Investor Presentaiton
Ferrero Group
Sustainability Report 2022
Introduction
Our sustainability
progress
Our reporting
F
Managing occupational health
and wellbeing
We offer occupational-health services as part
of our wellbeing programme, and comply fully
with the regulations in the countries where we
operate. We employ occupational-health
professionals in our biggest factories to ensure
we identify health hazards, manage the
necessary medical-surveillance activities of
our workforce, respond to injuries, and
minimise risks on site.
Alongside our health and safety commitment,
we strongly believe in supporting the physical,
mental and emotional wellbeing of our people.
Our holistic wellbeing programme is based on
four pillars (Health, Energy, Protection,
Community) and 16 quadrants representing
the main areas of intervention. In 2021/22, we
consolidated our approach:
. We appointed a Global Wellbeing
Manager.
We adapted our Global Governance to be
more supportive and effective.
⚫ Our three-year wellbeing strategic plan
developed into a global roadmap, with
nutrition and mental health as key areas
of focus.
• We implemented our wellbeing framework
in all countries.
Our new awareness strategy was
established to foster a wellbeing culture. It
includes four awareness days a year - one
for each pillar- and a wellbeing month,
run globally and locally. We also opened
an intranet channel dedicated to wellbeing
matters. This will help raise awareness
and encourage people to discuss their
understanding and opinions.
• One year after the launch of our Employee
Assistance programme at a global scale,
we created specific measures to ensure
workers are aware of their options for
support (leadership engagement,
orientation sessions, 'Did You Know?'
campaign, onboarding brief).
• To reinforce our commitment to wellbeing
matters, we joined the Consumer Goods
Forum in the Employee Health and
Wellbeing workstream.
Looking forward to 2022/23, we are kicking
off the Workforce Nutrition project in four
countries (Ecuador, Colombia, US and
Germany) in partnership with the Global
Alliance for Nutrition. We are also working on
a mental-health strategy, which will help our
people through challenging times, with a key
focus on prevention, protection and promotion
of mental health and wellbeing.
What have we achieved?
Overall, the trend for H&S in 2021/22 was
positive.
In 2021/22, our company Lost-Day Injury Rate
(LDIR) decreased from 6.0 accidents per
million hours worked to 5.1 (-15%) compared
to the previous year. The company Total
Recordable Injury Rate (TRIR) stood at 6.9
compared to 7.8 in the previous year (-11%) 2.
2. The main H&S KPI we have used since September 2019 is
the TRIR. We continue to also monitor LDIR. The TRIR
includes all lost-day injury cases, medical-treatment
cases and restricted-work cases. The LDIR is calculated
including temporary workers, excluding commuting
accidents. Statistical data is on the occurrence of
workplace accidents in the area considered, not including
contractors and third-party business relationships.
Our local approach
During the year 2021/22, we maintained our response to the pandemic – tailored to each
local situation - protecting our people and promoting vaccination campaigns to keep our
workplaces safe.
We have enhanced local wellbeing programmes, including occupational-health services,
according to the type of work at each site and always complying with regulations. Services
include: access to doctors, nurses, first-aid services and telemedicine; a balanced food offer
in our restaurants with a nutritionist on site; regular medical check-ups; keep-fit initiatives,
including sports and fitness clubs on site; mental-health first-aiders; length of service and
recognition awards; mental and emotional education; family days; volunteering projects.
Frequency rate - LDIR
(1,000,000 hrs)
FY 2019/20 FY2020/21 FY 2021/22
6.9
6.0
5.1
Key performance indicators³
Frequency rate -LDIR
(1,000,000 hrs)
Frequency rate - TRIR
((1,000,000 hrs))
Frequency rate -TRIR
(1,000,000 hrs)
FY 2019/20 FY 2020/21 FY 2021/22
9.1
7.8
6.9
FY 2019/20 FY 2020/21 FY 2021/224
6.9
6.0
5.1
9.1
7.8
6.9
3. Data for 2019/20 and 2020/21 have been recalculated to reflect the three years' scope.
4. To show an extending scope and guarantee comparability, information from new
reporting locations was excluded. Without these exclusions, the LDIR will be 4.8 and the
TRIR 6.4.
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