Agilent Corporate Citizenship Report 2014
DISCLOSURE ON MANAGEMENT APPROACH LA
Agilent conducts its business with uncompromising integrity and promotes human rights within the company's sphere of influence. See Agilent's Human Rights and Labor Policy.
Agilent is positioned to become a leader in innovation, creativity, problem-solving, and organizational flexibility. As a company, we must be able to address work/life balance challenges and leverage diverse perspectives, talents, and teams to meet this global challenge. The work force demographics are changing in most countries and the competition to attract and retain top talent is increasing. Global competitiveness will not be achieved merely by designing, manufacturing, marketing, and selling superior products. Agilent strives to develop and apply excellent global people skills around the world.
We are in tune with the changing global economic marketplace and work to ensure that our policies and practices support our core beliefs and values, our guiding principles, and our goals to make Agilent the best place to work for every employee. The company policies and practices support global diversity and inclusion and work/life success.
Agilent recognizes ISO 26000 as a reference document that provides guidance on social responsibility. Agilent aligns with ISO 26000 standards as part of our social responsibility practices. As such, Agilent's Labor and Employee policies and processes align with ISO core subjects: Organizational Governance 6.2, Human Rights 6.3, and Labor Practices 6.4.
TOTAL NUMBER AND RATES OF NEW EMPLOYEE HIRES AND EMPLOYEE TURNOVER BY AGE GROUP, GENDER, AND REGION
Hiring top talent around the globe helps to ensure that Agilent maintains its leadership as the world's premier measurement company.
Total number of new employee hires entering employment during the reporting period broken down by gender.
Rate of new employee hires entering employment during the reporting period broken down by gender. Rate is ratio as % of category's headcount.
Total number and rate of new employee hires entering employment during the reporting period broken down by age group.
Note: "Two hires did not indicate their gender."
Total number and rate of new employee hires entering employment during the reporting period broken down by region.
Total number of employees leaving employment during the reporting period broken down by gender.
Rate of employees leaving employment during the reporting period broken down by gender.
Rate of employees leaving employment during the reporting period broken down by age group.
Total number of employees leaving employment during the reporting period broken down by region.
Rate of employees leaving employment during the reporting period.
The total number of employees broken down by type of employment contract and gender.
The total number of employees broken down by employment type, supervised worker and gender.
The total workforce broken down by region and gender by regions
BENEFITS PROVIDED TO FULL-TIME EMPLOYEES THAT ARE NOT PROVIDED TO TEMPORARY OR PART-TIME EMPLOYEES, BY MAJOR OPERATIONS
Agilent aims to deliver a rewards portfolio that is competitive with high technology and life science companies, representative of the industries and markets within which Agilent operates.
Our rewards are offered to eligible employees and comply with local legal requirements. Our Total Pay program includes base pay; variable pay, such as the Agilent Results Bonus and Individual Performance Bonus; and sales incentive compensation.
Pay is differentiated based on company and individual performance. Benefits such as health and welfare benefits, retirement plans, and time off provide a foundation to support employee well-being and financial security.
Equity programs align employee and shareholder interests. Programs include an Employee Stock Purchase Plan and long-term incentives such as restricted stock units.G4-LA3
RETURN TO WORK AND RETENTION RATES AFTER PARENTAL LEAVE, BY GENDER
Agilent offers parental leave benefits and provides a broad range of programs and activities to help employees manage commitments in their work and personal life. By offering programs that can be used to address a wide range of needs, Agilent hopes to provide employees with the flexibility and opportunity to select and use services and solutions that they prefer.
- Flexibility work assignments: Some Agilent employees use alternatives to traditional Monday-through-Friday work arrangements. These include part-time, telecommuting, job-shares, and variable work schedules.
- Flexibility Practices: Agilent is proud of its heritage of providing flexible work hours for employees. Agilent's Flexible Time Off (FTO) program lets employees use paid time off for vacation, personal business, and illness.
- Dependent Care Resource and Referral: Agilent provides a variety of resource and referral services for employees who have dependent care responsibilities for children, elders, people with disabilities, and others. Our goal is to help employees handle dependent care responsibilities so they can achieve their business objectives while they are at work. Centralized programs and information aim to provide support to all of Agilent. Local entities may choose to make additional dependent care investments in locations where community-based services are inadequate and business objectives are impacted.
- MagellanAssist (U.S.): Agilent offers data sheets - available worldwide - providing information on a broad range of work/life challenges plus consulting and written materials.
- Some Agilent facilities offer a "mother's room" to support new moms returning to work, and the nursing needs of their babies.
- Quiet Room: Some Agilent facilities offer a "quiet room" to support employees who need a break, respite, or quiet tim
MINIMUM NOTICE PERIOD(S) REGARDING SIGNIFICANT OPERATIONAL CHANGES, INCLUDING WHETHER IT IS SPECIFIED IN COLLECTIVE AGREEMENTS
Agilent meets all applicable laws, regulations, and standards where we do business.G4-LA5
PERCENTAGE OF TOTAL WORKFORCE REPRESENTED IN FORMAL JOINT MANAGEMENT-WORKER HEALTH AND SAFETY COMMITTEES THAT HELP MONITOR AND ADVISE ON OCCUPATIONAL HEALTH AND SAFTEY PROGRAMS
Health and Safety committees are an integral part of EHS processes at our sites and help drive continuous improvement in support of Agilent's ISO certifications and Environmental, Health, and Safety Management System.
