Commitments, results and objectives

Rif. GRI 1.2

Commitments2013 Results2014-2017 Goals
Safety    
Ensure the safety of everyone who works for Saipem
  • OHSAS 18001 certifications confirmed for Saipem SpA and another 18 companies and branches in the Group Updated HSE Italy training  protocols
  • Targeted initiatives at continuous improvement in the Emergency Management system, involving emergency officers in special courses dealing with operational, psychological and behavioural aspects in the event of an emergency
  • Further developed software dedicated to improving Company and operational HSE processes. Indeed, the use of the software applications Corinth (for managing the HSE audit process) and Nike (for managing and standardising Personal Protective Equipment) has been consolidated
  • Further implemented the LiHS programme and adapted it to more local operational realities. Engagement is ongoing and involves all levels of the Company
  • Ensure that HSE risk management is adequately assessed and that appropriate mitigation measures are taken into consideration
  • Classify companies/branches by risk cluster and obtain OHSAS 18001 certification for those with a significant risk profile
  • Reduce workplace accidents and at the same time launch the ‘We want zero’ campaign, an initiative which aims to reduce fatal accidents to zero
  • Issue international HSE Training protocols
  • Continue the process for standardising HSE training delivered in the Saipem Group
  • Continue and expand the LiHS ‘Leading Behaviours’ campaign
  • Improve communications and sharing of information with subcontractors to enhance their performance and compliance with Saipem’s health and safety standards
  • Continue to implement the campaign for industrial hygiene
  • Continue the ‘Hand Safety’ and ‘Working at Height and in confined space’ campaigns
  • Launch the ‘Life Saving Rules’ campaign
Health    
Safeguard and promote the health of Saipem people
  • Continued dissemination of the ‘Pre-Travel Counselling’ programme for all personnel travelling abroad. The health protocols and pre-travel training also underwent validation on the part of the Institute of Occupational Medicine at the Università Cattolica in Rome
  • Launched the ‘Sì-Viaggiare’ app with the Health Manual for the travelling worker. Available for Apple and Android operating systems
  • Carried out a vaccine awareness campaign and continued preventive measures in favour of employees
  • Continued Malaria programmes for employees and local communities
  • Further developed the H-Factor on other sites to promote correct nutrition
  • Launched the ‘Choose Life’ programme to promote a healthy lifestyle
  • Introduced new programmes such as the ‘Weight Control and Obesity Prevention Programme’, and the ‘Don’t take my breath away - Stop Smoking Campaign’
  • Continue the ‘Choose Life’ campaign to promote a healthy lifestyle
  • Promote the H-Factor campaign and extend it to other operating companies and branches
  • Continue programmes for the prevention of cardiovascular diseases
  • Ensure ongoing training for medical personnel, providing specialist courses such as ATLS (Advanced Trauma Life Support)
  • Continue to spread the ‘Pre-Travel Counselling’ programme for all personnel travelling abroad and update thereto in line with international health alerts
  • Continue to monitor Health Performance Indicators (HPI)
  • Strengthen the implementation of telemedicine programmes and monitor their correct use
  • Continue health promotion programmes targeted at local communities
Personnel development    
Develop the skills and competences of human resources and improve both the work environment and the HR management system
  • Continued the Synergy Project (Progetto Sinergia) for greater consistency between technical know-how and its application in the Company
  • Monitored and controlled the main ‘critical’ management phenomenon, such as overtime, working hours and absenteeism
  • Held the ‘Share and Shape’ event involving around 400 young resources who could submit their proposals for improvement to Top Management. Some of these will in fact be implemented beginning 2014
  • Started up a project to improve identification and monitoring of critical resources
  • Continued training and career programmes to replace expatriates with local personnel
  • Completed a feasibility study to identify quantitative objectives targeted at increasing the percentage of women on the Boards and Compliance Committees of companies in the Saipem Group
  • Collaborated with local universities for the development of the technical and managerial skills of personnel
  • Promote Local Content, including through specific training and career programmes for the development and professional growth of local personnel
  • Update employee engagement analysis
  • Continue the Synergy Project (Progetto Sinergia)
  • Take specific actions for the internal communication of HR management and development policies
  • Develop actions in support of female employment by increasing the presence of women candidates at all levels, improving the quality of their working conditions and adopting welfare tools
  • Implement monitoring policies on compensation and staff turnover
Security    
Ensure the security of Saipem’s people and vessels
  • Issued the ‘Project Security Risk Analysis Process’ criteria
  • Held the first training session on human rights issues targeted at security personnel
  • In line with legal compliance indications, continued to diffuse the Internal Control Model to all hierarchical levels in Italy and abroad, with the delivery of e-learning courses on Legislative Decree No. 231/2001 (corporate liability) and security issues
  • Expand the number of contracts with companies supplying security services that include clauses on human rights
  • Design and deliver a training course on human rights for security personnel
Environment    
