Promoting safe and healthy work environments that contribute to the reinforcement of a self-care culture and to the well-being and balance of the employees, positively influencing thus their productivity and commitment to the Organization.
Strategy and Progress
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Risks and opportunities
GRI 103-1
Grupo Nutresa is committed to the health and well-being of its employees, demonstrating it with the creation of strategies focused on promoting the quality of life in the workplace and the dimensions that contribute to achieving a balanced life. The Organization is certain about the fact that having healthy and harmonious employees creates a positive impact on the attainment of favorable and sustainable results. Therefore, the Company seeks to mitigate the risks related to the occurrence of accidents and to the emergence of physical and mental illnesses that, if not timely addressed, could cause absenteeism, lack of motivation and commitment, and a decrease in the productivity of the employees.
Practices such as telecommuting, flexible working hours, free time and comfortable work styles and environments, apart from increasing work quality, foster the possibility of attracting the best talent, as they are increasingly valued in the employment market and also have a greater economic impact in comparison to the cost of employee turnover, which is a growing risk for many organizations.
The Organization is certain about the fact that having healthy and harmonious employees creates a positive impact on the attainment of favorable and sustainable results.
Finally, all of Grupo Nutresa’s companies are visualizing a clear opportunity in the digital technologies related to automation, robotization and artificial intelligence, among other, for using them in processes that entail a high level of exposure to accident and absenteeism risks. Consequently, the Organization is exploring and implementing some of these new technologies that, in addition to bringing health benefits, contribute to productivity.
Outlook
Grupo Nutresa will steer its strategy towards the continued promotion of healthy habits and lifestyles, and it will continue to develop a high level of awareness about the importance of self-care. In addition to this strategy, the Organization will keep on exploring opportunities regarding automation and robotization in high exposure processes, identifying the most critical processes in order to intervene them as a priority.
Another challenge considered in the strategies is related to contractor and supplier management, based on the goal of achieving that they reach the desired standards in Grupo Nutresa’s context, thus improving the productivity indicators.
As of the end of 2018, the Organization fulfilled the goal that was set for 2020 in relation to the direct-employee accident frequency rate indicator, which is why a new goal of 1,40 has been set for the same year. Moreover, Grupo Nutresa will continue to work jointly with the occupational risk insurance administrator on the implementation of the project titled Risk Attributable to Occupational Illness, which will consist of four stages: establishing the occupational illness burden by each company, determining the occupational illness reduction after the implementation of the control measures, reviewing the cases to achieve an occupational illness rate lower than the sector average, and managing the safe return to work in the cases of persistent or definitive occupational illnesses.
Lastly, another challenge that will continue to be worked on is the promotion and implementation of programs related to wholesome awareness, concentration, focus, enjoyment and balance, which is why the Company will keep adopting alternative solutions such as mindfulness, yoga, meditation, emotion management, and dream hygiene, among other.
Progress in 2018
GRI 103-3
Well-being and quality of life are two of the most material topics in employee management. In 2018, the practices with the greatest impact were focused on the promotion of healthy lifestyles, and the sports and recreational programs were the most impactful among them. Grupo Nutresa invested COP 13.164 millones in these activities, which had the participation of 25.949 employees.
For the promotion of sports activities, some companies have their own gym facilities, and the other have established agreements with physical conditioning centers, achieving a high level of satisfaction and use by the employees. In alignment with the sustainable development strategy, the “Muévete Nutresa” (Get moving, Nutresa) mobility program, which not only promotes the protection of the environment but also the integration with coworkers and the sports habits as alternatives for their transport.
Additionally in 2018, the Organization implemented the “Buen Comienzo” (Good Start) program, through which the employees’ families with children from zero to two years old received specialist advise about early stimulation, nutrition, breastfeeding, and parenting guidelines with the purpose of contributing an active presence of parents in the care for their children.
Grupo Nutresa will explore opportunities regarding automation and robotization in high-exposure processes, identifying the most critical processes in order to address them as a priority.
Workplace health and safety management through the incorporation of world-class standards
Grupo Nutresa has a comprehensive risk management manual, which has the dispositions of the ISO 31000 (2009 version) standard as its methodology. The aim of the manual consists in applying to every process the identification, analysis, assessment and treatment of the risks according to a catalog of tools that have been pre-established for this purpose. GRI 403-1 GRI 403-2
Additionally, the Organization uses methodologies such as the GTC 45; the batteries of the Ministry of Employment for psychosocial risk; the assessment of hydrogen concentration in the battery room; the Job Strain Index (JSI)1 tool for assessing musculoskeletal risks; hygiene evaluations for assessing risks related to noise, particulate material and lighting; and the application of RETIE criteria for evaluating the electrical risks and the IIAR criterion for assessing technical risks related to the use of ammonia, among other. GRI 403-2
For incident analysis and preventive, corrective and improvement action management, different analysis methodologies are used according the needs of each company. The following are some of the methodologies used: CapDO, five why analysis, the cause-effect diagram and the tree of causes. Moreover, it is important to highlight the empowerment achieved in the risk management area by the small work teams with the coordination of safety and process leaders. GRI 403-2 GRI 403-3 GRI 403-7 ODS 8.8
Currently, 15 Grupo Nutresa companies are certified under a technical workplace health and safety standard; 67% of them are certified under the OSHAS 18001:2007 technical standard, which was the only standard available for management system certification until 2018, but the ISO 45001:2018 technical standard was published in March 2018. This new international standard guarantees a higher level of compatibility with other standards such as the ISO 9001 and the 14001, and facilitates the implementation and integration of the management systems. The companies Doria and Pozuelo in Costa Rica were able to obtain the certification under this new standard. All the other companies should complete the migration by 2021. GRI 403-1
1Workload Index.
