The enhancement of people is one of the four pillars of our sustainability strategy

We promote a talent culture by attracting and enhancing the best professionals and ensuring a safe and motivating work environment for our people, who are our most important asset. In line with this common identity spirit: One Group Identity.

Our culture

Dynamism, Value of people, Quality, Diversity and Inclusion: the five pillars of our corporate culture, the values that inspire our behavior and make us a solid and international organization

Discover more on our corporate culture

Cementir Group is aiming at strengthening its organizational structure by making it more responsive to market trends and business challenges and capable of achieving the objectives defined in the Industrial Plan.

In particular, we have improved several key processes by adopting or revising policies and procedures (for example, Group Human Rights Policy, Group Policy on Recruitment and Selection, Group Policy on Health and Safety, Group Policy on Treasury) and we have developed some corporate and local organizational structures (Technical, Sales and Supply Chain) also with the support of the Cementir 4.0 digitalization and innovation program.

Cementir human resources strategy focuses on three main pillars: Group Integration and Identity, Organizational Effectiveness and Agility, and People Development and Engagement.

People are an important source of competitive advantage as each individual contributes to achieving our common goals.

  • Human rights

    Promoting human rights sensibility, awareness and education across the Group is one of our 26 roadmap goals.

    In fact, Cementir's Human Rights Policy aims to support and guide management and employees in achieving these objectives.
    We recognize the international principles for the respect and support of fundamental human rights in every geographical area in which we operate, this approach is also a proactive commitment in the management of stakeholders. In fact, we promote respect for human rights within commercial relations and adherence to them by contractors, suppliers and all business partners.

    Starting from 2020, the Internal Audit Department has verified the effective compliance of each company for the following area: Child Labor, Forced Labor, Non-Discrimination, Conditions of employment, Security, Supply chain management. The results of these assessments are included in the annual Group sustainability reporting process and serves as further evidence of our commitment to operating responsibly. Any alleged human rights violations can be reported through the whistleblowing system, in line with all other types of potential violations.

    In 2021, the activity was carried out in the following companies, with a coverage of 95% of the Cementir workforce worldwide, involving the following countries: Belgium, Denmark, Norway, Türkiye, United States, China, Malaysia, Egypt, Italy, United Kingdom, Poland.

    Human Rights Audit performed in 2021 

    Human rights

    The analyses carried out highlighted that internal operations are considered to be in line with internationally recognized human rights and no risks were identified during the audit activities.

    In 2021, the Human Rights assessment was conducted by the Group's main legal entities, covering 95% of Cementir's workforce worldwide.

  • Diversity and Inclusion

    In an international Group like Cementir the real added value is represented by the enhancement of diversity, inclusion and multicultural integration.

    We are aware our sector is historically characterized by a prevalent male workforce. The analysis of data on personnel distribution shows that 12% of employees are female.

    In recent years, we have adopted measures to promote equal gender treatment and opportunities within the entire company organization, starting with the definition of a Group value system and a model of Group skills and behaviors in which the concepts of inclusion and enhancement of diversity are strongly represented.

    Understanding and respecting every cultural and religious identity of our employees are essential elements for us to guarantee a collaborative and harmonious working environment. In Malaysia, for example, we have set up special rooms for prayer inside the plant, which differ according to the religious beliefs of the employees in respect of cultural differences.

    In 2021, the Group Internal Audit defined a work program for diversity, equity, and inclusion (DEI) audit. Starting from 2022, it will be included as part of Internal Audit process. The audit will monitor the application of Cementir’s core equity and fairness principles to: hiring processes, compensation levels, annual salary reviews and promotions, work-life balance arrangements and events to foster interest in technical careers among women.

  • Talent management and Succession Plan

    We have implemented an integrated management and development plan for our resources with the aim of spreading a culture of talent that attracts, develops, involves and retains people.

    We have outlined a group policy for the hiring, evaluation and personal development of our people also through online evaluation tools. The collaboration and partnership between central and local Human Resources functions is a catalyst to achieve our corporate objectives in terms of quality of recruitment and employee engagement.

    On a regular basis we undertake the programs for the identification, enhancement and development of our Group talents in order to support the potential managers who will provide our future leadership and growth.

