million in 2019).
The necessary training in the production process, the strategies for creating long-term value, and the high level of commitment of the people who make up our team are reflected in the voluntary redundancy rate of the average workforce for 2020, which stands at 2.9% (3.0% in 2019).
The Group’s business activity requires adapting to various market needs in the different locations, under criteria of competitiveness and efficiency, which in some cases, requires workforce reductions. The breakdown of average dismissals by category, age and gender is as follows:
|Technicians and supervisors||10||7|
|Between 17 and 34 years||32||29|
|Between 35 and 50 years||25||18|
|More than 50 years||11||9|
The contracting policy of the Viscofan Group is based on objectivity, equal opportunities and training, and one of its aims is to favour gender diversity, among other aspects. This implies competitive remuneration, adapted to the capacities and competences of the different profiles required according to the industrial or commercial process, and also according to the realities of the multitude of countries in which Viscofan is present.
The average remuneration expressed in euros by category and age is:
|Breakdown by cathegory||2020||2019|
|Technicians and supervisors||44,547||42,414|
|Breakdown by age||2020||2019|
|Between 17 and 34 years||21,845||19,571|
|Between 35 and 50 years||30,173||30,328|
|More than 50 years||48,282||43,929|
Average remuneration increased by 5% over the previous year. This increase was due to a rise in the technical staff and workers in countries in which the Group has a presence that have a higher-than-average salary range, as is the case of Spain, Canada and the USA, from which 75% of the increase in the average workforce in 2020 originated.
Within the area of remuneration, about 72% of the company’s employees are covered by general collective bargaining agreements, therefore improving the minimum conditions set by different labour legislations. Collective Bargaining Agreements regulate the remuneration received by the workers who sign them, and in particular establish criteria of equity between similar jobs, thus avoiding gender discrimination and the wage gap between equivalent jobs. However, the mathematical calculation of the gross wage gap, understood as the difference between the average hourly remuneration for men and women and the average hourly remuneration for men stands at 28.7% (27.4% in 2019), with the average remuneration for the Group being €32,338 (€30,712 in 2019): €35,453 for men (€33,531 in 2019) and €24,887 for women (€23,688 in 2019).
This gross wage gap is similar to that of other industrial companies. The analysis of the reported gross wage gap identified a multitude of factors, from the gender composition of the Group, to its geographical presence, the different distribution among posts, their level of specialisation, the night shifts for a continuous production process of 24 hours, danger bonuses, seniority, etc. which are in line with the industrial context, the composition of the workforce and the historical trajectory of the Viscofan Group.
In 2020 Viscofan set up the adjusted wage gap spread KPI to monitor possible gender pay differences within the Group. This indicator is calculated as the weighted average of the mean of the difference in hourly wages received by men versus to the hourly wage received by women with respect to the hourly wage received by men in the different internal categories of the Viscofan Group in each of its companies, excluding those categories in which there is no representation of either of the two genders. This calculation places the Viscofan Group’s adjusted wage gap at 10.9% in 2020
Viscofan’s commitment to gender equality and to the development of female talent is backed by the objective of placing 30% of women into executive posts in 2030. In this regard, it has a Talent Management Plan, which has defined a talent map by gender to take advantage of all opportunities to incorporate the less represented gender, both with internal and external candidates, in those positions that they expect to have in the future in terms of vacancies, growth opportunities or within a succession plan. In turn and in line with the new legislation in Spain, the calculation of the adjusted salary gap was developed considering equivalent posts. The expected process will conclude in mid-2021.
The individual remuneration of all members of the Board of Directors is detailed in note 23 of the company’s consolidated financial statements, in accordance with the remuneration policy of the Board, as shown in the Remuneration Report available on the company’s website, www.viscofan.com
The Group makes contributions to various different defined benefit plans. The significant information is set forth in note 14 of the consolidated financial statements.
We promote people’s personal and professional development through different initiatives that allow us to manage knowledge and take advantage of employees’ abilities to achieve the group’s objectives.
Continuous training is one of Viscofan’s primordial goals for its personnel, thereby boosting personal and professional development. With this aim, the team received more than 107,609 training hours in 2020 (130,668 hours in 2019), an average of 21.7 hours per employee (28.2 hours in 2019). A considerable amount of the training was provided through e-learning platforms, both at corporate and local level, which enabled training activities to be continued that could not be provided on a face-to-face basis. Despite this, the total number of hours dropped by 17.6% with respect to the previous year.
For this commitment to human capital training, the group has invested €2.3 million (€2.6 million in 2019), of which €0.5 million (€0.8 million in 2019) correspond to training and explicit awareness in health and safety (more information in the workplace safety section).
