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Caring for our people

People are the backbone of Coloplast – they define our company. So for us it’s crucial to create a healthy, safe and diverse work environment where employees can turn their passion into tangible solutions for our customers. More about our health and safety standards
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Caring for our people

Health and safety standards apply to all our people, no matter what part of the world they work in. We use the international standard OHSAS 18001 for occupational health and safety as a way to make sure our sites adhere to the same rules globally. To foster a more diverse work environment, we have  strengthened our focus on gender diversity in particular. Read more about these initiatives and more below, or download our annual Corporate Responsibility Report. 

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Healthy and safe work environment is a priority A typical production process relies mostly on manual labour during the initial stages of product development. Later on, machines are adapted and processes become more automatic. More about our focus on work environment
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Healthy and safe work environment is a priority

A potential challenge when fast growth is on the agenda is the shortened time between these stages. In our own production, we have decided to focus on providing an ergonomically correct workplace layout whenever manual labour is required.

We do this by reducing repetitive work for example. This is when employees spend a lot of time doing the same repetitive movements at their work stations –which can be strenuous on the body. We have developed our own innovative system for measuring repetitive work, which enables us to improve our workplaces and to track our progress.

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Focusing on occupational injuries Focusing on occupational injuries More about how we limit occupational injuries

To reduce occupational injuries we measure Lost Time Injuries (LTI frequency) rates. We also put special focus on all minor and ‘near-miss' accidents which helps us to quickly identify and solve problems early on in order to minimise future risks. In the past, we have seen a significant drop in our global injury rates.

However, in 2010/11 LTI frequency increased mainly due to unsafe behaviour when moving around at one of our production sites. Since then, our production site management has increased their focus on safety and implemented a number of actions to get back on track. This includes for example sharing best practices between sites, putting special focus on specific sites where LTI frequency is above target, enforcing safety behaviour, and increasing focus on safety specifications before new machine orders are finalized. Our special attention to this challenge contributed to us exceeding our LTI target in 2011/12, and we are now back on track.

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Coloplast Life Programme Coloplast Life Programme More about the Life Programme

The attention to the benefits of a healthy lifestyle in society stands in direct contrast to the amount of unhealthy options all around us. This can result in poor health and in some cases obesity. Through Coloplast Life we provide a variety of initiatives to make the healthy choice as easy as possible. That may involve bringing the typical office meeting outdoors through our “Walk & Talk” paths, or joining one of our running/walking clubs after work.

Coloplast Life also focuses on education. For example, nutrition classes teach us both how to maintain and lose weight, depending on individual goals. Free health exams make people aware of their blood pressure, cholesterol, body mass index and more. As an added ease for the mind, a 24-hour stress hotline is always available.

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Solving a problem before it arises In our production facilities around the world we strive to identify safety issues as early as possible – before any harm is done. By reporting all ‘near-miss' accidents, we are able to quickly solve specific problems and minimise future risks. Read how this approach improved our ostomy production
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Solving a problem before it arises

SenSura Mio is one of our ostomy care appliances. These are used by people living with a stoma. Because of colorectal or bladder cancer for example, a stoma is created by an operation, which brings the end of the intestine to an opening on the abdominal wall. Bodily wastes are then excreted and collected into the ostomy appliance which is attached to the area around the stoma.

We currently produce SenSura Mio, as well as other ostomy care appliances in Denmark. Safety is a high priority and we work to reduce any injury that may cause time lost from work. Taking it a step further, we also closely monitor all minor or ‘near-miss' accidents to prevent possible problems in the future.

This year for example, one of our employees reached over a pallet to read a label. When she stepped off the pallet, she slightly twisted her foot. Even though this was a very minor accident that the employee herself considered a slip-up, we still conducted a Root Cause Analysis. After analysing the case, we implemented a solution so that all labels can now be read without the need to step on any pallets.

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Increased focus on women in management We base our diversity work on the principle that it is a pre-requisite for success when competing at a global level, that we treat all our employees with respect and dignity and that we will not tolerate discrimination or harassment of any kind. More about gender diversity at Coloplast
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Increased focus on women in management

Coloplast believes in respecting and fostering diversity, and is actively following the external debate. Over the past three years we have taken steps to ensure equal opportunities for our employees, irrespective of gender, age, nationality, etc. As a principle, we want our employee’s career development to be performance based, without the hindrance of culturally related obstacles.

The under representation of women in top management has been under review in Denmark over the past few years. As a result in 2007, the Danish government introduced the voluntary code of conduct ‘The Charter for More Women in Management’. The charter encouraged companies to commit to increasing the number of women in managerial positions and allowed the companies a choice of method in doing so. In Coloplast we believe this pragmatic approach to gender diversity works well, so our CEO, Lars Rasmussen, signed the Charter. We then identified where the need for more sustained efforts was located.

When reviewing our global people data we were pleased with the high percentage of women in our overall management group (40% in 2011/12), and agreed to focus on top management (11% in 2011/12 – a 5% point drop from 2009/10).The next step taken was to formally agree on the target to double the number of women in top management within five years – this includes Vice Presidents, Senior Vice Presidents and Executive Management. We want to go from a baseline of 11% in 2011/12 to 22% by the end of 2017.

 

For more information, see our Corporate Responsibility Report.

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