Corporate Responsibility
Report – 2013/ 2014
PL EN
Version for Visually Impaired

Society

We promote diversity in e.g. age, sex, education, and professional experience. We strive to create a workplace in which every employed person feels respected, and appreciated and can achieve their potential. This contributes to contribute to the success of the whole organization. We are building culture of safety. We promote changes of behaviors, customs, attitudes of employees so that they are safer. Our goal is "Zero accidents".

Preferred Employer

Position of preferred employer is one of the strategic goals of DB Schenker Logistics. We care about the development and safety of our employees and couriers. We examine their satisfaction. We promote diversity. We monitor equal opportunity in the workplace in regard of gender and age.

Employment structure at DB Schenker Logistics

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Graph 2. Structure of employees based on their sex and work

Graph 3. Structure of employees based on their age

Table 5. The structure of employment by type of employment and regions in 2013 - as at 31.12
  In total Katowice region Łódź region Poznań region Warszawa region Contract logistics Rail logistics Headquarter
Employment on trial period 53 4 4 0 6 32 2 5
Temporary employment 321 20 31 37 22 178 4 29
Employment under an contract 1489 294 258 277 189 101 11 359
Replacement contract 10 3 1 0 3 1 0 2
Table 6. The structure of employment by type of employment and regions in 2014 - as at 31.12
  In total Katowice region Łódź region Poznań region Warszawa region Contract logistics Rail logistics Headquarter
Employment on trial period 79 6 3 5 3 59 1 2
Temporary employment 321 21 24 28 24 167 3 54
Employment under an contract 1523 297 253 281 192 114 13 373
Replacement contract 17 7 5 1 2 2 0 0

We promote healthy lifestyle, balance between private and professional lives.

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We offer our employees:

  • partial funding of health insurance package
  • subsidies for sports and recreational activities
  • participation in company and external sports tournaments
  • annual vaccination against flue
  • workshops in order to prevent health problems
43.05%
employees use subsidies for sports and recreational activities
32.55%
employees benefit from partial funding of health insurance package
4.08%
aabsence indicator - which resulted in 21,761 days company-wide

*data for 2014

Health and Safety

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Our goal is to provide safe working conditions.
We monitor dangerous events. We analyze them and take corrective actions to prevent them in the future.

In 2013 we registered 145 dangerous events in total (with and without injuries). 33 of them were qualified as accidents of employees at work and 33 were related to couriers' traffic accidents.

In 2014 we registered 256 dangerous events. 30 of them were qualified as accidents at work and 77 of them were traffic accidents.

Table 7. Accident rates in 2013-14:
Accident rates 2013 2014
Number of all accidents of employees (accidents at work, accidents on the way to and from work, accidents equal to accidents at work*) 45 44
- including accidents at work (only light) 33 30
Accidents at work frequency rate (number of accidents per 1000 employed) 18,31 16,03
Number of days of being incapable to work due to accidents at work, accidents on the way and equal accidents 1449 1073

* Accidents during activities ordered by the employer, outside the place of work (e.g. during a business trip).

We care about hygiene and proper working conditions. An important factor in this area is the continuous improvement of our organization. We act according to the 5S system, which helps in maintaining order in the work place. We put emphasis on the balance between work and private life.

What we do to continually raise the level of security in the DB Schenker Logistics:

  • Since 2013 we have been informing our employees about every accident at our facilities using "Accidents boards". We include a number of days since the last event, description and place of the last accident, and preventive actions that were undertaken.
  • We implemented a standard of protective footwear that must be worn by every person who is in the production room (workers, subcontractors, visitors).
  • We changed an organization of internal transport and marked all transport routes and dangerous places.
  • We implemented uniform appearance (standard) of all security signs.
  • We appointed "Safety guardians" - people conducting shortened safety audits. Results of these audits are discussed with employees and management.
  • We appointed "Safety guardians" - people conducting shortened safety audits. Results of these audits are discussed with employees and management.

Employee satisfaction surveys

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Using an independent research facility, we periodically measure employee satisfaction. Afterwards, we analyze the results together and design and implement the remedial actions.

When we compared the results from 2012 and 2014 we took note of an increase in the survey attendance and increase in the satisfaction index.
In 2014 1621 people participated in the survey. This constitute 90.7% of all employees entitled to participation in the Satisfaction Survey. On a five-point scale the company reached index of satisfaction on the level of 3.9. We saw increase in all the areas.

 

Interesting facts about the survey:
  • People at the age of 30-39 constituted the most numerous group of respondents.
  • 43% respondents work at the company from 5 to 14 years.
  • Satisfaction index of women is 4.0 while the same index of men is 3.9.
  • After the survey over 300 collective and individual reports were prepared.

Satisfaction surveys for carriers and couriers

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Systematycznie badamy zadowolenie naszych dostawców ze współpracy.

Thanks to high turnout (over 90% of returned questionnaires) we receive e.g. general reports for the whole company, for every branch, and a dozen or so individual reports for the larger Carriers. Based on the obtained results we undertake improving initiatives.

308,92 - it is a level of satisfaction from the cooperation of
carriers and couriers with DB Schenker Logistics according to the study of 2014.

Index scale:
350 - 400 - very high level of satisfaction
300 - 350 - high level of satisfaction
200 - 300 - medium level of satisfaction
100 - 200 - low level of satisfaction

The results of the survey indicate that:

  • the vast majority of respondents want to continue cooperation with DB Schenker Logistics
  • aspects which have obtained high scores are: support and friendly treatment in daily work, professionalism in cooperation with employees of DB Schenker Logistics, e.g. with the dispatchers, Customer Service, persons responsible for the settlement,
  • In respect of companies image good rates obtained: ethical principles and a strong position in the transport market,
  • Highly rated elements are among the others: job security and the opportunity to influence the way of loading the car.

Development at DB Schenker Logistics

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We develop competence of our employees:

  • We start with internal recruitments
    Ads are placed in the Intranet or sent directly via e-mail. It is a rule that an employee informs their superior about entering the recruitment process. Their permission is not required.
  • Internal process of promotion
    On average, at DB Schenker Logistics about 180 people are promoted - by changing their position to the higher or by accepting more responsibilities (data for 2013 and 2014).
  • Individual plan of development in accordance with 70-20-10 rule
    At 70% we learn by performing our everyday duties, taking part in new projects or voluntary services. At 20% we learn from our colleagues who are more experienced in the given specialty. Courses and trainings constitute 10%.

  • Internal training programs for the Talented:

    School of Leaders
    enhances competence of the managers within the scope of leadership, team management, and personal efficiency.
    School of Young Leaders
    prepares potential successors to the leaders for the change in their area of responsibility, vertical or horizontal promotion.

    2013: 12th edition of the School of Leaders (12 participants) and 7th edition of the School of Young Leaders (14 people)
    2014: 13th edition of the School of Leaders (12 participants) and 8th edition of the School of Young Leaders (15 people)

    Up to now, 268 people extended their skills as part of both these programs.

  • Corporate programs: prepare an employee for assuming higher position at the company's structure in Poland and abroad, common understanding of rules and method of management.

Training courses in 2013 and 2014.

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Training courses :
2013
2014
number of training courses
219
253
number of participants
2292
2794
average number of training hours per a regular employee
13,6
with e-learning
13,1
with e-learning

System of employee evaluation and development conversations

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Feedback that the employees can receive from their supervisors is a basis for the professional and personal development as well as the tool for planning the career and the opportunity to assess the goals and set new ones.