Summary Annual Report 2011 - Gamesa

Freedom of association
respect for, and promotion of, labour rights are enshrined
in Gamesa's Code of Conduct and its sustainability
principles: freedom of association and affiliation and
the effective right to collective bargaining, working also
for the elimination of forced or compulsory labour, child
labour and any form of coerced labour.
Gamesa is aware of the role played by trade unions, not
just in negotiating labour conditions but also as strategic
entities that have an important influence on the economic
and social environment at national and transnational
level.
it is standard practice to build positive relationships
with trade unions in the united states and spain. the
second collective agreement in the us was signed in
2011. there are 40 works committees or individual union
representatives in spain, with whom Gamesa held 130
ordinary meetings, 61 negotiation meetings and 67
meetings on other topics in 2011. in 2010, an agreement
was reached with workers' representatives for a
temporary downsizing plan at four plants in spain and the
closure of a fifth plant.
the process included a relocation plan to mitigate the
effects of the downsizing measures. the facilities in
bergondo and sigüeiro were combined and the company
was able to keep the 74 workers from the two plants
on the payroll. thirty-one employees were transferred
temporarily to other facilities in spain and 28 to india,
China, and the us to support development and training in
those regions.
Gamesa also negotiated the renewal of five specific
agreements at the plants in somozas, asteasu, munguía,
burgos and Ágreda, and commenced negotiations at
another six. the company also signed 38 replacement
contracts with social partners in spain for work centres
where the workforce was older (for workers aged 62 and
over).
Gamesa guarantees union election processes; 15 were held
in spain in 2011. in brazil, where Gamesa started operating
in 2011, the employer and worker organisations differ
between territories.
in China, the national union encourages workers to
establish their own unions; Gamesa management
supports all initiatives in this direction and coordinates
with the national union in this regard. in this process,
Gamesa undertakes the activities normally provided
by unions, such as the organisation of social activities,
company cafeterias, and commuter buses.
180 Gamesa > 2011 annual report > sustainability
unionisation is a basic right of workers under indian law.
Gamesa in india firmly supports any measures oriented
to the creation of a positive labour environment where
there are no barriers between management and workers,
encouraging negotiation processes. Gamesa's plant in
india currently has committees in place.
employability and training
another of the pillars on which Gamesa's value
proposal with employees is based is employability, with
opportunities for career development through training
and professional experience as fundamental aspects of
the talent management process, for which the company
uses its Corporate university.
in 2011, 8,260 employees received training, i.e. practically
all of the staff (98.4%) attended at least one course
during the year. the number of training hours in 2011 rose
by 46% when compared to 2010. Gamesa has an extensive
training catalogue, with 381 courses, 17% of which are
on-line.
in 2011, Gamesa university promoted two selfdevelopment
tools for managers: a library of management
book summaries, with more than 5,000 available, which
attained 6,147 downloads; and an on-line languagelearning
platform that offers seven languages at various
levels (more than 15,500 learning hours in 2011).
traininG Hours per employee
total: 323,694 hours in 2011
2007
2008
2009
2010
2011
24.10
32.79
32.32
32.27
39.57