Agilent Corporate Citizenship Report 2015 | Social: Labor Practices

Agilent Corporate Citizenship Report 2015


DMA LA
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 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 Culture

Agilent Diversity and Work/Life Balance

Occupational Health and Safety

Agilent Technologies operates under a company-wide environmental, health and safety management system (EHSMS) that applies to Agilent design, development, manufacturing, distribution, and sales and service operations worldwide. The purpose of Agilent's EHSMS is to implement the Environmental Health and Safety Policy. The EHSMS provides a framework for Agilent's business operations to make decisions regarding their environmental and Occupational Health and Safety (OHS) activities in response to changing internal and external factors. The EHSMS is supported by key processes focused on planning, implementation and operation, checking and corrective action, and management review.

Agilent reviews its OHS aspects annually. Each region conducts their own local reviews and these are consolidated into a Global OHS aspects and impacts register. Those OHS aspects that attain the highest (risk) scores are either assigned objectives and targets for the current year or, if they are business fundamentals, will have associated programs established to ensure compliance and implementation of risk-based management approaches. Performance related to these objectives and programs are monitored and reported to senior management at least quarterly, and are identified in quarterly business reviews. Formal Management Reviews are held twice annually to report current OHS performance to senior management. Any deviations from target are noted, and corrective actions or changes to strategies are identified for approval.  

Training and Education

At Agilent, employees develop individually and collectively to enhance their skills and knowledge, to achieve current business objectives, and prepare for the challenge of future business objectives. Development is a key lever to achieve the organizational capability that Agilent needs for current and future growth and success.

Employee development at Agilent is a collaborative process between a manager and an employee. Agilent managers are accountable for assessing employee performance on behalf of the company and supporting the development of employees over time.

The following three approaches to employee development are used at Agilent, and are provided based on business need. It is most effective to choose a blend of learning approaches that feature employees learning while doing their day-to-day jobs.  

Work Assignments: Challenging jobs, special assignments, project initiatives, and job rotations. Every work assignment is a potential development experience.

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.  

Agilent aligns with ISO 26000 standards and guidance 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.  

G4-LA1
TOTAL NUMBER AND RATES OF NEW EMPLOYEE HIRES AND EMPLOYEE TURNOVER BY AGE GROUP, GENDER, AND REGION

Total number of new employee hires entering employment during the reporting period broken down by gender

Total New Employee Hires Entering Employment

# Male/Female

% Male/Female

1,558

886/672

56.86%/43.13%

 

Note: "Two hires did not indicate their gender."  

Rate of new employee hires entering employment during the reporting period broken down by gender. Rate is ratio as % of category's headcount. 

New Employee Hires by Gender

Percentage

Male

11.66%

Female

14.8%

Total number and rate of new employee hires entering employment during the reporting period broken down by age group.

New Employee Hires

Number

% of Total

Under 30 years of age

763

40.1%

Between 30-50 years of age

683

9.76%

Greater than 50 years of age

114

3.52%

Total Number

1,560

 


Total number and rate of new employee hires entering employment during the reporting period broken down by region.

Region

Total Number

% of Total

Rate

Americas

506

32.44%

11.76%

Asia Pacific

623

39.93%

13.86%

Europe

431

27.63%

12.87%

Total Number

1,560

100%

38.49%

Total number of employees leaving employment during the reporting period broken down by gender.

Total Number Employee Leaving by Gender

#
Male/Female

% Male/Female

1,267

728/539

57.46%/42.54%


Note: "One employee did not indicate the gender."

Rate of employees leaving employment during the reporting period broken down by gender.

Rate of Employees Leaving by Gender

Male/Female

Turnover Rate

9.58%/11.89%

Rate of employees leaving employment during the reporting period broken down by age group.

Rate of Employees Leaving by Age Group

Number

Rate

Rate under 30 years of age

408

21.92%

Rate 30-50 years of age

627

8.96%

Rate Over 50 years of age

233

7.13%

Total Number

1,268

 

Total number of employees leaving employment during the reporting period broken down by region.

Region

Total Number

% of Total

Americas

375

29.57%

Asia Pacific

462

36.44%

Europe

431

33.99%

Total Number

1,268

100%

Rate of employees leaving employment during the reporting period.

Region

                     Rate

Americas

8.74%

Asia Pacific

10.29%

Europe

12.87%

The total number of employees broken down by type of employment contract and gender.

Employee
Contract Type

Total
Number

%
Male/Female

Number
Male/Female

Full-time

11,794

63.82%/36.18%

7527/4267

Part-time

335

20.60%/79.40%

69/266


The total workforce broken down by region and gender by regions

Region

Total
Number

Number
Male/Female

%
Male/Female

Americas

4,291

2,673/1,618

68.42%/31.58%

Asia Pacific

4,490

2,813/1,677

62.65%/37.35%

Europe

3,348

2,110/1,238

63.02%/36.98%

G4-LA2
BENEFITS PROVIDED TO FULL-TIME EMPLOYEES THAT ARE NOT PROVIDED TO TEMPORARY OR PART-TIME EMPLOYEES, BY MAJOR OPERATIONS

Generally, part-time employees who meet minimum requirements for benefits eligibility are eligible for the same benefits as full-time employees. Benefits and eligibility requirements will vary by country.

