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Part 1 - General presentation of the Group
19
Workers installing the electrodes of an ESP in an Eskom power plant, South Africa
heart of its working relations. In this regard, 2010 was
marked by several specific initiatives:
■ Commitment to respect the Universal Declaration of
Human Rights. In January 2011, the 19 subsidiaries
included in the parameter in the section “Report
parameters” comply with this Declaration (in so far as
the legislation in place in the respective countries
allows them to).
■ Commitment to not employ children (the definition of
the term child depends on the country and sometimes
the type of activity). The areas identified as presenting
the biggest risks concerning child labor are our
factories in India (Umbergaon) and in China (Jiaxing,
Shanghai and Wuqing from 2011). For Hamon, in early
2011, none of the 19 subsidiaries included employed
people under the age of 18.
■ Distribution of the Hamon Code of Ethics to all of our
managers and employees. A summary of this Code is
available on our website: www.hamon.com.
Over time these commitments are gradually incorporated
into the Group’s working methods and shared with all
Hamon’s subsidiaries. We also want to establish
adequate internal control measures. It should be noted
that within the framework of a sustainable procurement
policy, we are working to ensure that our commitments
are passed on to our suppliers. Therefore, through
our general purchasing conditions, we ask that they
respect the social regulations in force and do not
employ children.
Other initiatives carried out in 2010
Among a number of initiatives carried out in 2010 was
an extensive staff satisfaction survey in the United
States. The results of the survey were analyzed in detail
in order to address the main concerns and to devise
appropriate action plans. The main points that came to
light are:
■ Hamon U.S. is recognized as a reputable employer;
it pays its staff well and clearly defines and
communicates its strategy and responsibilities.
■ Areas for improvement are the training and management
of individual performances; the management is
working to address this.
Other projects also underway among some subsidiaries
of the Group include:
■ An analysis of the competitiveness of our pay
packages in comparison to the market practices.
■ Classification of roles.