deSter Sustainability Report 2022

PEOPLE ESG REPORT DESTER 2022
TRAINING AND
DEVELOPMENT
Performance Evaluation
In 2022, 97% of employees and leaders
completed a performance review, which
supports and guides them in their current
job while also providing career opportunities
and long-term goals. To help
their career progress, we support them
in developing skills beyond their current
job. We encourage our employees to participate
in the process since it can offer
development opportunities and salary
rewards based on performance.
Leadership Development
deSter’s talent management approach
identifies, develops, and promotes internal
leaders. In 2022, we promoted several
employees to new leadership roles and
supported them with skills assessment,
leadership training and coaching.
Furthermore, leadership development is
not only aimed at senior management.
Anyone, regardless of title or seniority,
can thrive with our leadership opportunities.
As one example, we offer essential
skills training to employees who are promoted
to leadership roles.
In case a relocation is needed to take up
a leadership role in a different country,
deSter offers administrative relocation
support. In 2022, 4 employees were relocated
to different countries.
Employee Trainings
Valuing the growth of our employees, we
offer a variety of training opportunities internally
and externally, from “Five Minute
Trainings” delivered during pre-shifts to
fact sheets distributed to teams and formal
training programs for soft, technical,
operational, commercial and leadership
skills. In 2022, we conducted 12.6 hours
of training per employee on average. In
addition, we encourage employees from
different offices to train each other and
share inter-organizational knowledge via
online channels.
GLOBAL
COMMUNICATION
NETWORK
Many of our functions and activities are
spread across different locations, we
use a global communication network to
enable information sharing and foster
community. The network not only helps
employees to stay up-to-date on what
is happening in other locations and exchange
insights, but it also sheds light on
work cultures and styles that are different
from their own.
In 2022, we organized 8 Global Town Hall
Meetings, which saw about 200 online
participants per meeting. At these town
halls, we exchange business, financial and
HR updates. More focused meetings also
took place at the regional level to address
local issues.
To help our employees stay connected
and informed around the globe, we offer
several other global initiatives, including
a Change Partner Network (focused on
the postmerger integration), buddy program
and monthly newsletters. We also
have a globally standardized on-boarding
process that helps employees learn more
about the company and connect with
teammates worldwide.
“THE GLOBAL ONBOARDING
SESSION WAS VERY
HELPFUL FOR A NEW
JOINER TO UNDERSTAND
MORE ABOUT THE
COMPANY, AND I WAS
HAPPY TO MEET AND
CONNECT WITH NEW
COLLEAGUES IN DIFFERENT
REGIONS.”
Winnie Leung (Hong Kong)
EXTERNAL
ENDORSEMENTS
To challenge ourselves to improve, we often
participate in external auditing of our
social and environmental performance.
With regards to deSter People, specifically,
we regularly undergo Sedex SMETA
(Sedex Members Ethical Trade Audit) and
SWA (Standard Workplace Accountability)
audits at various sites. Moreover, our
factory in Thailand has achieved the Thai
Labour Standard, awarded by the Ministry
of Labour Protection and Welfare.
We also undergo rigorous environmental
and social audits organized by our customers
such as Subway, Havi/McDonald’s,
Duni, JDE Douwe Egberts, KFC,
Carrefour, etc. We received no nonconformities
in these audits.
48