The company discloses what goals it has set and what measures it has taken to promote the employability of all employees, i.e. the ability of all employees to participate in the working and professional world, and in view of adapting to demographic change, and where risks are seen.
For the INPACS network and central organisation, securing equal opportunities and non-discrimination on all levels for all employees is part of our DNA (cf. criterion 15). Since many years, corresponding formal specifications are part of our employee, member and supplier relationships (cf. INPACS Company Policy, Code of Ethics and Supplier Code of Conduct
). The strategic goals (cf. criterion 3) include in particular:
- promotion of equal opportunities for all genders in leadership
- all employees shall feel included and respectfully treated
- protect labour rights and safe and secure working environments within our operations
As stipulated by the quality management system, new employees in general receive an introduction training regarding the above mentioned codes as well as a health and safety and anti-corruption briefing. The initial training also includes an introductory presentation by each department of the head office as well as visits to selected INPACS members on national and local level.
Every year, the employees are asked to choose training modules according to their individual qualification needs from a specific training catalogue. Also, all employees benefit from regular occupational health checks based on their age. When necessary, the organisation supports changes to job content, ergonomics and work equipment etc.
The results of the international Gender Balance Survey 2019
outlined the need for a systematic promotion of female leadership within the INPACS network (cf. criterion 15). To identify feasible and effective management approaches, a business development manager of the INPACS head office has participated in the exhibition "her career
", covering many aspects of a female and familial career planning. Also, in order to learn about contributing market conditions or management practices, interviews with the best performers of the Gender Balance Survey have been conducted. The next step will be to communicate best practices within the network, for eg. by the conduction of specific workshops or the development of practical guidelines.
In the course of INPACS proactive investment in its digital business transformation, flexible and mobile working is enabled for all employees of the head office by providing state-of-the-art laptops, cell phones as well as digital communication and project management tools. A corresponding data security training is regularly conducted by the data protection officer.
To promote an open culture, that enables every employee of the head office to walk new corporate paths due to digitalization and new work models, the INPACS executive management initiated a comprehensive leadership coaching for the management employees, in order to revise INPACS' practiced corporate culture and communication in a participative way.
A systematic qualifications' risk analysis in terms of this criterion 16 has not taken place. Anyway, the results of the employee satisfaction survey conducted at head office in 2020 are indicative for potential improvement.