At Kordsa, our approach towards our people is honest and fair, and we commit to a non- discriminative, safe and healthy working environment for all. We make sure our people enjoy their employee rights fully and properly, and we invest in their personal development. We respect their work-life balance and support the volunteer work they do for appropriate social causes acting with social responsibility. In order to maintain these tenets in a rapidly changing social and economic context, we adopt the ethical principles of Sabancı Holding, a principal shareholder of Kordsa, and we train our people about our Code of Ethics which includes principles on human rights protection so that they can exercise their rights and responsibilities within this framework.
Our Human Resources Department is in charge of creating and executing our global HR strategy. We undertake activities such as recruitment and placement, wages and fringe benefits, performance management, organization and human resources review and succession planning, leadership and employee development, overseas assignments, strategic operations related to the organizational climate and similar processes in line with the corporate sustainability targets of our company.
We organize various activities to expedite the orientation of our new recruits, and to promote relations with their coworkers, managers and the upper management. Some of these activities and actions aroused from focus group discussions following the employee engagement survey are; breakfasts with operations directors, a welcome gathering once a year to bring together the upper management and new recruits, roundtable meetings with the CEO and ELT where they listen to employees’ opinions and receive their feedback and white-collar / blue-collar interaction meetings.
We monitor our employee satisfaction through employee engagement surveys, roundtable meetings with the CEO and ELT where they listen to employees’ opinions and receive their feedback and also with white-collar / blue-collar interaction meetings. We conduct employee satisfaction surveys biennially and the most recent one was in 2018. The engagement ratio in 2014 raised from 44% to 62% in 2016 and to %68 in 2018. Our target is to maintain an engagement ratio over 65%.
Long Term Tenures
The average employee tenure across Kordsa sites is 12 years. As of 2019, the longest period is 14 years in Thailand and Indonesia. Our employee turnover rate which was %10.1 in 2018 turned %11.5 in 2019.
All Kordsa all employees are subject to regular performance and career development evaluations.
Internal Career Opportunities
We provide overseas assignments to ensure the development of a common culture across all Kordsa sites. Currently, 17 of our employees are positioned at abroad locations for long term assignments.
EQUAL OPPORTUNITY AND DIVERSITY
At Kordsa, we mainstream equality from recruitment to retirement providing equal work environment for men and women. We support our approach complying with the principles of international initiatives.
Kordsa is signatory to the Equality at Work Declaration announced to the business world by the Platform’s Co-Chair Ms. Güler Sabancı, under the auspices of United Nations Women’s Empowerment Principles (www.weprinciples.org) and the Ministry of Family and Social Policies.
Both of these platforms we support, work to fight against gender inequalities, encourage women’s participation in business life, empower women in decision-making mechanisms, and ensure that women enjoy opportunities and resources equally.
At Kordsa we provide equal opportunities for all our employees. We practice absolute equality in recruitment and placement based on our recruitment and placement procedure. We do not make discriminatory job postings, and we prioritize women when we evaluate applications and make job interviews.
Besides the fair working environment for hiring, working, and career planning for women, we also offer private health insurance that covers childbirth, and lactation rooms for their convenience.
In 2018-2019 period 7 female and 55 male employees used their maternity leaves and 100% of them returned their job to work at least another 12 months in our company. In 2019, at all sites we exceeded the legally required rate of disabled employment by 34%.