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GRI G3 Labor Practices & Decent Work Indicators

Look at complete GRI Indicators Protocols Set Labor Practices and Decent Work

Employment 

LA1 core
Total workforce by employment type, employment contract, and region.
LA2 core
Total number and rate of employee turnover by age group, gender, and region.
LA3 additional
Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations.

Labor/ Management Relations

LA4 core
Percentage of employees covered by collective bargaining agreements.
LA5 core
Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements.

Occupational Health and Safety

LA6 additional
Percentage of total workforce represented in formal joint management-worker health and safety committees that help monitor and advise on occupational health and safety programs.
LA7 core
Rates of injury, occupational diseases, lost days, and absenteeism, and total number of work-related fatalities by region.
LA8 core
Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases.

Training and Education

LA10 core
Average hours of training per year per employee by employee category.
LA11 additional
Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings.
LA12 additional
Percentage of employees receiving regular performance and career development reviews.

Diversity and Equal Opportunity

LA13 core
Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity.
LA14 core
Ratio of basic salary of men to women by employee category.

Page: LA1 Page: LA2 Page: LA3 Page: LA4 Page: LA5 Page: LA6 Page: LA7 Page: LA8 Page: LA10 Page: LA11 Page: LA12 Page: LA13 Page: LA14

2 Comments

  1. Former Member

    SAP's Labor Practices Decent Work Indicators VS Employing Physically challenged Workforce- My 2 cents.

    I am not sure if i did not search properly, or indeed i could not find anything in SAP's Labor Practices & Decent work indicators, any special benefits, or accomodations,reservations,facilities etc provided for Physically Challenged work force.

    I strongly feel, and  i am not sure  exactly which of these 3 catogories will it fall under either LA3,LA13 OR LA14. there should be some provisions,concessions,reservations provided for Physically challenged workforce. As it is no where an inhibition to be a part of SAP COMMUNITY, Especially in SAP CONSULTING.

    SAP should encourage more and more physically challenged people to get trained in SAP FUNCTIONAL AND TECHNICAL AREAS...by making amendments or additons to their LA10,by offering LOWER-DISCOUNTED FEES for SAP EDUCTAION/TRAINING & Certifications. It will definetely a step forward in Social responsibilty.

    I hope i am heard

    Harshita

  2. Former Member

    I am not sure if SAP practices this already, but it would be nice, to organise, ethnic/cultural events at workplace where people get dressed in their cultural outfits etc..just a fun filled day to have a feeling of belonging.