Social
Our employees are spread across three production sites, yet they are all united by the passion for excellence and are committed to integrity and accountability. At each site, our teams foster an environment of trust and empowerment, where good ideas are encouraged and setbacks are viewed as learning opportunities. Always tuned in to the bigger picture, we are motivated by a strong sense of responsibility towards our colleagues and our communities. Our values define what we stand for. In addition, our policies provide a framework and directions and set clear expectations on an ethical and responsible approach to business not only for all our managers and employees, but also for our suppliers. They describe how our business partners and all our stakeholders may expect us to operate. Among these our policies are
Human Rights
Respect for Human Rights, including Women’s Rights (according to UN CEDAW), and Labour Rights are foundations of our corporate culture. We have a clear commitment to legal compliance and strictly oppose any form of discrimination and harassment, child labour or forced labour or any other unethical behaviour. Our plants are located in the EU, until April 2023, also in Great Britain and Norway. All these countries maintain highest Human Rights standards in their legal frameworks and are signatories to the relevant Human Rights related declarations of the United Nations. Society and the general public also show strong engagement in all human rights related matters and questions. Within that framework and based on our own Code of Conduct, compliance with Human Rights is a must-have for our organization.
We conducted a structured Human Rights compliance self-assessment, using the “HRCA Quick Check” published by the Danish Institute for Human Rights. We have no indication of material or even systematic non-compliances with our Code of Conduct and Human Rights in general.
Local Communities
All our processes and management decisions take environmental requirements and standards into consideration, as well as stakeholder concerns and the demands of the market. Speira's Recycling Services pursues an open information policy and works closely with the relevant government agencies and associations. We are similarly committed to maintaining a dialogue with the public, our suppliers, customers, and other contractual partners. In new projects as well as in ongoing operations, we continuously assess our impact on the surrounding communities. We do so to offer transparency and insights into the activities of our various sites and related environmental considerations. This transparency is a prerequisite for sustaining an asset of immense value: the support and trust of the communities we operate and live in.
Grievance or complaint mechanisms are important to even better understand the impact our operations in its surrounding communities. Grievances may be of any kind, including social and environmental issues. We strive for easy addressability – to solve issues before they become bigger problems. Annual meetings with local stakeholders, such as neighbours, local politicians, citizen associations, and the media, should safeguard a continuous exchange of information in both directions. Additionally, Speira put an additional "Speak Up" channel on its website – especially for inquiries from external stakeholders. Each entry from the community is forwarded to the appropriate internal function and reviewed, if necessary, with additional expertise from other functions. The complainant receives an immediate confirmation of receipt and a timely response on the matter raised. Special information for the local communities, which are required by national law (§ 8a Störfall-Verordnung in Germany, § 12 Storulykkeforskriften in Norway) are published on the corporate website.
Our Employees
Our roughly 500 employees are key to our success. They come from a vast variety of countries and thus bring diversity to our business. They are – on behalf of Speira's Recycling Services – those who deliver responsibility and sustainability to our stakeholders.
We understand that their knowledge and capabilities are a prerequisite for being successful, both for them as individuals as well as for Recycling Services as a company. Training and qualification are therefore integral parts of our daily business. Health and safety, environmental protection, responsible use of energy and resources are regular training topics just like good operating practices for all our production equipment. This is part of our efforts to provide a good and safe working environment. It also supports our attractiveness as an employer and helps attract and retain talented people in a highly competitive labour market.
Human and Labour Rights
We are committed to respecting and fostering human rights. We also expect our business partners, and particular our suppliers, to fully observe Human Rights. We continually review our processes and activities with respect to Human Rights.
Non-Discrimination
We fill our job vacancies exclusively according to ability, potential, and performance. We do not tolerate discriminatory behavior either when we hire new employees or in our daily interaction with each other. We aim to develop the full potential of our employees, regardless of external circumstances. To do so, we want to identify and remove barriers in our thinking and in our processes. We are convinced that a diversified workforce and an open and appreciative company culture are important success factors in a globalized world.
* Minority groups and/or vulnerable workers: - Young people aged 14-18 - Severely disabled ** Management Team Speira Recycling Services Germany GmbH
Diversity in the Fields of...
...genders: Our goal is to continually increase the share of female representation at all levels of the organization. We support the career development of women at all levels. In 2020 the proportion of women in management team was 20 percent. ...cultures: Cultural diversity is a part of everyday working life at Speira's Recycling Services. Awareness of different value systems and their influence on our daily behavior helps to meet the challenges of mixed teams. ...generations: We encourage learning across all generations. We promote knowledge transfer and a change of perspective between experienced and less experienced employees. The aging population in industrialized countries is a challenge for the companies. Regular demographic analysis helps us to understand the challenges we may be facing in the future and plan early enough the activities to prevent any workforce shortage.
2020
Social Dialog and Employee Representation
We are committed to communicating openly with our employees and their representatives and pursuing a constructive dialog. Our goal is to inform them early on about important issues and to involve them in the process. As a result, we are in a position to successfully face challenges and changes in society, the economy and politics in order to remain competitive and sustainable in the future. We involve employee representatives in many decision-making processes beyond those for which worker participation is a statutory requirement.
Preserving jobs and dealing responsibly with necessary structural changes are important to us. In order to secure the company’s competitiveness, we continually adapt our structure to market conditions. If jobs are affected by this, we enter into a solution-oriented dialog with the employee representatives before actions are taken. In doing so, we follow all applicable codetermination legislation and apply the required procedures for each action. We aim to reach agreements with socially compatible arrangements for the particular employees. To date, we have been able to manage the necessary restructuring measures while reconciling interests. The actions involved range from early retirement through to support with professional reskilling and refocus.
Fair Payment
Appreciation of our employees is an important element of our company culture and enables us to ensure our long-term and sustainable business success. For this reason, it is important to recognize our people’s performance through appropriate remuneration in line with the market. The compensation systems for our non-managerial employees are based on local requirements and existing collective agreements. Wages are regulated through the collective bargaining agreement of the sector, and those are the rules clearly implemented.
Management positions’ groupings are externally assessed every two years and benchmarked against comparable competitors. Here, we use short-term variable remuneration components to reward individual contributions to the company’s success. The Management Incentive Program (MIP) paid out annually takes into account both our medium-term financial targets and each person’s individual performance. There is no systematic difference between the compensation received by male and female employees.
Freedom of Association and Right to Collective Bargaining
There is a freely elected workers council in place in each site of Speira's Recycling Services and Collective Bargaining Agreements are implemented. Our policies and procedures clearly state the recognition of the principle of freedom of association and the right to join employee organizations.
Child Labour
There is no employment of workers under the age of 18 years. Child labour is prohibited in Europe. The hiring of minors (under 18 years) is not allowed in any position. In line with the conventions of the International Labor Organization (ILO), Speira's Recycling Services only offers fixed-term internships, education programs and seasonal employment to young people when this does not impair their safety, health and compulsory school attendance in any way and compliance with the requirements in precisely monitored.
Forced Labour
We neither engage nor support the use of forced labour. We do not engage in or support human trafficking either directly or through any employment or recruitment agencies. Practices such as withholding personal property, passports, wages, training certificates, work permits or any other document for inappropriate reason are not acceptable. We do not tolerate slavery and forced or compulsory labor and human trafficking in our supply chain.
Aluminiumstraße 3 41515 Grevenbroich Germany
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