Mitigating the occupational illness risk in Grupo Nutresa’s companies
Grupo Nutresa’s companies develop preventive medicine programs focused on minimizing the common illness risks. Some of these programs are: cardiovascular risk prevention, early detection of both women’s and men’s cancer, eye health, healthy lifestyles (promotion of physical activity, healthy diets and smoke-free environments), prevention of alcohol and psychoactive substance consumption, oral health problem prevention, gastrointestinal and respiratory disease prevention, among other prevention and health promotion programs.
In addition, based on the occupational medicine approach, epidemiology surveillance programs are being implemented with the aim of reducing the occurrence and prevalence of the occupational illness related to the factors of the risks the employees are exposed to, such as: hearing, musculoskeletal, psychosocial, respiratory, biological and extreme temperatures risks. These programs are supplemented with entry, regular and post-employment medical exams, and in the case of executive personnel, additional executive checkups are conducted with a frequency established according to the needs of each company.
With regard to the matter of emergencies, the plan is based on the timely response by the employees as first responders in relation to first aid or adverse circumstances such as fires, spills, natural events, among other, and the specialization of the emergency brigades in terms of prevention of and response to second-degree emergencies. In this regard, Grupo Nutresa also has ensured safe conditions in all its facilities with fire sprinkler system networks, smoke detection systems, chemical detection systems, emergency exits, alarm systems, spill response kits, fire extinguishers, first aid kits, alliances with external governmental bodies for the response to and management of risks and disasters, and coverage of the protected area with fully equipped ambulance and medical staff services.
The Organization also has plans focused on the reintegration, relocation and adaptation to work, a strategy intended for employees with medical restrictions or recommendations so that they undergo a return-to-work adaptation process that suits their limitations. Additionally, occupational hygiene assessments are carried out with the purpose of modifying the workstations requiring so to minimize the risk factors. There are also intervention and training programs in force centered around the safe execution of high-risk jobs such as work-at-height, confined space work, hot work, cargo hoisting work and chemical substance handling, allowing to minimize the occurrence probability of accidents during the execution of these jobs.
Lastly, Grupo Nutresa continued to work on the implementation of programs focused on mitigating the most significant risks in each company. The following are some of the aspects addressed in these programs: posture hygiene and active pauses, employee rotation and turnover, and employment reintegration management after a medical leave. Ultimately, the aim of the programs is to prevent the deterioration of the health conditions among employees with diagnosed pathologies.
Employees covered by occupational health and safety systems GRI 103-8 ODS 8.8
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In terms of the management actions related to safe working conditions, the Organization continued to work on the implementation and management of the workplace health and safety system by consolidating a self-care culture, the preventive identification and analysis of risks, and the empowerment of leaders regarding the support and promotion of a healthy atmosphere among their work teams. In relation to the mitigation of occupational illness emergence risks, the most important action was oriented towards identifying the processes that present the highest level of exposure to risks and the incorporation of an indicator related to the lack of growth of occupational illnesses. GRI 403-4
Worker participation, consultation, and communication on occupational health and safety GRI 403-4 ODS 8.8
| Number of people involved in the committees | Number of members |
| Copasst | 497 |
| Zero accidents management | 23.657 |
| Brigades | 1.940 |
| Health management | 23.657 |
| The Cohabitation Committee | 184 |
| Frequency of the meetings with employee leaders |
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Finally, in the field of general illness emergence risk management, the Organization is working on creating programs focused on physical activity, smoke-free environments, early detection of breast and prostate cancer, and healthy diets. Additionally, all the companies celebrated the health week as a cultural milestone emphasizing self-care.
Worker training on occupational health and safety GRI 103-5 ODS 8.8
Strengthening the workplace health and safety management model for suppliers and contractors
Grupo Nutresa has implemented a contractor management model that has the purpose of establishing the guidelines in terms of workplace health and safety. The use of this model ensures that the multiple agents involved in the relations with contractors know, request and enforce such guidelines with the aim of guaranteeing that the services are rendered based on the management system standards, as well as on the standards set forth by the current legal regulations, in addition to all of Grupo Nutresa’s dispositions.
In 2018, the first Grupo Nutresa contract auditor meeting was organized and held, addressing topics on the development of capabilities and sustainability for the responsible management of contractors and allies in the value chain. This event also allowed to highlight the importance of workplace health and safety management systems among suppliers and contractors.
Additionally, the Company organized and held a workplace health and safety workshop focused on WHS leaders and managers from the contractor companies, with the participation of 40 attendees. The objective of this event was to acknowledge the importance of the implementation of the workplace health and safety management system (Decree 1072) and to gain commitment towards self-care and towards the care for the suppliers’ and contractors’ employees, in addition to contributing concrete tools for the development of capabilities.
Workplace health and safety GRI 403-9 GRI 403-10 ODS 8.8
| 2016 | 2017 | 2017 | 2016 | 2018 | 2018 | |
| Direct employees | Contractors | Direct employees | Contractors | Direct employees | Contractors | |
| Accident frequency rate Number of accidents in relation to total employees | 2,11 | 4,44 | 2,02 | 4,27 | 1,53 | 3,81 |
| Serious accident frequency rate Number of accidents with serious or severe consequences per 200.000 hours worked | ND | ND | ND | ND | 0,01 | 0,00 |
| LTIFR Number of accidents that caused lost time per 200.000 hours worked | 1,86 | 3,76 | 1,85 | 3,62 | 1,42 | 3,23 |
| OIFR Number of occupational illness cases per 200.000 hours worked | 0,31 | 0,03 | 0,14 | 0,02 | 0,11 | 0,03 |
| Work-related fatalities | 0 | 0 | 1 | 0 | 1 | 1 |
| Occupational illness fatalities | 0 | 0 | 0 | 0 | 0 | 0 |
Related ODS
