Survey methodology Analysis of the results of the survey of 15 MNEs
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Social security extension and CSR.docx
Vallourec
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Competition is very strong in our business, and major groups attract candidates or retain employees with the comprehensive benefit packages they offer. In some countries, Vallourec has noted employee turnover of 10
per cent or more in some cases, regardless of the social climate.
3.2.1.3. An extension of the promotion of workplace health and safety Among the companies surveyed, many appear to envisage their programme of
coverage for all employees especially health, disability and survivor benefits as an extension of their workplace health and safety policy. This appears to be a particularly
strong element when the company’s business requires relatively elaborate prevention and health care programmes in the workplace itself. In particular, the introduction of on-site
health infrastructure seems to be a factor pushing for consideration of the health needs of employees, including outside the workplace.
Such companies already have a strongly entrenched culture of promotion of health and safety at work. This corporate culture can be a basis for promoting employee health,
both inside and outside the company, including the establishment of social protection coverage.
In practical terms, companies can capitalize on their expertise in workplace health and safety establishing action plans, management methods and monitoring in order to deploy
their social protection programme.
Lafarge
Lafarge initially relied on a strong health and safety policy, leading to a corporate culture. The theme of health, at work and beyond, has always been important for Lafarge, with strong involvement of the Group in the
prevention of HIVAIDS in the late 1990s. Lafarge believes that any social protection programme should be in line with the workplace health and safety
policy already put in place by the company, or even more generally the social policy of the Group.