Manage and minimise environmental impact in the life cycle of operations and improve environmental performance
  • Carried out energetic assessments on office buildings, in compliance with ISO 50001:2001 standard ‘Energy management systems’ and took part in the project for the development of an energetic assessment of the Saipem 7000
  • Developed plans for the management of accidental spills on all sites and projects, along with training of staff involved in impactful activities and carried out periodic drills
  • Obtained ISO 14001 certification for drilling activities
  • Diffused the initiative ‘Reduce your Foodprint’ linked with World Environmental Day and targeted at waste reduction
  • Reviewed control standard 231 on the environment
  • Organised the course ‘Train the trainer’ targeted at international HSE personnel identified as potential environmental trainers
  • Continue ongoing monitoring of environmental performance and impacts
  • Carry out an energetic assessment on several assets (among which onshore rigs and water treatment plants) and office buildings to identify critical areas and propose corrective actions with a view to increasing energy efficiency
  • Draft a corporate procedure on the management of biodiversity and promotion of the Saipem Group’s biodiversity management best practices
  • Promote initiatives to save on raw materials and develop guidelines for the diffusion of best practices regarding the use of water
  • Review corporate procedures in compliance with Legislative Decree No. 231 dated June 8, 2001, which nowadays also includes environmental crimes
Local Areas and Communities    
Improve and consolidate local stakeholder relations and contribute to the socio-economic development of the local context
  • Held an in-house workshop with sustainability officers to standardise and improve tools for mapping and analysing stakeholders and local contexts
  • Consolidated activities for the monitoring of local community initiatives and stakeholder relations
  • Implemented the model for assessing the economic impacts of the Local Content strategy on Saudi Arabia, Indonesia and Australia and updated the analysis for Nigeria
  • Continued the auditing programme on 24 vendors in relation to labour rights and respect for human rights
  • Involved local vendors and subcontractors in sustainability initiatives targeted at host communities in Kazakhstan
  • Struck up partnerships and associations with local schools, institutes and universities to boost the education system and improve the skills of the local population, including with reference to technical Oil&Gas related issues as well as health and safety (Kazakhstan, Peru, Italy, Brazil, Nigeria, Colombia and Algeria)
  • Struck up partnerships and associations with health organisations and institutions to improve local health conditions and combat endemic illnesses (Venezuela, Colombia, Kazakhstan, Congo, Angola and Nigeria)
  • Held initiatives to support qualification of local vendors and their compliance with the operating standards of Saipem in Nigeria and Colombia
  • Reinforce dialogue with local Clients and institutions in relation to Saipem’s programmes targeted at the development of the local context
  • Consolidate the system for mapping and defining stakeholder engagement strategies to strengthen relations
  • Reinforce processes for monitoring local community initiatives
  • Continue to produce ad hoc communications tools for local stakeholders
  • Continue implementation of the model for economic impact assessment of significant operations
  • Continue the labour and human rights audit programme on vendors in critical areas
  • Continue activities in support of the social and economic development of host communities and to maximise use of local resources in the countries where Saipem operates
  • Continue with actions to increase the share of local procurements including by means of initiatives to support qualification of local vendors
Clients    
Improve the quality of services offered, including in relation to sustainability issues that are of interest to the Client
  • Held specific meetings on sustainability issues with different Clients
  • Engaged and collaborated with a Client with a view to producing an economic impact assessment study for a project in Australia and a study on the value generated by ecosystem services in the framework of said project
  • Promote dialogue with Clients with a view to strengthening relations, including in a perspective of sustainable management of projects
  • Participate in national and international sustainability events to present and share results, programmes and approaches to interested stakeholders
Governance    
Maintain and reinforce a governance system that is capable of meeting Saipem’s business challenges in a sustainable way
  • FTraining (e-learning and in the classroom) carried out in Italy and abroad on the themes of anti-corruption, Model 231 and the Code of Ethics
  • Updated Saipem SpA’s Model 231 to implement crimes introduced into Legislative Decree No. 231/2001 by Law No. 94, Law No. 99 and Law No. 116 of 2009
  • Training and a refresher courses for members of Compliance Committees
  • Commencement of checks on and updates necessary to several procedures
  • Update Saipem SpA’s Model 231 to include the environmental crimes introduced by Italian Legislative Decree No. 231/2001 and by Law No. 190 of November 6, 2012
  • Revise and update anti-corruption procedures
  • Training (e-learning and in the classroom) in Italy and abroad on the themes of anti-corruption, Model 231 and the Code of Ethics
  • Training and continuous updating of members of the Compliance Committees of subsidiaries
  • Ensure that foreign subsidiaries commence checks to guarantee compliance of the Organisation, Management and Control Model with local legislation and that they subsequently carry out gap analyses on sensitive activities and on control