5. Management focus and performance indicators
CSR headings/
Other reports
Pages
Social dimension
Labour practices and decent work
Disclosure on management approach
Aspect: Employment
LA 1 Total workforce by employment type, employment contract, and region.
3.1
47-51
LA 2 Total number and rate of employee turnover by age group, gender, and region.
3.1
47-51
LA 3 Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations.
3.1
51
3.2.2
54
LA 4 Percentage of employees covered by collective bargaining agreements.
3.2.1
53
LA 5 Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements.
3.2.1
54
Aspect: health and safety
LA 6 Percentage of total workforce represented in formal joint management–worker health and safety committees that help monitor and advise on occupational health and safety pro-
grams.
3.7
67
LA 7 Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities by region.
3.7
69
LA 8 Education, training, counselling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases.
3.7
68/69
LA 9 Health and safety topics covered in formal agreements with trade unions.
3.2.2-3.7
54/67-69
Aspect: Training and education
LA 10 Average hours of training per year per employee by employee category.
3.5.1
60
LA 11 Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings.
3.5
59-63
LA 12 Percentage of employees receiving regular performance and career development reviews.
3.6.2
65
Aspect: Diversity and equal opportunities
LA 13 Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity.
Corporate
Governance
19
3.1
47-48
Annual Corporate Governance Report
LA 14 Ratio of basic salary of men to women by employee category.
3.6.2
66
Human rights
Disclosure on management approach
Aspect: Investment and procurement practices
HR 1 Percentage and total number of significant investment agreements that include human rights clauses or that have undergone human rights screening.
3.6/4.2
64/74
3.6.1
69
HR 2 Percentage of significant suppliers and contractors that have undergone screening on human rights and actions taken.
3.6/4.2
64/74
HR 3 Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained.
Owing to the non-risk nature of this matter, BME does not offer its em-
ployees training on policies and procedures relating to human rights.
Aspect: Non-discrimination
HR 4 Total number of incidents of discrimination and actions taken.
3.6
64/74
Aspect: Freedom of association and collective bargaining.
HR 5 Operations identified in which the right to exercise freedom of association and collective bargaining may be at significant risk, and actions taken to support these rights.
3.2.1
54
Aspect: Child labor
HR 6 Operations identified as having significant risk for incidents of child labor, and measures taken to contribute to the elimination of child labor.
3.6
64
Aspect: Forced and compulsory labor
HR 7 Operations identified as having significant risk for incidents of forced or compulsory labor, and measures to contribute to the elimination of forced or compulsory labor.
3.6
64
Aspect: Security practices
HR 8 Percentage of security personnel trained in the organization’s policies or procedures concerning aspects of human rights that are relevant to operations.
3.7
69
Aspect: Indigenous rights
HR 9 Total number of incidents of violations involving rights of indigenous people and actions taken.
All BME employees work in Spain
102
Index of GRI contents
2
7
Corporate and Social
Responsibility
Report 2012
/ BME
1...,92,93,94,95,96,97,98,99,100,101 103,104,105,106,107