Safety and health
GRI 103-2, 103-3 SDG 3.4, 3.5, 3.9, 8.8, 16.7
In addition to providing adequate working conditions for its employees and others, we believe that an organization must provide an environment where people can perform their professional activities with quality and balance in all aspects of their life. The main objective of wellness and quality of life actions is to encourage healthy habits, improve the organizational climate, promote the attraction and retention of our teams and influence creativity, while also guaranteeing operational continuity and productivity. To achieve this, we seek to be recognized as a quality workplace benchmark company.
With this in mind, we consolidated the Better Living Program (Programa Viver Melhor), established in 2017 and based on the World Health Organization’s Quality of Life (WHOQOL) plan. Six pillars support the program: Physical, Psychological, Environment, Interpersonal Relations, Independence and Spirituality. In 2018, all units implemented actions to stimulate healthy eating, the practice of physical activities and improvement of the working environment, with high employee acceptance levels. The actions were designed according to the reality and needs of the organization and divided into two types of initiatives: institutional and local. Institutional actions are those employed in all units, while local actions are related to the specific demands and needs of each unit. GRI 403-6 SDG 3.4
As examples of actions, we have the The One Who Loses Wins (Quem Perde Ganha), Vazante, and Reto a la Balanza (Directly to the Scale), in Cajamarquilla, which were set up to encourage adoption of a healthy lifestyle. At the Pasco and Cerro Lindo Complex, we kicked off the Habitability Plan, focusing on the comfort, wellness and quality of life of our own and outsourced employees.
In Pasco, the actions included the construction of the central kitchen at El Porvenir, refurbishment of the refectory, hiring of a nutritionist responsible for orienting employees regarding healthy eating habits, remodeling and adaptation of housing and hygiene service structures (bathrooms, toilets and locker rooms). For Cerro Lindo, the actions included renovation and expansion of housing, adequate hygiene services, installation of workout gyms and leisure areas in all accommodation areas and revamping of common areas. Also notable was the Healthy Company program at Cajamarquilla, which sought to prevent metabolic syndrome and promote healthy habits of employees; the program was a finalist in the 2018 Recognition Program.
We continue to strengthen the shared Occupational Health and Hygiene model to ensure correct management of the potential risks of occupational diseases. With this, we seek to boost the effectiveness of our actions, with a focus on risk mitigation, shared knowledge and responsibilities about preventive methods and practices for all employees. In 2018, we also conducted an in-house assessment of occupational health and hygiene processes in all units, aiming to achieve legal and technical compliance and alignment with the Corporate Occupational Health and Hygiene policy. The result was a plan with local and corporate actions for the improvement process. GRI 403-3
The program’s governance is through the Corporate Quality of Life Committee, composed of Health and Safety, DHO, Corporate Communication and unit representatives, selected by each local committee. The corporate committee defines the guidelines and actions that must be implemented in all units. The local quality of life committees are responsible for implementing the corporate and local actions according to the demands of the plants and contribute to the preparation of a plan that has been adapted to the different realities. GRI 403-4 SDG 16.7
In 2019, our objective is to establish indicators to evaluate the effectiveness of the actions, as well as implementation of actions in the physical pillar in the communities.
Housing Plan SDG 8.8
The main highlight in the period was the implementation of the Housing Plan, involving an investment of US$ 1.76 million and an estimated budget of US$ 9.6 million for 2019. After visiting all the mining units in Peru, the corporate HSO team conducted a diagnosis of housing conditions, food services (kitchens, restaurants and cafeterias) and hygiene (toilets, toilets, locker rooms and laundries) for the workers in the units. The outcome was a plan containing short-, mediumand long-term implementation actions to improve the quality of life, well-being and comfort of our own and outsourced employees. Once the most basic and urgent problems were solved, other adjustments were scheduled, including the expansion and construction of new housing, which began in 2018 and is expected to be completed by 2020. The Brazilian units, which are more advanced in this matter, will be the target in the future of a survey regarding habitability conditions.