+31 314 373 333 |
 |
 |
 |
 |
 |
 |
This section provides information about how HMBV focuses on being a sustainable company and attractive employer.
SUSTAINABILITY REPORT
SOCIETY
-
Our people
Characteristics of the employees unit FY2022 FY2023 Total number person 209 222 Permanent employees person 190 207 - male
person 161 175 - female
person 29 32 - domestic
person 182 201 - foreign
person 8 6 Temporary employees person 17 13 - male
person 15 13 - female
person 2 0 - domestic
person 15 11 - foreign
person 2 2 Non-guaranteed hours employees person 2 2 - male
person 2 2 - female
person 0 0 - domestic
person 2 2 - foreign
person 0 0 Full-time employees person 156 171 - male
person 141 156 - female
person 15 15 - domestic
person 147 146 - foreign
person 9 10 Part-time employees person 53 51 - male
person 37 34 - female
person 16 17 - domestic
person 49 - foreign
person 2 Leavers, hires and turnover unit FY2022 FY2023 Number of employees person 209 222 Leavers (headcount) person 14 1 Retired person 5 0 FTE person 190 207 Hires (headcount) person 26 17 Male person 161 175 Female person 29 32 Turnover % 92,5 93 Work-life balance unit FY2022 FY2023 Percentage of employees that exceed 48 working hours per week in the applicable reference period % 0 0 Number of employees entitled to family-related leave, disaggregated by gender - male
person 161 177 - female
person 29 32 Number of employees entitled to family-related leave, disaggregated by type of family-related leave - parental leave
person 37 34 - care leave
person 190 209 Number of employees that took family-related leave, disaggregated by gender - male
person 13 9 - female
person 1 2 Number of employees that took family-related leave, disaggregated by type of leave - parental leave
person 7 5 - care leave
person 7 8 Return to work of employees that took parental leave, disaggregated by gender - male
% 100 100 - female
% 100 100 Retention rates of employees that took parental leave, disaggregated by gender - male
% 0 0 - female
% 0 0 Number of employees entitled to take advantage of flexible work arrangements for caring purposes, disaggregated by gender - male
person 161 177 - female
person 25 28 Number of employees that took advantage of flexible work arrangements for caring purposes, disaggregated by gender - male
person - female
person Number of employees that took advantage of flexible work arrangements for caring purposes, disaggregated by type of arrangement - shortened work hours
person - telework
person Non-employee workers unit FY2022 FY2023 Number of workers engaged in HMBV's core business who are not employees, i.e. persons who are not in an employment relationship with HMBV, but whose work is controlled by it and perform roles that are the same as or similar to those of its employees or are otherwise engaged in HMBV's core business person 3 6 -
Diversity & equal opportunity
Discrimination incidents unit FY2022 FY2023 Number of incidents of discrimination, including harassment, during the reporting period Q'ty 0 0 Number of incidents reviewed by the undertaking Q'ty 0 0 Total number of remediation plans being implemented Q'ty 0 0 Total number of remediation plans that have been implemented, with results reviewed through routine internal management review processes Q'ty 0 0 Total number of incidents no longer subject to action Q'ty 0 0 Employment of persons with disabilities unit FY2022 FY2023 Percentage of employees with disabilities % 0,5 0,5 Total number of own workers with disabilities broken down by gender - male
person 1 1 - female
person 0 0 Equal opportunities and rights unit FY2022 FY2023 Total amount of fines, penalties, and compensation for damages as a result of violations regarding own workers´ equal opportunities rights as specified under the objectives section € 0 0 Number of complaints filed through operational-level grievance mechanisms for each of the matters Q'ty 0 0 Number of complaints resolved through remediation for each of the matter Q'ty 0 0 Total amount of fines, penalties, and compensation for damages as a result of violations regarding workers' other work-related rights as specified under the objectives section € 0 0 -
Training, education and skills development
Training programmes unit FY2022 FY2023 Percentage of employees covered by training programmes for each employee category % 100 100 - permanent employees
% 100 100 - temporary employees
% 100 100 - non-guaranteed hours employees
% - full-time employees
% 100 100 - part-time employees
% 100 100 Performance and career development reviews unit FY2022 FY2023 Percentage of employees covered by regular performance and career development reviews for each employee category % 85 60 - permanent employees
% 93 60 - temporary employees
% 0 0 - non-guaranteed hours employees
% 0 0 - full-time employees
% 85 60 - part-time employees
% 85 60 Training hours gender unit FY2022 FY2023 Average number of training hours per person in own workforce by employee category and gender h 15 - permanent employees
m h 16 f 8 - temporary employees
m h 20 f 20 - non-guaranteed hours employees
m h 2 f 0 - full-time employees
m h 15 f 10 - part-time employees
m h 36 f 11 - total
h 2836 Percentage of employees that are on rotation, promoted or stationing over the total number of employees by gender m % 5,58 f 1,86 Average expenses on training per full-time equivalent (FTE) k € 475,35 467,21 Total expenses on training per full-time equivalent (FTE) k € 83.954,86 90.480,17
Career management and training policyProper training and education of staff is of great importance to HMBV. HMBV has therefore set the next goal:
'100% of the employees that required education for their function have followed it by 2030'.KPIs unit FY2022 FY2023 Share of employees that receive regular performance and career development reviews % 85 60 Share of employees that have agreed to our Code of Conduct % 100 100 -
Occupational health & safety
Occupational health and safety is of utmost importance to HMBV. For this reason, the following target is set: '100% of management and employees must be trained in safety by 2030'.