The industrial nature of Viscofan needs to combine a great number of labourers with specialised staff. This is an increasingly demanding and global industry in terms of requirements, which requires greater knowledge and expertise of the workforce. To take on this challenge, the Group constantly invests in staff capabilities, added to the continuous training effort carried out in the organisation.
|Number of hours||68,751||38,858||107,609||90,170||40,498||130,668|
|% employees who have received training||91.0%||91.3%||91.4%||92.4%||92.9%||92.5%|
Training in Human Rights
USE OF NON-SEXIST LANGUAGE, CORPORATE SOCIAL RESPONSIBILITY, GENDER EQUALITY AND SEXUAL HARASSMENT
Within the training plan, subjects related to aspects of human rights have been addressed, such as the use of non-sexist language, corporate social responsibility, gender equality and sexual harassment, for a total of 4,056 hours, compared to the 2,163 hours invested in 2019.
Training is carried out according to the skills and abilities of the people who make up the Viscofan Group and the needs of the job, and there is no record of the professional category in all the Group’s companies that carry out training.
|Technicians and supervisors||14,338||5,216||19,554|
In order to assist in the comparability of the information below, the number of training hours by category that have been carried out in Spain, the headquarters of the corporate group, is broken down as follows: It is observed that the fall in the number of training hours occurred in virtually all professional categories on a widespread basis due to the difficulties caused by the pandemic.
|Technicians and supervisors||5,431||3,038||8,469||6,136||2,876||9,012|
Looking towards promoting employment, the Group also fosters participation in the main universities of the countries in which it carries on its activities. in 2020 there were an average of
Facilitating training is one of the most effective measures to encourage the employability of our people, both with regard to the development of their career and to opt for opportunities for professional development within the Group. The new processes and vacancies at Viscofan are notified internally so that the people that wish to can set themselves new challenges and goals at the company itself, strengthening and preserving the talent of the human team.
Looking towards promoting employment, the Group also fosters participation in the main universities of the countries in which it carries on its activities. Within the objective of attracting and developing talent, in 2020, there were an average of 70 internships (55 in 2019).
In line with the results from the Work Environment surveys, the purpose of the Viscofan Group is to forward development of a personal high-performing culture and evaluate the established objectives through a performance assessment process. In particular, performance assessment is an on-going process of planning, monitoring and evaluating the objectives that are defined by each head with each team member. This methodology improves the professional capacity of each person and aligns individual expectations with the strategy and objectives as a company.
In 2020, 41% of the Group’s staff was subject to a performance assessment process, compared to 43% the previous year.
In line with the development of a high-performance culture, in 2020, Viscofan concluded the initial analysis within a project to define and implement a more digital and collaborative work space throughout the whole Group, Viscofan’s “Modern Workplace”. Through a global survey and multiple participative sessions, it was possible to identify a series of innovative solutions that adapt to the different user profiles at Viscofan (personnel at offices, at the factory or commuting), and which will enable the teams to work more effectively thanks to the adoption of new tools, platforms and work methodologies.
The Group promotes evaluation bilaterality through pluri-annual global opinion surveys (Viscofan Opinion Survey). In 2018, the third opinion poll of the Viscofan Group was conducted, with 70% of employees from around the world taking part, to learn more about our strengths and our areas of improvement. As strong points, workers pointed out quality and customer service and sustainable commitment. Certain aspects in need of improvement were also detected, such as remuneration, internal communication and the development of careers and training, on which the Group is developing initiatives, as mentioned above.
||TOTAL||% average workforce||Men
||TOTAL||% average workforce
|Technicians and supervisors||497||191||689||57%||479||168||647||58%|
Viscofan works with the belief that it is possible to avoid occupational accidents. Hence, it not only ensures that its facilities are safer, but also that its staff throughout the whole Group are aware of the fundamental importance of safety issues. A reality that was doubly imposed in 2020, due to the urgent need to protect the teams at all locations at which Viscofan is present and to ensure strict compliance with the prevailing safety measures with respect to COVID-19.
Corporate workplace safety policies are the responsibility of the Environment Health and Safety (EHS) department, working in close partnership with the corporate and local Human Resource departments. To a large extent, this coordination has enabled the immediate application at all subsidiaries of the safety measures and protocols to prevent and minimise cases of COVID-19 among the workforce, and which has permitted Viscofan to maintain its production activities at its factories, without ceasing to supply the food industry in a moment of special need.
As a highlightable aspect, in 2020, a Crisis Management Committee was created at corporate level, led by Management, which was subsequently replicated at all the factories to guarantee the health and safety of workers and the continuity of the supply chain. In addition, measures and investments continued to be made to improve the employment conditions of our workers and to obtain reliable and consistent indicators to measure and compare performance in the various countries in which the Group operates. The best health and safety practices are thereby extended to the production centres
For Viscofan, the material aspects that affect safety are essentially based on the characteristics of the position and the activities that are required. This explains the constant effort of Viscofan to standardise procedures and distribute them among the workforce with regard to the company’s safety policy, providing workers in this regard with specific courses and information in their areas of work.
