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Case study: How MIAL promotes employee engagement

MIAL (Mumbai International Airport Limited) manages and operates one of the world’s busiest airports, with a total passenger count of 45.15 million and 48.50 million during FY 2017 and FY 2018, respectively. Engaging its employees is one of MIAL’s key priorities  Tweet This!, as it enables MIAL to deliver superior performance and gain competitive advantage.

This case study is based on the 2018 Sustainability Report by MIAL 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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MIAL engages and develops its human capital by creating a culture that encourages open and honest communication, supports career development and brings out the best in its people. In order to promote employee engagement MIAL took action to:

  • provide feedback to employees on their performance
  • create an Employee Recreation Association
  • publish a newsletter

What are the material issues the company has identified?

In its 2018 Sustainability Report MIAL identified a range of material issues, such as airport safety and security, energy, sustained growth and business sustainability, customer delight. Among these, promoting employee engagement stands out as a key material issue for MIAL.

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 reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process 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 MIAL engages with:

Stakeholder Group                Method of engagement
Employees

 

·      Monthly review meetings

·      Appraisals

·      Outbound trainings

·      Community functions

·      Awareness programmes

·      Departmental meetings

Passengers

 

 

·      Information desks

·      Telecom

·      Customer care through the app

·      Cultural events

·      Surveys

Cargo & Logistics

 

 

·      Events

·      Trade meetings

·      Internal communication

·      Coordination meetings

Vendors, suppliers and contractors

 

 

·      Emails

·      Meetings

·      Workshops

·      Events

Ground Handlers

 

 

·      Emails

·      Meetings

·      Annual evaluations

·      Ramp safety meetings

Commercial Concessionaires

 

·      Meetings

·      Events

·      Audits

Airlines

 

 

·      Monthly meetings

·      Audits

·      Emails

·      Security training and Awareness workshops

·      Ramp safety meetings

Fuel Companies ·      Ramp safety meetings
Airport Authority of India ·      Security committee Meetings

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics MIAL collected inputs from all its stakeholders through capacity building workshops, focused discussion and responses to questionnaires.

What actions were taken by MIAL to promote employee engagement?

In its 2018 Sustainability Report MIAL reports that it took the following actions for promoting employee engagement:

  • Providing feedback to employees on their performance
  • MIAL is committed towards providing feedback to all its employees on their performance. Every eligible employee undergoes a performance review and sets targets for the coming year. MIAL also carries out talent assessment for senior management to evaluate their ability to perform and make a perpetual impact in their leadership role. In cases, where no formal process for performance management exists, MIAL follows local protocols to connect employee skills and competencies to business performance. The defined benefit plans include, contribution to provident fund, employees’ state insurance and gratuity. The amount of defined benefits at the end of FY 2016-17 and at the end of FY 2017-18 was about INR 149 million and INR 150 million, respectively.
  • Creating an Employee Recreation Association
  • For a meaningful employee engagement, MIAL has formed MIAL Employee Recreation Association (MERA). As part of the MERA, MIAL has constituted two specialised engagement committees, JOSH and UMANG. JOSH focuses on sports related activities, while UMANG focuses on cultural events. These committees have helped to enhance the employee experience while working with MIAL. During the reporting period, these committees facilitated several successful sports and cultural events. Some examples include football, carom, table tennis, Diwali celebrations, Navratri celebrations, and International Women’s Day celebration.
  • Publishing a newsletter
  • GVKonnect and GVK World are monthly and quarterly e-newsletters published by MIAL which are available to all employees. They are common across the entire GVK Group and are used as a platform for sharing experiences, information, achievements and other information with all MIAL The newsletters also keep employees updated of the situations around them and provide the management with an accessible avenue to express their appreciation for the efforts of employees.

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

3) Disclosure 404-3 Percentage of employees receiving regular performance and career development reviews

 

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

Disclosure 404-3 Percentage of employees receiving regular performance and career development reviews corresponds to:

 

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.

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References:

1) This case study is based on published information by MIAL, 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/

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