TYPE OF INJURY, RATES OF INJURY, OCCUPATIONAL DISEASES, LOST DAYS, AND ABSENTEEISM, AND NUMBER OF WORK-RELATED FATALITIES BY REGION AND GENDER
In Agilent's Environmental Health and Safety function, we believe that people who feel good, do good. EHS programs are committed to creating safe work environments, providing training, and engaging our employees in health-promotion activities so that they can work injury- and illness-free.
Agilent EHS records and investigates work-related injuries and illnesses to identify root causes and apply appropriate corrective and preventive actions. Agilent's recordkeeping process aligns with the U.S. OSHA Injury/Illness Recordkeeping regulations and reports on Occupational Recordable (IR) and Lost Work Day Case (LWDCR) rates. Both metrics (IR and LWDCR) have remained relatively stable over the past five years and continue to benchmark favorably relative to Agilent competitors and industry leaders.
Agilent Occupational (IR) Rate Globally 2014 - 0.32;
Regionally AM - 0.66; AP - 0.00; EU - 0.11.
Agilent Occupational (LWDCR) Rate Globally 2014 - 0.07;
Regionally AM - 0.15; AP - 0.00; EU - 0.08.
Agilent Global LWDCR Data 2002-2014
WORKERS WITH HIGH INCIDENCE OR HIGH RISK OF DISEASES RELATED TO THEIR OCCUPATION
Agilent provides a number of programs and educational opportunities aimed at managing serious diseases and medical situations for employees as well as family and community members. Agilent EHS standards maintain employee exposure levels for harmful agents in the workplace well below regulatory requirements. Agilent Workplace Services has both Emergency Action and Disaster Recovery Plans that address serious medical events or disease outbreaks (e.g., pandemic events).
The Agilent Human Resources and Benefits organizations provide comprehensive health care plans to employee and family members to assist in managing their personal medical needs. These plans include counseling services and risk-based health coaching
HEALTH AND SAFETY TOPICS COVERED IN FORMAL AGREEMENTS WITH TRADE UNIONS
As required at a country level, Health and Safety topics are included for discussion with local worker councils or trade unions.G4-LA9
AVERAGE HOURS OF TRAINING PER YEAR PER EMPLOYEE BY GENDER AND BY EMPLOYEE CATEGORY
To encourage learning occurring anywhere, anytime for our globally distributed workforce, we continue to make self-paced e-learning available 24 hours a day/seven days a week. In addition, we offer training resources in classroom, exam, on-the-job, and blended learning environments. In 2014, approximately 94% of our Agilent* employees took advantage our training resources (with over 111,000 instances of training, 95, 000 were self-paced online courses). Some of the major development programs offered via self-paced e-learning are our annual Standards of Business Conduct program and our beSecure series focusing on security and risk awareness. Other major programs include our Environment, Safety, and Compliance series; our Product and Technology series for our customer-facing employees; and our Employee Safety & Security Orientation training. In 2014 Agilent launched our Development Now online portal - a resource center of videos, guided activities, and professional development resources. This unique training platform allows employees and managers to build leadership skills that align with their daily work and Agilent's expectations.
NOTE: 2014 training data represents the percentage of current Agilent employees that accessed training resources. This does not include training that may have been accessed by Keysight employees.G4-LA10
PROGRAMS FOR SKILLS MANAGEMENT AND LIFELONG LEARNING THAT SUPPORT THE CONTINUED EMPLOYABILITY OF EMPLOYEES AND ASSIST THEM IN MANAGING CAREER ENDINGS
Agilent understands that the collective skills of our employees are critical to our success. Toward that end, Agilent is deeply committed to providing an environment where employees can expand their knowledge, develop new skills, and contribute their best work. Research has suggested that the most valuable development occurs when learning is applied on the job, solving real business problems. The following three approaches to employee development are used effectively at Agilent and are provided based on business need:
- Work Assignments: Challenging jobs, special assignments, project initiatives, and job rotations.
- Learning from Others: Coaching, mentoring, and networking with internal and external people with experience or expertise.
- Training: Specific technical and business skill development provided internally by Agilent or externally by qualified educational institutions via a classroom, online, or self-study format.
PERCENTAGE OF EMPLOYEES RECEIVING REGULAR PERFORMANCE AND CAREER DEVELOPMENT REVIEWS BY GENDER
One hundred percent of Agilent employees receive regular performance reviews.
COMPOSITION OF GOVERNANCE BODIES AND BREAKDOWN OF EMPLOYEES PER EMPLOYEE CATEGORY ACCORDING TO GENDER, AGE GROUP, MINORITY GROUP MEMBERSHIP, AND OTHER INDICATORS OF DIVERSITY
Total number of employees
Percentage of employees by gender.
The percentage of employees by age group (under 30; 30 - 50; over 50).
Percentage of individuals within the organization's governance bodies by gender and age.
RATIO OF BASIC SALARY AND REMUNERATION OF WOMEN TO MEN BY EMPLOYEE CATEGORY, BY SIGNIFICANT LOCATIONS OF OPERATION
PERCENTAGE OF NEW SUPPLIERS THAT WERE SCREENED USING LABOR PRACTICES CRITERIA
Agilent has multiple programs to monitor supplier compliance to Agilent's labor requirements. Agilent three tier program includes communicating Agilent labor requirements to all suppliers; conducting compliance surveys with our preferred, strategic and core suppliers; and working with external agencyto conduct on-site supplier site surveys at high risk supplier locations. Any resulting corrective actionsare monitored and reviewed by external agency before final sign off.
NUMBER OF GRIEVANCES ABOUT LABOR PRACTICES FILED, ADDRESSED, AND RESOLVED THROUGH FORMAL GRIEVANCE MECHANISMS
This information is Agilent confidential.