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• OHS (Hygiene Perusahaan dan Kesehatan Kerja or Hyperkes certified) doctors and paramedics • OHS experts • Pest management officers (restricted pesticides) • Welders • Fire brigade
SeCuRity guaRdS (103-2, 410-1) The safety of our workers and their families is of utmost importance, particularly in isolated rural areas. We employ security guards for our operations in Indonesia to ensure that the plantations and surrounding communities are secure. Our security guards are required to undergo a 21-day comprehensive training programme by the Bhakti Manunggal Karya Centre of Education and Training (BMK). Upon completion, they receive a certificate from the Indonesian National Police. The programme covers human rights standards as well as professional ethics.
Our security guards do not carry firearms but are equipped with standard defensive security tools such as batons and handcuffs.
healthCaRe and wellbeing We are committed to providing our entire workforce with access to healthcare, including in remote rural areas where there is less incentive for healthcare professionals
to practice. All our estates have polyclinics where workers can get free healthcare. We have over 150 clinics and more than 300 medical personnel providing medical services for our workers.
The medical care that our facilities provide includes pre- employment medical check-ups for new recruits, and special medical check-ups for workers who are exposed to potential health and safety hazards. The medical check-up programme is part of our effort to prevent and treat work-related illnesses through early detection.
pRoviding tRaining and developing ouR people (103-2, 103-3, 404-1, 404-3, 412-2) GAR sees training and development as an investment that delivers benefits to both employees and the employer.
average hours of employee training in 2017 Category
hours Staff
25 Middle Management
28 Senior Management
15 average hours of training in 2017 by gender
Male
24 Female
65 We spent USD4.41 million in 2017 on training and
development in our Indonesian operations. We deliver training both formally and informally, with the formal training curriculum taught at six regional training centres across Indonesia.
Our training and development programmes have two main objectives: equipping employees with the skills and capabilities they need to excel in their roles at GAR, and ensuring that all employees embrace our corporate values.
Our learning and development department works closely with our business leaders to identify training needs and develop high quality training materials and programmes to meet those needs.
Training is compulsory for management employees at every level starting from the Basic Management Development Programme for new hires to the Supervisory Management Development programme, Middle Management Development Programme and Executive Development Programme. The Individual Development Plan and Staff Development Discussion provided by Talent Centre are trainings that are offered regularly for all employees, with public training also available to those requiring additional external training.
employee Safety at gaR “Even one incident is one too many. I want to minimise the risks further, even eliminate them altogether. To reinforce a culture of safety, I regularly organise training and knowledge-sharing sessions for employees on various aspects of occupational health and safety. Our workers undergo Behaviour- Based Safety training when they join the company, and undergo refresher sessions periodically.”
Eka Syamsiah Hidayah Nasution, Environment, Health, Fire & Safety Inspector, 26 years old, Jakarta
Read more about Eka’s important work on GAR’s blog: https://goldenagri. com.sg/creating- safer-healthier- workplace/
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To nurture our workforce, we seek to identify high Overall the study found that GAR has a good set of performing candidates for leadership development and
policies at the Group level, as well as management provide them with relevant training to help them progress
systems and structures in place at the plantation level to in their careers. We are guided by ISO 10015 (Quality
help ensure workers’ welfare and wellbeing, and those Management – Guidelines for Training), for which we of their families, are respected. There were some areas received certification in 2013. All GAR employees undergo
identified by BSR, where greater consistency between
a career development and Key Performance Indicator policy and implementation on the ground was highlighted (KPI) review at least once a year.
for improvement. Further to this, the assessment covered several specific topics in detail, such as working conditions
monitoRing and ContinuouS impRovement and terms of employment; non-discrimination; workers (103-3, 409-1, 412-1) organisation; grievance mechanisms; protection of
In order to ensure that we are continuously improving,
workforce; and living conditions.
we engaged Business for Social Responsibility (BSR) to conduct an assessment of labour management systems
The executive summary of the assessment can be and practices in PT Tapian Nadenggan, Central Kalimantan,
found at: https://goldenagri.com.sg/wp-content/ Indonesia. The assessment which was published in 2017,
uploads/2017/06/BSR-GAR-Labour-Assessment- aimed to highlight areas and provide recommendations
Executive-Summary-2017.pdf
on how GAR’s current management systems and tools could be strengthened or improved to help ensure Based on this, GAR has designed an action plan to address good implementation of the GSEP, Code of Conduct issues that have been identified in the assessment. and other relevant policies, as well as gradual fulfilment of international stakeholder expectations pertaining to labour-related issues in the palm oil industry.
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