Health and safety management system unit FY2022 FY2023 Number of fatalities as a result of work-related injuries person 0 0 Rate of fatalities as a result of work-related injuries % 0 0 Number of recordable work-related injuries Q'ty 5 6 Rate of recordable work-related injuries % 4,4 6,1 Number of fatalities as a result of work-related ill health person 0 0 Number of cases of recordable work-related ill health Q'ty 0 0 Number of days lost to work-related injuries and fatalities from work-related accidents day 5 43 Number of days lost to work-related ill health day 0 0 Number of fatalities from ill health person 0 0 Absentee days for specific categories of own workers day 0 0 Percentage of own workers that are not eligible for health care benefits either through the undertaking or a government programme % 0 0 KPIs
KPI unit FY2020 FY2021 FY2022 FY2023 Lost Time Injury Frequency Rate (LTIFR) % 3,5 6 6,2 6,1 Lost time injury (LTI) (#) Q'ty 1 2 2 2 Total recordable injuries (TRI) (#) Q'ty 2 6 5 6 Total Recordable Injury Frequency Rate (TRIFR) % 2,08 5,62 4,37 4,89 Minor injuries and accidents (#) Q'ty 0 0 4 4 -
Social security and collective bargaining coverage
Social security and collective bargaining coverage unit FY2022 FY2023 Percentage of employees eligible for social security % 100 100 Percentage of employees covered by collective bargaining agreements % 100 100 -
Annual total compensation ratio
Annual total compensation ratio unit FY2022 FY2023 Ratio of the basic salary and remuneration of women to men for each employee category, by country - permanent employees
ratio 100:100 100:100 - temporary employees
ratio 100:101 100:100 - non-guaranteed hours employees
ratio - full-time employees
ratio 100:100 100:100 - part-time employees
ratio 100:100 100:100 Ratio of the annual total compensation ratio of the highest paid individual to the median annual total compensation for all employees (excluding the highest-paid individual) ratio 13,49 13,49 Ratio of the percentage increase in annual total compensation for the undertaking's highest-paid individual to the median percentage increase in annual total compensation for all employees (excluding the highest-paid individual) % -
Work stoppages
Work stoppages unit FY2022 FY2023 Number of major work stoppages Q'ty 0 0 Number of workers involved person 0 0 Length in days of each stoppage day 0 0 Calculation of the total number of idle person-days FTE due to major work stoppages person 0 0 -
Forced & child labour
Forced & child labour unit FY2022 FY2023 Number of incidents forced labour and/or, the trafficking of persons for the purposes of forced or compulsory labour i.e. human trafficking identified in our workforce Q'ty 0 0 Number of incidents of child labour identified in our workforce Q'ty 0 0 -
Supplier environment & social assessment
HMBV attaches great importance to the sustainability of its suppliers. For this reason, a self-assessment form has been developed to determine the sustainability of its suppliers. This is in order to reach the target of '60% self-assessment or audit of suppliers by 2030'. Currently, 22% of critical suppliers have completed the self-assessment form. HMBV aims to increase this percentage to 100% by the end of 2023. Over time, HMBV will also support its suppliers to register with EcoVadis.
Sustainable procurement
Our current sustainability procurement rate is 25%. HMBV aims to increase the sustainability procurement rate to 60% by 2030.
RELATED ITEMS
Let our expert help you
Talk to our seasoned experts and let them help you improve the sustainability of your powder processing activities,
while ensuring that sustainability goes hand in hand with a healthy and profitable business.
