LISI GROUP - 2018 Financial report

110 LISI 2018 FINANCIAL REPORT CORPORATE SOCIAL RESPONSIBILITY 6

employee. Since 2015, training dedicated to the advanced LEAP tools

(LEAP Intermediate, LEAP Advanced, LEAP Manager, Experience plan,

Advanced statistics) have been organized as part of the LKI business

university offering, ensuring that learners from all LISI Group divisions

aremixed together.

In 2018, as in 2017, LISI continued the implementation of its major LISI

ExcellenceHSEtool,theSafetyCultureProgram(SCP),atall itssites.The

aimofthisprogramistoaddressbehavior-relatedcausesofoccupational

accidents by providingmanagerswith the keys to understand hazardous

behaviors and giving them the levers to correct them. This program also

aims to develop a Safety Culture among employees through the

deployment of a structured and regular communication campaign.

Thanks to a shared culture of prudence, encouraging each employee to

make his/her working environment more safe, our sites have recorded

improvement in terms of safety.

6.5

Maintaining Employee Satisfaction

Committing to quality of life at work and improving working conditions

improvesemployeesatisfaction.This isamajorfocusforretainingtalent

and to ensure that each person gives their very best to their work.

6.5.1

Providing A Pleasant Working Environment

For several years the LISI Group has ensured that sites launch a

survey

onthequalityoftheir

lifeatwork,creating improvementactionplansand

deploying them.

In 2018, the LISI AEROSPACE sites and LISI AUTOMOTIVE’s foreign sites

launched this survey. With respect to LISI AUTOMOTIVE’S French sites,

the surveys will be conducted in 2019 however action plans to help

improve the wellbeing of employees resulting from the 2017 surveys are

still in progress.

■■

Recognizing long-servicemedals, professional careers and diplomas.

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Presence of a social service assistant in the company once a month

fromSeptember 2018.

■■

Study of all requests for part-time work or change in working hours.

A number of these actions are also conducted abroad such as at the

Fuenlabrada site in Spain which strives to create a balance between

family life and work life by adapting working shift hours if possible.

In terms of hygiene, the sites are also working to make the work

environmentmorepleasant.Forexample,atLISIAUTOMOTIVE’sShanghai

site, significant enhancements were made in 2018 concerning the

reduction of fumes, the loss of oil from machines and to improve the

cloakrooms.

6.5.2

Preventing Risks Linked To Employees’ Physical

And Mental Health

In 2018, the LISI Groupmonitored the health of its employees through the

following actions:

■■

Heating at the start of shift for employees who want it at the sites at

Villefranche de Rouergue, Marmande and La Ferté;

■■

Vaccination campaign: Izmir, Marmande, Fuenlabrada;

■■

Health check-ups at Gummersbach, and at all American sites (Jeropa,

City of Industry, Torrance and Minneapolis);

■■

On-site osteopath at Neyron and Monterey and massages at

Mellrichstadt;

■■

Continuation of Netwing processes at Dasle and Melisey with the

support of a physiotherapist;

■■

To fight against addiction, LISI AUTOMOTIVE France has introduced

“zeroalcohol”measures intothe internalrules“atrisk”workstationsand

has introduced anti-drug saliva testing. The Materials Preparation site

at Grandvillars has implemented an action to support employees

wishing to stop smoking with the help of a doctor specializing in

addiction;

■■

Regular information is provided to employees on good practices for a

healthy lifestyle (German and US plants);

■■

In 2018, the LISI AEROSPACE head office introduced a fruit basket

program.ThisinitiativeisstillimplementedattheLISIAUTOMOTIVEsite

at Heidelberg.

In France, employees of the LISI Group benefit from the services of

Réhalto, in order

to prevent any psychosocial risks,

regardless of their

origin, work-related or personal.

This listeningandsupportplatform,composedofpsychologistsavailable

24/7, allows any employee of the Group to obtain the assistance of a

qualified professional to overcome their problems and find a solution to

their difficulties, be they of a personal, professional, family or addiction-

related nature.

A simple phone call, on a totally confidential basis, puts the employee in

touchwithapsychosocialhealthworkerinhis/herregion,whoistherefore

able toprovide a diagnosis. Theemployee canbenefit fromup to 12hours

of paid consultations.

TheRugby site alsooffers this type of support to help fight psychological

risks.

Further,thoroughergonomic

workiscarriedoutduringthereorganization

ofworkstations,relocationofmachines inordertoreducetheriskofMSD

and to take on board, or maintain in employment, employees with major

impaired skills or with disabilities.

6.5.3

Developing Communication And Exchanges

The Group hopes to develop actions to communicate the company’s

results and projects and to create opportunities for exchanges in order

to improve employee satisfaction.

The orientations and strategies of each division are shared with

employees at sitemeetings.

Regular meetings are also held during the year such as at Villefranche de

Rouergue or Bar sur Aube.

At the Puiseux site, the launch of a plant project in 2018, with the aim of

developing the culture of standards and improving quality results also

providedanopportunitytocreatemultidisciplinaryworkinggroups inthe

and everyday concerns of employees. These multidisciplinary working

groupsprovideddailymeetings(1hr/day)withvolunteeremployeestofind

solutions to these concerns.