2013 Registration document and annual financial report - page 53

Registration Document 2013
Corporate responsibility
Commitments to employees
The lost-time injury frequency rate across owned, leased and
managed hotels remained stable in 2013 at 13.5,
in 2012 and 14.5 in 2011.
At end-2013, no figures were available regarding the number of
days lost due to workplace accidents, which are included in the
indicator on absences for medical reasons. The decision has been
made to separate these figures in 2014 to enable the calculation of
the incident severity rate. This will, however, require considerable
effort on the part of local human resources teams, who must create
a specific category in the local payroll system.
In 2013, eight employees died in workplace or commuting accidents:
one suffered from a fatal heart attack in Indonesia; two died in the
workplace in China following an illness or accident that was not
work-related; and five were victims of commuting accidents, three
in Egypt and two in Thailand.
Employees on temporary or long-term assignments in a given
country or region may consult regularly updated security and health
advisories on the Risk Management intranet site.
In addition, a guide has been prepared for employees in French
and English containing safety recommendations and advice for
business travel.
Preventing musculoskeletal disorders
Various training modules are offered by the Académie Accor
campuses worldwide to teach employees the postures and practices
necessary to prevent musculoskeletal disorders. Often provided as
part of the induction process, the modules are adapted to suit the
specific needs of kitchen, technical services and housekeeping staff.
Preventive measures are also implemented. In France, for example,
the Levly
hydraulic bed-lifting system has been introduced to
improve the working conditions of housekeeping staff. By raising
the mattress to waist level, these ergonomic beds attenuate the
risk of joint injuries. Since 2007, the Integrating the Disabled Project
(MIPH) has subsidized the installation of 9,784 Levly
including 844 in 2013. The initiative is also being deployed in other
countries, such as the United Kingdom, Belgium, Bulgaria, Ghana,
the Netherlands and Poland.
At end-2013, Accor did not have an indicator tomeasure the frequency
of occupational illnesses, which is scheduled to be added to the
reporting process in 2014. However, the definition of an occupational
illness, as recognized under French legislation, is difficult to apply in
countries whose labor legislation does not recognize the long-term
effects that work can have on people’s health. Significant effort
will therefore be required to update the reporting system and train
country correspondents to apply the definition. But the hardest
task will be implementing a reliable tracking system in hotels and
head offices when local physicians and public authorities do not
recognize occupational illnesses.
Preventing psychosocial risks
Various channels are used to prevent psychosocial risks, including
training modules, local crisis lines and collective agreements
on the initiatives to be undertaken.
Stress management training is available and is completed by
many employees. In France, for example, 314 employees in 2013
(and 669 employees in 2012) participated in training modules on
“Preventing and Managing Workplace Stress”, “The Five Keys to
Stress Management” and “Understanding Stress and Achieving
Accor takes action to eliminate all forms of harassment from the
workplace, including bullying and sexual harassment. Complaints
against personnel must be reported to a senior manager or to the
Human Resources Manager/Director, while a different procedure
is followed for incidents involving guests. Hotlines have also
been set up in some countries, including Brazil, France, India
and New Zealand/Fiji.
Following the signature of an agreement on workplace psychosocial
risks in 2010, a steering committeewas set up atAccor SAheadquarters
in France to prepare action plans to reduce stress. In addition,
the French hotels business signed a framework agreement on
psychosocial risks with employee representatives in 2011, covering
the prevention of these risks through awareness initiatives. In 2013,
six conferences were organized to inform and educate Accor SA
managers about psychosocial risks in the workplace.
Promoting health and well-being among local
Employee health and well-being can only be achieved by ensuring
the safety of work-related equipment and infrastructure (see page
55) and by promoting good health in all aspects of life, both inside
and outside the workplace.
The Life Quality Calendar campaign launched in Brazil in 2013 aims
to inform employees about serious illnesses and what they can do
to avoid them.The campaign was supported by the onsite presence
of specialists during specific events, such as Workplace Accident
Prevention Week.
Deploying PLANET 21 commitments
As part of the PLANET 21 program, the owned, leased, managed and
franchised hotels are encouraged to offer employees awareness-building
and training sessions, with a focus on the prevention of HIV/AIDS
and of chronic diseases like diabetes, cancer and cardiovascular
ailments, the importance of nutrition and a balanced diet, the
prevention of psychosocial risks, and first aid. In each case, the
approach is carefully aligned with the relevant health issues specific
to each country or region. In 2013, 65% of hotels had organized
health and well-being training for their employees.
Since 2002, Accor has been contributing to the fight against epidemics,
particularly of HIV/AIDS and malaria, through protection programs for
employees and awareness campaigns for guests. Employee-focused
initiatives are structured by the ACT-HIV program introduced in 2007,
which gives hotel General Managers a six-step action plan built on
the three core principles of Accor’s commitment – confidentiality,
non-discrimination and equal access to treatment. By the end of
2013, more than 20,700 employees had attended awareness and
training sessions and 753 hotels were equipped with condom
vending machines.
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