We realise that our people are one of our biggest competitive advantages in the market. The hard work and outstanding performance of employees adds immense value and is instrumental to the Group’s success. We manage employment and labour through comprehensive human resources strategies and policies such as:

  • Internal code of labor conduct
  • 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

We are committed to fostering a workplace that is safe and professional and that promotes teamwork and trust. Hostility, harassment and other unprofessional behaviours are not tolerated. Our labour practices are compliant with applicable legislation.

The average employee headcount in 2018 remained at the same level as the previous year with 1,540 employees. The companies within the Group that employ the most people are New Forwarding Company (36%), BaltTransServis (32%) and Ural Wagonrepair Company (24%).


Headcount by companies,
2018 (at year-end)


 


Headcount by gender/age,
2018 (at year-end)







Headcount by contract,
2018 (at year-end)

 

Diversity

As a business, it is imperative we have access to the widest pool of talent available, selecting the best candidates based on their ability to do the job. We believe that a commitment to diversity is critical to achieving our strategic goals. While the Group does not have a formal diversity policy, it follows the best practice behaviours espoused in the Group’s core values of equality, impartiality and respect. We value difference and promote respect and dignity for all regardless of an individual’s race, colour, religion, nationality, gender, sexual orientation, disabilities or age.

We recognise that historically the freight rail transportation industry has been a sector with relatively low female representation and we are working to address this as part of our wider commitment to diversity. As of the end of 2018, 37% of our total workforce was female, with one female senior executive and two female members of the Board of Directors, representing respectively 11% of the senior executive management team and 13% of the total number of directors.

Training and education

We value knowledge, skills and abilities and are committed to helping our employees to develop and grow professionally. We introduced various training programmes for our employees so that they keep up to date with and are able to successfully manage developments in the industry as well as changes in our business and the environment in which we operate. We carefully select training and development to match the training needs of employees at different stages of their careers and to support them through the challenges they face. Every employee undertakes appropriate training for his or her field of work.

Training and career development opportunities are offered across the Group annually. In 2018, there were 350 employees who undertook training and a total of 33,238 hours was spent on training and career development. The amount of training hours per employee rose by almost 22% compared with the previous year, which we believe is a positive trend.

As an example of the different kinds of training undertaken across the Group, GTI Management provided training for its employees in information security, accounting, financial management, health and safety, BaltTransServis trained its employees in the development of corporate culture and various skills applicable to their operations and Ural Wagonrepair Company taught fire-safety for welders.

Number of training hours
per employee by gender, 2018

 



 

Distribution of training among
employees by employee categories, 2018

 



 

Main types of training formats, 2018
 

Motivation

We make a conscious effort to maintain competitive remuneration practices and create a favourable work environment for our employees. Our Group companies understand the importance of motivating their employees to perform at the highest level and offer various benefits to support this. There are a range of benefits offered to employees including medical insurance, paid child-care leave, allowances for family emergencies, additional vacation days and a competitive salary, all of which are continually benchmarked against peer companies to ensure the high motivation and morale of employees.

The Group and its subsidiaries also operate various employee incentivisation programmes for different levels of employees. In addition to fixed salary, these programmes may include discretionary elements based, among others things, on key performance indicators (KPIs), the weighted average market quotations of the fixed number of Global Depository Receipts (GDR) and the number of years of employment at the Group. These efforts not only help increase employees’ productivity but also help us to attract and retain the best talent, which is evidenced by our level of staff turnover of only 18% (20% among men and 12% among women).

Corporate culture and internal communications

We aim to create a culture that makes the Group a great place to work. We strive to attract and retain talented people to deliver outstanding performance and enhance the success of the Group. One way in which we support our people is through providing appropriate rewards and ensuring a rich corporate culture. This includes developing a comfortable and engaging working environment to increase the motivation of our employees and ensure their needs are being met as well as by creating a healthy environment for any of their concerns to be voiced and heard.

The fundamental principles of the Group’s corporate culture, including our core values and employee rules, are captured in our code of ethics and conduct. In order to ensure that these values and rules are implemented correctly, some of the Group’s subsidiaries have established an employee hotline to deal quickly and effectively with any questions or concerns employees may have. The Hotline operates on the basis that no communication may be left without appropriate attention.

We also regularly hold sports, cultural and leisure events for our employees and their families. These help to create a pleasant working environment, increase employee engagement and promote better cohesion.

Health and safety

Occupational safety is a fundamental part of our business and we constantly strive to reduce work-related injuries and maintain a safe working environment. Our goal is to ensure that everyone in the Group companies, from the top managers to the individual employees, is engaged with safety and health matters.

We ensure that 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 train and educate personnel in occupational safety to develop a culture of awareness and responsibility in the workplace. For example, Ural Wagonrepair Company trained and certified ten additional employees in the field of occupational safety in 2018.

We also regularly check conditions in the workplace to ensure that they continue to meet high standards. In 2018, 373 workplaces were assessed across the Group:

  • 166 workplaces in New Forwarding Company;
  • 139 workplaces in BaltTransServis;
  • 68 workplaces in Ural Wagonrepair Company.

Due to the continued successful implementation of these important practices, we had zero fatalities, zero accidents and zero cases of occupational illness in 2018.

Last updated: 24.01.2020