At the same time, the participation of workers in health and safety matters is guaranteed in all plants through health and safety committees - in which the company’s actions in terms of risk prevention are regularly and periodically consulted - , suggestion boxes, as well as other established communication channels.
In 2020, two workers died in a blaze at an office area of our facilities in Novi Sad (Serbia). An investigation into the causes of the fire has been carried out and a report has been generated with proposals for improvements and recommendations on which work is ongoing. As a result of this accident, the safety protocols have been reviewed and the facilities have been checked .
A reduction in the ratio of the severity of accidents at work has also been set as an objective within the long-term variable remuneration plan for Viscofan’s senior management and key personnel, reflecting the number of hours lost due to accidents among the total number of hours worked.
The performance of the health and safety indicators of the Viscofan Group is as follows:
|Hour lost per accident||31,257||20,682||32,864|
|Number of accidents||116||31||147||129||23||152|
|Number of professional diseases||5||1||6||2||2||4|
|Work-related accidents. Frequency 1||17.3||12.3||16.0||19.7||9.5||16.9|
|Accident rate 2||0.38%||0.18%||0.33%||0.23%||0.23%||0.23%|
|Absenteeism index 3||4.2%||5.2%||4.5%||3.3%||5.2%||3.8%|
|Severity index 4||0.47||0.23||0.41||0.29||0.29||0.29|
1. Number of accidents occurred per million hours worked
2. Number of hours lost by accident divided by the total number of hours of work
3. Number of hours lost due to sick leave and accident divided by the total number of hours worked
4. Number of equivalent day lost per accident per thousand hours worked
In the year, accidents and their frequency were reduced at the Group. However, these were more serious with respect to the previous year, placing the seriousness rate at 0.41, a ratio above the previous year but lower than the 0.96 benchmark reported by the industrial sector in Spain. Also, the growth in absenteeism is related to the incidence of COVID-19.
Training in accident prevention and about the importance of safe behaviour patterns is one of the cornerstones of health protection of our employees. This training includes basic prevention measures that have to be adopted in the workplace, or the importance of day-to-day heart-healthy habits, the role of middle-level management and the improvement of its leadership in safety.
The reduction in the accident rate is one of the priority objectives for Viscofan in the area of health and safety, for which measurable short- and medium-term objectives have been set: an initial reduction of 3% in 2021 and of 50% by 2030.
|Number of hours||16,695||4,294||20,989||19,871||4,939||24,810|
|Average hours per employee||4.7||3.0||4.2||6.0||3.7||5.4|
|% of employees who have recived training||75%||64%||72%||75%||67%||73%|
Within the improvements in the area of occupational health and safety, noteworthy in 2020 was the commencement of a fire protection project in Pando (Uruguay) for 2020- 2022, as well as the continuation of investments at plants in Weinheim (Germany) and Cáseda (Spain).
Alongside this, the objectives of the MORE TO BE period were the inclusion of the OHSAS 18001 certification (or the most recent ISO45001 standard) at all production plants, an internationally accepted specification that defines the requirements to establish, implement and operate an effective Occupational Health and Safety Management System. The ISO 45001 is the new standard that substitutes the OHSAS and at includes basic prevention measures that have to be adopted in the workplace, or the importance of day-to-day heart-healthy habits, the role of middle-level management and the improvement of its leadership in safety. The reduction in the accident rate is one of the priority objectives for Viscofan in the area of health and safety, for which measurable short- and medium-term objectives have been set: an initial reduction of 3% in 2021 and of 50% by 2030.
Viscofan, within a period of scarcely two years, almost half of our factories have been certified in line with these new regulations.
The process of migration to ISO 45001 certification continued in 2020, highly conditioned by the global pandemic. The success of this process in at least five of the remaining eleven plants and at another two that are awaiting an audit assessment demonstrate the high degree of commitment and effort by the work teams in the different countries in which the Group has a presence. Migration at the remaining plants is expected to end in the first months of 2021, while the certification process continues at the plants included in the latest acquisitions, in Bankstown (Australia) and Bridgewater (USA).
The breakdown of the Group’s plants that now have these certificates is as follows:
|Czech Republic||Ceske Budejovice||ISO 45001|
|Serbia||Novi Sad||ISO 45001|
|USA||Danville||ISO 45001* Prevista certificación en el tercer trimestre de 2021||*|
|Montgomery||ISO 45001* Prevista certificación en el primer trimestre de 2021||*|
|Mexico||San Luis||OHSAS 18001|
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