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Home / GRI Standards / Case study: How Enagás promotes work-life balance among employees

Case study: How Enagás promotes work-life balance among employees

Enagás is Spain’s main natural gas operator and a global leader in the development, maintenance, operation and management of gas infrastructures and gas networks. Reconciling employees’ needs and interests with those of the company by meeting employees’ social and health-care needs, as well as those of their immediate family, is, for Enagás, a top priority.

This case study is based on the 2017 Annual Report by Enagás published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

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Enagás has been a certified Family Responsible Company since 2007  Tweet This!, and has 94 reconciliation measures that promote the professional and personal development of every employee. In order to promote work-life balance among employees Enagás took action to:
  • support employees’ families
  • promote work flexibility
  • boost employee health and well-being

What are the material issues the company has identified?

In its 2017 Annual Report Enagás identified a range of material issues, such as ethics and integrity, infrastructure security, environmental accidents and incidents, transparency and compliance. Among these, promoting work-life balance among employees stands out as a key material issue for Enagás.

Stakeholder engagement in accordance with the GRI Standards

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The organization should identify its stakeholders, and explain how it has responded to their reasonable expectations.”

Stakeholders must be consulted in the process s of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Enagás engages with:

To identify and prioritise material topics Enagás engages with its stakeholders through the following channels:

Stakeholder Group                Method of engagement
Regulatory bodies (state, local and international) ·      Regular meetings (face-to-face, telephone, email)

·      Corporate website

Investors (fund managers, rating agencies, analysts)

 

 

·      Regular meetings (face-to-face, telephone, email)

·      Corporate website

·      Shareholder Office

·      Free shareholder helpline

·      Electronic mailbox

·      Meetings with minority shareholders and analysts

Employees (professionals, social organisations) ·      Regular meetings (face-to-face, email)

·      Corporate Intranet

·      AzulyVerde in-house magazine

·      Ráfagas e-bulletin

·      In-house communication campaigns

·      Ethics Channel

·      Workplace climate surveys and associated improvement plans

·      Interactive coffee for employees with the CEO

Customers (distributors, shippers, transmission

companies, direct consumers in the market)

 

·      Account managers

·      Regular meetings (face-to-face, telephone, email)

·      Main Control Centre

·      SL-ATR

·      Spanish Gas System Follow-up Committee

·      Corporate website: SL-ATR 2.0 portal and SITGAS portal

·      Customer newsletter

·      Meetings with customers (Shippers’ day)

·      Customer satisfaction surveys and associated improvement plans

Partners (business, strategic business and

management of companies)

·      Coordinators of affiliates

·      Regular meetings (face-to-face, telephone, email)

·      Audit Committees

Media and social media

 

·      Regular meetings (face-to-face, telephone, email)

·      Corporate website

·      Permanent telephone service to the media

·      Media attention email inbox

·      Social media

Suppliers (critical and non-critical) ·      Regular meetings (telephone, email)

·      Corporate website: supplier portal

·      Supplier attention email inbox

Financial institutions ·      Regular meetings (face-to-face, telephone, email)
Associations and foundations (from the energy / gas sector, from social, environmental, ethical

(sustainability) areas, in education and culture, health and development cooperation)

·      Regular meetings resulting from participation in groups and forums (face-to-face, telephone, email)

What actions were taken by Enagás to promote work-life balance among employees?

In its 2017 Annual Report Enagás reports that it took the following actions for promoting work-life balance among employees:

  • Supporting employees’ families
  • Enagás supports its employees by creating a family-friendly workplace through a number of measures, that include the following:
    • Study support for employees’ children.
    • 80% subsidy on special schooling expenses for employees who have children with disabilities.
    • “Día sin Cole” (No School Day) programme and subsidised urban summer camps for employees’ children on workdays throughout the school year.
    • Alares Family Support Programme:
      • “miAsistente” (myAssistant) personal manager, which takes care of all necessary day-to-day procedures and information.
      • Free handling of diverse procedures in connection to vehicles, maternity and paternity, licences, certificates and reports.
      • Free service for selecting domestic helpers and healthcare personnel.
      • Services for making online wills and living wills, expert legal advice, signings before a notary public and registrations.
      • Specialised treatment and home help service in the event of convalescence, illness or accident.
  • Promoting work flexibility
  • To promote workplace flexibility, Enagás provides employees with:
    • Flexibility in start times and lunch break.
    • Shorter workday during the summer and every Friday, throughout the year.
    • Division of annual leave into a maximum of 3 periods.
  • Boosting employee health and well-being
  • Enagás seeks to promote employee health and well-being through the following initiatives:
    • Annual medical check-up and flu vaccine campaigns.
    • 90% subsidy on the cost of private medical healthcare insurance for employees and 100% for their children. Medical cover on international trips.
    • Meal subsidies (canteens, financial aid, restaurant vouchers).
    • Access to a programme of discounts and exclusive prices on a wide range of online products, services and leisure.
    • Pension plans for employees with two years’ effective or recognised service.
    • Healthy eating corner at head office.
    • Help towards sports activities.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 201-3 Defined benefit plan obligations and other retirement plans

2) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

 

Disclosure 201-3 Defined benefit plan obligations and other retirement plans does not correspond to any SDG.

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Earnings, wages and benefits

 

80% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.



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By registering for the next 2-day FBRH GRI-Standards Certified and IEMA approved Course you will be taking the first step in gaining the many benefits of sustainability reporting.

 

 References:

1) This case study is based on published information by Enagás, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Enagás: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

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