    Work on the Group Succession Planning process for critical positions was carried out to build a solid leadership bench. The list of critical positions has been updated and expanded in line with our Industrial Plan and the main strategic objectives.

  • People evaluation and development

    In 2021, we launched the Group Performance Management process that involves all the executives and managers that were hired within the first half of the year. The employees hired in the second part of the year, will be involved in the process starting from 2022. This enables us to monitor and align employees’ objectives, skills, competencies and development plans with our Group strategic objectives. The Performance Management Process will support the development of a new way of looking at performance evaluation: not only as a tool for aligning people with business strategy but also as a process that can stimulate constant development of organisational and people skills as well as competencies.

    In 2021, the performance feedback activity has resumed regularly, even if the Covid–19 situations still impacted our way of working.

    Employees who receive regular performance reviews 2021 2020 2019
    Executives 98% 93% 91%
    Managers 99% 61% 78%
    White collars 98% 77% 80%
    Blue collars 44% 44% 48%
  • Cementir Academy

    The idea of the Academy was born with the aim of developing and updating competencies and skills, integrating different know-how and cultures, preserving and spreading knowledge within our Group and promoting innovation and creativity.

    Cementir Academy has pursued its extended mission to support corporate strategy and results, develop the global leaders of today and tomorrow, accelerate the transformation of the Group and promote diversity and inclusion.

    As the Covid-19 pandemic spread across the globe, the company implemented a contingency plan aimed at mitigating the implications, such as postponing or suspending relevant training programs and initiatives. Despite this, the Cementir Academy continued its extended mission to support Cementir strategy and business results, to develop current and future global leaders, to accelerate Group transformation and to foster diversity and inclusion across the Group.

    We designed and delivered key training and development initiatives which include:

    • the launch of some new online courses in our Academy catalogue (e.g. Performance Management);
    • the translation and deployment of the existing online courses in the most relevant local languages (7);
    • the design of the Graduate programme, a global initiative dedicated to new-graduates (Ce-Mentorship Program) with the aim of selecting, training and growing 8 young talents to build our future leaders. Four different countries are involved with this pilot edition, focused on the technical area;
    • the reshaping of the Emerging Talent programme, a key programme to develop leadership and managerial skills of our internal talents. The programme stopped in 2020 due to the Covid–19 pandemic and has been re-designed with a blended formula so that it can be implemented despite any pandemic situation;
    • the delivery of the Project Management course aimed at achieving the Prince 2 certification;
    • in the plants, H&S days have also been organised in order to guarantee mandatory basic training;
    • the deployment of functional and technical training to upskill Group professional families and sub-communities.

    Employee development is also supported through internal and external local training courses, accompanied by a series of other initiatives such as participation in work projects involving multiple departments and, in some cases, work experience abroad.

    In 2021, more than 37,000 hours of training were provided, almost 12.2 hours for each employee.

    The measures put in place involved the entire Group workforce in a cross-functional and balanced way covering various roles, as can be seen from the summary table of training hours by professional category.

    Hours of training Unit 2021 2020 2019
    Executives Hours 417 430 1,076
    Manager Hours 6,415 5,460 6,101
    White collars Hours 14,007 10,871 18,037
    Blue collars Hours 17,124 18,525 25,343
    Total Hours 37,963 35,286 50,556
    Executives h/per 8.7 8.0 19.9
    Manager h/per 19.6 17.4 18.8
    White collars h/per 16.0 12.7 21.5
    Blue collars h/per 9.1 10.4 14.1
    Total h/per 12.2 11.7 16.8


    Hours of training per category Unit 2021
    Health & Safety Hours 15,615
    Technical and Functional Hours 14,395
    Management Edu & Leadership Development Hours 2,904
    Cultural and Corporate Hours 3,811
    Other Hours 1,238
    Total Hours 37,963


    Training category Description
    Health & Safety Training on Health and Safety topics for workers
    Technical and Functional Functional and technical training to upskill Group professional families and sub-communities
    Management Edu & Leadership Development Specific initiative aimed at leadership or management skills development, managed at Global or Local level. For example, the Emerging Talent programme
    Cultural and Corporate Training on Code of Ethics, Whistleblowing System, GDPR (General Data Protection Regulation), Human Rights, Cybersecurity, Performance Management process
    Other Other type of training, such as language courses
Last update: 02/03/2023 | 15:54