Agilent aims to deliver a rewards portfolio that is competitive with life sciences, diagnostics and applied markets companies, representative of the diverse 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. Though we are currently not tracking return to work at a global level, however, we address a wide range of needs through the following programs. Agilent hopes to provide employees with the flexibility and opportunity to select and use services and solutions that they prefe
  • Flexible Work Arrangements: 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.
  • Mother's Room: 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 time.
G4-LA4
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.

G4-LA6
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 Agilent Occupational (IR) Rate Globally 2015 - 0.32;
Regionally AM - 0.66; AP - 0.00; EU - 0.11. continue to benchmark favorably relative to Agilent competitors and industry leaders.

Agilent Occupational (IR) Rate Globally 2015 - 0.35; Regionally AM - 0.89; AP - 0.04; EU - 0.14.

Agilent Occupational (LWDCR) Rate Globally 2015 - 0.11; Regionally AM - 0.18; AP - 0.04; EU - 0.11.


Agilent Global LWDCR Data 2004-2015

 

G4-LA7
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.

G4-LA8
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. Local and global formal agreement exists with trade unions that cover health and safety topics.

G4-LA9
AVERAGE HOURS OF TRAINING PER YEAR PER EMPLOYEE BY GENDER AND BY EMPLOYEE CATEGORY

Training at Agilent takes several forms - face to face classroom experiences, on-the-job learning, virtual classroom events and self-paced e-learning, to name a few. The training and development programs offered at Agilent are many, including New Employee Orientation, Leadership Development, Product and Technology Training, Employee Safety and Security, Legal and Ethical concerns, and Standards of Business Conduct. Employees also have access to training material and eLearning courses created for Agilent customers. To encourage learning occurring anywhere, anytime for our globally distributed workforce, we continue to make self-paced e-learning available in many of these topics 24 hours a day/seven days a week.

In 2015, approximately 93% of our Agilent employees took advantage our training resources (with over 77,500 instances of training, including over 67,000 self-paced online courses).

G4-LA10
PROGRAMS FOR SKILLS MANAGEMENT AND LIFELONG LEARNING THAT SUPPORT THE CONTINUED EMPLOYABILITY OF EMPLOYEES AND ASSIST THEM IN MANAGING CAREER ENDINGS


Agilent Technologies understands that the collective skills of our employees is our corporate capability and therefore critical to our success. Toward that end, Agilent is committed to providing an environment where employees can expand their knowledge, develop new skills, and contribute their best work.

One example is 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 and career skills that align with their daily work and Agilent's expectations.

Another example is our Educational Assistance program through which the company may provide employees with financial assistance for education relevant to meeting our business needs. Specifically, Educational Assistance helps employees take external academic classes or complete an Agilent-relevant academic degree program.

G4-LA11
PERCENTAGE OF EMPLOYEES RECEIVING REGULAR PERFORMANCE AND CAREER DEVELOPMENT REVIEWS BY GENDER


One hundred percent of Agilent employees receive regular performance reviews.

G4-LA12
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

Total Number

#  Male/Female

11,794

7527/4267

Percentage of employees by gender.

Employee Gender

% of Total

Male

63.82%

Female

36.18%

 

The percentage of employees by age group (under 30; 30 - 50; over 50).

Total Number

% of Total

% Under 30 years of age

15.34%

% 30-50 years of age

57.71%

% over 50 years of age

26.95%

Total Number 11,794

 



Percentage of individuals within the organization's governance bodies by gender and age.

Executives and
Senior Management

% of Total

Male/Female

80%/20%

Under 30 years of age

0%

Between 30-50 years of age

0%

Greater than 50 years of age

100%


G4-LA13
RATIO OF BASIC SALARY AND REMUNERATION OF WOMEN TO MEN BY EMPLOYEE CATEGORY, BY SIGNIFICANT LOCATIONS OF OPERATION

The following data indicates the salary ratio of men to women by employee category. The ratios shown were calculated by determining the comparative ratio (compa-ratio) of men and women in each employee category and dividing the average compa-ratio for men by the average compa-ratio for women. Compa-ratio indicates an individual's pay position versus the mid-point of the pay range for their job. Using compa-ratio enables us to compare pay position across varying types of jobs and markets. Within Agilent, three major employee categories are Individual Contributor A (ICA; typically non-exempt), Individual Contributor B (ICB; typically exempt), and People Manager (PM).

Employee Category

Ratio of Average Compa-Ratio Men/Women

ICA

0.99

ICB

0.99

PM

0.99

Senior Management

1.03



G4-LA14
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's three-tier program includes communicating Agilent labor requirements to all suppliers; conducting compliance surveys with our preferred, strategic and core suppliers; and working with an external agency to conduct on-site supplier site surveys at select high-risk supplier locations. Any resulting corrective actions are monitored and reviewed by external agency before final sign-off.

G4-LA16
NUMBER OF GRIEVANCES ABOUT LABOR PRACTICES FILED, ADDRESSED, AND RESOLVED THROUGH FORMAL GRIEVANCE MECHANISMS

This information is Agilent confidential.


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