Globaltrans aspires to be a great place to work. Our business performance and future success depends on our ability to attract, develop and retain talented individuals at all levels. We strive to be an employer of choice by providing attractive job opportunities, investing in training and development, rewarding performance and creating a supportive and respectful working environment.
We are committed to ensuring the safety and wellbeing of our people no matter where they are working. We maintain well-run and safe sites and operate a zero tolerance approach to any form of hostility, harassment or unprofessional behaviour.
We have comprehensive human resources strategies and policies for managing our employee and labour relations:
- Human Rights policy
- Diversity and Inclusion policy
- Internal Code of Labour Conduct
- Freedom of Association policy
- Workplace Safety Guidelines, Fire Instructions
- Job description
- Code of Ethics and Conduct
- Compensation and benefits policy
- Regulations on the protection of personal data of employees
- Regulations on business trips
- Anti-Fraud policy
- Regulations on contractual work
The average employee headcount in 2019 rose 2% year on year to 1,569 employees. The overall headcount at the end of the year increased 6% compared to 2018 to 1,640 1 . New Forwarding Company and BaltTransServis continued to employ the most people within the Group.
Headcount by companies,
2019 (at year-end)
Headcount by gender/age,
2019 (at year-end)
Headcount by contract,
2019 (at year-end)
We value a diverse workforce and respect differences regardless of an individual’s age, disability, ethnicity, nationality, gender, race, colour, religion or sexual orientation. The Group is committed to creating equality of opportunity and an inclusive work environment in which all our people are treated fairly and with respect and dignity. We have zero tolerance for any form of discrimination. Our approach to diversity is set out in our newly published Diversity and Inclusion Policy, violations of which are grounds for disciplinary action.
While the historic nature of the freight rail transportation industry means that the majority of our workforce is male, we continue to explore ways to encourage greater female representation. As at year-end 2019, females made up 36% of our workforce. At board and senior management level, women represented 13% of the Board of Directors (two board members) and 10% of senior management(one senior executive).
In line with our commitment to equality and impartiality, we seek to select the best candidates based on performance, skills, experience and qualifications. We aim to offer equal pay opportunities for both women and men.
Training and education
Developing our employees’ skills is essential in order to keep pace with change and meet current and future business needs. We encourage every employee to take advantage of the learning and development opportunities we offer at Globaltrans.
We have many different types of programmes tailored to individuals’ work requirements. These range from structured training courses, workshops and seminars through on-line learning and individual coaching. During 2019, 343 employees undertook training and the Group spent a total of 28,447 hours on training and development. During the year, training was provided in a range of areas including accounting, business administration, environmental safety, information security, health and safety, financial management and marketing.
Number of training hours
per employee by gender, 2019
Distribution of training among
employees by employee categories, 2019
Main types of training formats, 2019
We operate in a competitive and dynamic market so having the right team is absolutely critical to our future success as a business. Ensuring that colleagues are engaged, motivated and happy is at the heart of our people strategy.
We offer a competitive reward package for our employees which encourages high performance and helps us attract and retain key talent. Employee benefits include health insurance, childcare support, additional holidays and other benefits. Eligible employees can participate in the various incentivisation schemes that the Group operates for different groups of employees.
We continually benchmark our rewards packages against our industry peers in order to ensure we continue to attract and retain the best talent. We are committed to retaining a motivated and productive workforce that values being a part of Globaltrans and believe our success can be measured by our low level of staff turnover of only 14% (11% among men and 3% among women).
Corporate culture and internal communications
Globaltrans aims to provide its people with a great working environment based on a strong collaborative culture of shared values where everyone feels valued and each member of staff plays their part in the team, working collegiately with others to get better results. That is why teamwork and collaboration are at the core of our business.
Listening and responding to our employees is a priority. We actively encourage employee involvement as we want each individual to feel that their views are heard and that they are empowered at work. We conduct regular employee surveys to identify those issues that most concern employees and to then respond to the feedback. Some of the Group’s subsidiaries have employee hotlines to enable them to deal quickly and effectively with employees’ concerns or questions. Our protocols stipulate that each and every call to a hotline is dealt with and no communication is left unanswered.
We also regularly hold sports, cultural and leisure events for our employees and their families. These help to foster a sense of community, increase employee engagement and promote better teamwork.
Health and safety
Globaltrans is dedicated to providing a safe and healthy working environment and improving the quality of work-life for all its employees. We believe that integrating wellbeing into our work practices serves to create a positive environment and culture that contributes to our business success. We are committed to operating in a zero-harm work environment and to ensuring that our people, suppliers and partners share this commitment. The Group ensures all safety procedures are carried out and that they are compliant with all policies and legislation.
To guarantee that safety compliance is met, our Group companies have implemented the following policies:
- Occupational safety regulation;
- Fire-safety instruction;
- Instruction for carrying out health and safety briefings;
- Instruction on pre-medical first aid;
- Workplace safety guidance for PC users.
We actively promote our safety culture by encouraging our people to take the initiative in managing health and safety risks. We do this through a programme of education, training, instruction, and supervision.
We actively train our people in occupational safety as part of our drive to develop a workplace culture of awareness and responsibility. We also carry regular spot-checks at our operations to ensure that they continue to meet high safety standards. In 2019, we significantly upped our focus on safety performance across the Group, more than doubling the number of workplace safety checks we carried out to 769 visits (2018: 373 visits):
- 414 locations in New Forwarding Company;
- 355 locations in BaltTransServis.
We remain committed to a zero-harm work environment. In 2019 there were no fatalities and just two minor reported incidents involving two workers at BaltTransServis. All incidents are thoroughly investigated and findings shared across the Group.